How to be more visible at work - for the right reasons
Lynn Scott, career and leadership coach
A guest blog from Lynn Scott
We are pleased to be joined by Lynn Scott, career coach and friend of GIN, for our latest blog
“Do you sometimes feel ‘invisible’ – as if nobody really notices you or hears you?
Maybe you don’t feel your voice is heard enough. You feel ignored, interrupted or forgotten about.
It sometimes feels as if people don’t even realise you’re there!
Which means that despite working hard and hoping for the best, people don’t always appreciate what great work you do - so you miss out on those promotions or exciting projects that others seem to get so easily.
I’m finding this more of an issue now that many more people are working virtually.
And of course, if we’re working without a webcam or camera, we are literally invisible!
There’s one thing that’s clear though – you can’t change other people and ‘make them’ see you more.
You can only change yourself - your beliefs, choices and actions - to have the impact you want.
Here’s how you can make a start:
Be clear on WHY you want to be visible. When you have a strong purpose or message you can make that purpose or message stronger than any fears or self-doubt – whenever I’m having a bit of a wobble and wanting to hide away, remembering my purpose always gets me through.
Be clear on WHO you want to be visible to (Be very specific here. ‘Senior Management’ is not enough. Think of one person to start with.)
Observe and listen to that person – forensically – and you’ll start to see how to influence and connect with them. For example, there’s no point giving loads of detail to someone who wants the headlines only. And there’s no point sending long emails if they prefer a quick call. This is NOT about being a pushover – it’s about knowing how to connect with someone to build a relationship and visibility.
Understand what’s currently holding you back – these are normally what I call ‘mindset stories’. Beliefs we hold that are not necessarily the truth - they’re just stories we tell ourselves. (E.g. ‘I’m not senior enough’ or ‘I’m not experienced enough so why should anybody listen to me?’ Or ‘he’s not interested in anything I say’).
Reframe that ‘faulty’ belief. So instead of ‘I’m not senior enough’, change that belief into ‘I may be more junior, but I have a lot of experience and knowledge to share which will help this project get done’.
Ask for what you want – we sometimes expect people to be mind-readers. If you’re looking for development or promotion or more support from your boss, for example, then ask! Don’t expect her to guess!
The next thing is to practice being visible – that could mean several things.
It might mean changing the way you walk into a room or being more active in a conversation or meeting.
You might ask to be involved in something new or different.
You could offer to present at the next team meeting or lead a discussion group or speak at a conference (live or virtual).
If these things fill you with fear, don’t be disheartened.
You can learn to evolve past those fears with help.
Don’t feel you have to figure it all out on your own (you can do that over time but it will take you much, much longer!)
Better to ask for help from a mentor you trust or a coach who understands how to stop letting that primal brain be in control and can give you feedback and the practical steps to take you from invisible to visible.
Imagine what opportunities will be there for you when more people see you – for the ‘right’ reasons, of course.”
The Gender Inclusion Network offer ongoing personal development and career insights through our calendar of events
About Lynn Scott
Lynn is a pragmatic and results-focused International Coach Federation (ICF) Master Coach (the highest global coach accreditation) who has worked with CEOs, MDs, executive senior leaders and high-potential leaders of the future over the last 20 years. Clients include award-winning entrepreneurial SMEs, multi-nationals, large public sector organisations and not-for-profits. Several of the leaders she has coached have gone on to win awards for their leadership.
Lynn has worked with the Gender Inclusion Network to give colleagues across the insurance industry guidance and practical tips to build their confidence, shift their mindset and communicate with impact.
About GIN
The Gender Inclusion Network for Insurance (aka GIN) was formed in 2015 by a group of likeminded women from across the insurance industry. It was felt there was a gap in the existing Gender Networks in the Insurance industry, to drive change.
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