Cues We Miss - Page 3 of 3

Cues We Miss

Foster communication among the people who report to you. You don’t want people on your team to engage in subversive compliance in which they perform only requested tasks. You have to find ways to promote constructive dialogue with staff members. “In meetings, ask the tough questions like, ‘What can we do to be more effective?’ If employees are silent, thinking you’ll punish them, you’ve [most likely] created an unsafe environment,” Frankel says. “Silence is a cue. To find out what’s really going on, you’ve got to have an open conversation.”

Ask for feedback even if you work in an organization where feedback isn’t the norm. Frankel recommends questions like, “Could you tell me what I could do more or less of to be even more effective?” She suggests asking clients, customers, constituents, and colleagues. Also, if you are no longer invited to important meetings, find out why. Your approach, however, should not be defensive, especially when talking with a senior — level manager.

Build and market your personal brand in the workplace. “People who are most successful see themselves as a brand,” Frankel says. “They market it, get feedback about it, define it, and sell it.”