The term “good to great” is one of the new buzzwords used in the business environment which involves transitioning from one point to another. Typically such a transition involves identifying the current status of an environment or situation and determining the requirements needed to move up to a higher level of performance.

It is my sincere desire to see you put the necessary steps or plans in place that will ensure you reach your greatest level of success. If your experience is similar to mine, you are more than ready to make something happen that will leap frog you to achieving your career goals. Yet, dynamics within your work environment consistently seem to deter you from reaching your goals in as timely a manner as you would like. Too often I was left wondering when my next career move would be despite delivering the results that should have ensured my success in a consistent manner. The politics found within most corporate environments all too often appears to take precedence over getting your desired and hopefully deserved promotion.

Taking on the challenge of creating your own opportunities is a mindset that requires knowledge on how to strategically transition from “good to great’. Have you identified the gap between where you are in your career today and where you want to be in the future? Who within your organization have you identified as a conduit to help you reach success? The answers to these two questions are a good start to jumpstarting your transition to being a great asset.

If you would like to continue this discussion, give me a call. I would love to talk with you about making your transition plan one that is customized and designed to reach success.

In this issue we are going to discuss the rationale for improving your performance to be the best at what you do. Effective leaders learn early in their careers how to work with others to get the best results possible. As good as you think you may be at your job, no one person can get the job done alone effectively. In fact, when you get to a certain level within an organization it becomes less important what you do on an individual basis. Your focus becomes how to motivate and influence others to perform at the highest level possible. However, before you can begin to lead others effectively, your individual performance needs to be at a certain level.

Those who desire to move up the corporate ladder are first judged by the results they achieve. Demonstrating the ability to achieve business results will create more willingness for senior leaders to help you work on improving other competencies that may need improvement. Let’s face it. Without having the ability to perform at a high level in your current position, you will not be taken seriously regarding upward career movement. If you are not getting the desired response to your promotability inquiries, make sure you heed any feedback regarding your current performance whether you agree or not.

A sure ticket to career success is to create a track record through “great” performance which will lead to the desired senior level leadership position. The most typical way to reach your career goals is to perform at a level that creates a clear distinction between you and your peers.

Most organizations do not have the expectation that every employee will fall in the high performing category. However in today’s workplace, providing mediocre results could soon find you seeking opportunities elsewhere. Organizations do expect you to minimally perform at the “good” level. Given that most of your peers will perform in order to reach their career goals, the question becomes, “what are you willing to do in order to stand out above the crowd”?

If you have been guilty of just doing enough to get by or just being “good” at your job, I encourage you to determine what you need to do to make your current environment more challenging. The secret to true career success is to learn how to thrive within your organization. Remaining bored will set you up for the possibility of becoming complacent and possibly never being viewed as promotable. Here are some recommendations to assist you in your transition of becoming a “great” leader.

• Take the time to identify the competencies you must display to get to your next position.
  • Always be looking at least two job positions ahead of your current one and determine the knowledge or performance gaps that must be closed in order to reach your desired future positions.
  • Identify a mentor who demonstrates the skills within the highest position you aspire to and establish a relationship to get feedback on how to execute your career goals. Remember, most executives are busy so only ask to meet once a quarter for an hour and show that you are listening to the feedback by demonstrating progress. If they see you are trying they are more likely to give you more than what you originally asked for.
• The size of your organization will determine how hard you must work to get the needed visibility to be viewed as either a valued team contributor or high potential candidate.
  • The smaller the organization the more visibility you have, so make sure the view that senior leadership has of you is one that is valued within the organization. Small accomplishments can stand out as significant to the success of the organization.
  • Within a larger work environment, make sure you are positioned on teams or special projects that are highly visible to ensure you stand out. Deliver phenomenal feedback and expertise to the team that will allow them to create impactful results. Become known for your execution skills.
• Upward movement within an organization happens as a result of demonstrating the skills to lead others.
  • Whenever possible, volunteer to serve as a team leader to enhance your ability to effectively communicate, motivate, and influence others. Always remember, it is not about you. The focus needs to be on how you help others be successful. Creating such a track record will go a long way in demonstrating your leadership skill sets.
  • Always lead with integrity. Never forget how you felt when you did not get the desired level of support. Follow through on any commitments. People will remember what you do and not what you said you would do.
  • Always work on your self development. Leaders evolve into greatness by continually striving to be the best. Never stop learning. Listen to self development tapes in your car, read the most current business books and put the recommended principles into action.

If you would like to talk about creating your own customized “greatness” plan, give me a call .

In 2006 I will be presenting fee-based teleclasses under the header of “Demonstrating Effective Leadership in Today’s Competitive Workplace”. I will be sending you a short survey soon to determine your preference for the timing of the teleclasses. Please respond so I can use your feedback to present the information in a manner that will be most beneficial to you. Thank you for your continued support of my work. Keep Leading!

Deborah Chambers Chima is passionate about assisting her clients with achieving their professional goals. Prior to launching her consulting and coaching firm, she achieved an award winning, twenty four year tenure in corporate management in the retail industry, in both international and domestic markets. Her clients appreciate her attention to detail and her desire to assist others in improving their productivity.

To learn more about Deborah, please visit her website at www.chambersconsult.com.