Are you betting on a glimmer?
Are you betting on a glimmer? Are you hoping Dave will stick to his promise? Or are you part of *process*? It's very likely you are betting on a glimmer. If you are anything like me, you've worked with too many Dave's who fail to deliver on their promise(s) and face no consequences. I hope this article can help you find a process, or if a process ain't coming, get the hell outta the place that has no intention of ever walking it's talk.
The glimmer and promise strategy is one that is deployed by bosses, leaders, and managers all over the world who want to keep people but can't be assed doing the work to create a process to help them develop, or at the very least get what they were promised. I'm here to help you identify where you are, so you can do something about it.
What a glimmer sounds like
You have real potential
Look, if you work hard we’ll take care of you
It’s a meritocracy....so just keep doing what you’re doing and you’ll get there
What a promise sounds like
As a Director, you will get equity in this company
We've identified you are a potential future leader
Once we get the team in better shape, we can all get a raise
What a process looks like
These are the targets you need to hit to earn *a specific amount of money*
The conversation about your role changing to a leadership role will happen on *a specific date and time*
These are the *specific behaviours* we'd need to see to offer you a leadership role
What happens now?
I've been glimmered
When you hear a glimmer, your response must be clear. You hear "You have real leadership potential" you answer with "Thanks for the compliment. I am ready for the next step. Can you help me map out the path to get there?"
If the moment to respond has passed it's time to collect data; emails, text, job descriptions, and dates. What was suggested when and by whom? What has happened since? Is this something you see happening to other people, in other parts of your organization? What do you want to happen next? Once you have answered these questions, you book a meeting with the person you know has power and influence in this situation. This first meeting will be a sharing of the data - here is the story I was told and here is reality. This first meeting is when you give them the opportunity to offer you a promise, or a process.
I've been promised
Similarly to the above, it's time to collect data; emails, text, job descriptions, and dates. What was promised when and by whom? What has happened since? What do you want to happen next? Once you have answered these questions, you book a meeting with the person you know has power and influence in this situation. This first meeting will be a sharing of the data - here is what I promised and here is reality. This first meeting is when you ASK for a process, you ask for timelines and specifics.
I'm in the process
Brilliant. How is it going? Do you have a plan in place for what you'd like to happen if this process doesn't end up where you'd like it to? Are you influencing this process the best you can? Are you asking other alliances and allies to help you make this process happen? It's good practice, to have a regular check-in point with the relevant person to have a temperature check conversation on this process.
Remember, there are brilliant bosses out there who deliver on what they say. There are organizations where people love working. No organization is perfect but do not waste your precious time on this earth working for an organization that isn't taking you and your gift seriously.
"There's only so many times you can pat me on the head before I bite your hand off."
Sam, member of the UPFRONT Global Community bond
Thank you to Lou Schenk for sparking this idea and the other women in the bond for inspiring me to write this.
Does this resonate with you? Have you ever experienced this?
Photo by Noah Buscher
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