Jo Miller

Before expending that most precious commodity (your time) on networking, create a strategic and purposeful networking plan by grounding yourself in your most important professional goals. Then list at least 6 people you should get to know, or build a stronger relationship with. Next to each name, add one specific action you’ll take to develop the relationship and build their trust. Don't only look for ways to interact through your day-to-day work. See if there's an activity or hobby, a cause you both care about, or a group they volunteer for that *you* can authentically get engaged with. Having a shared interest is one of fastest ways to build trust.

A few years ago, I was debriefing with a peer about a goal we had set earlier in the year. The goal had seemed thrilling, achievable, and vital when we set it but as the year wore on, we struggled with execution and came to regard it as insurmountable. By year’s end the goal was a dismal reminder of how we had failed. We met to talk through what had gone wrong. At some point, the word “flopportunity” popped into my head. We giggled at how ridiculous it sounded, but it lightened the mood and shifted the conversation from a gut-wrenching failure to dissecting what we had learned, and how to apply those lessons. The best learning opportunities can come brilliantly disguised as a cringe-inducing flops, ripe for reframing as a flopportunities.

There are many reasons why people in your team might not be comfortable calling attention to their work. For example: •they grew up in a culture where tooting one's horn is frowned upon •they were once put down for showcasing a win •they've seen patterns of bias in who gets praised vs penalized for "self-promoting" • they heard a senior leader say "work hard and you'll be recognized" So, don't rely on team members to make their value known, or assume that those who are most vocal in calling attention to their work are the highest achievers. Be transparent about what "great work" looks like. Examine your own biases so you can be equitable in dishing out praise. Contribute to a culture that recognizes great work, period.

Would you rather be liked or respected? When I speak to groups of aspiring leaders, I often ask this question. The answer's always the same: respected. And yet… Amy Cuddy & co-authors wrote for HBR: “When we judge others—especially our leaders—we look first at two characteristics: how lovable they are (their warmth, communion or trustworthiness) and how fearsome they are (their strength, agency or competence).” It takes warmth & authority (or warmthority!) A person who is warm but lacks authority is a pushover. If you're all authority/no warmth, you'll squash others’ creativity & self-reliance. Connect before you collaborate. Listen before you lead. Partner before you persuade. Is it better to be liked or respected? Answer: You need both.

Orgs that hire you are excited to promote your session, but imagine how much time it is going to take for them to hunt down your bio, headshot, topic, pics of you in action, book cover, social media accounts, etc etc. As soon as your speaker contract is signed, give them 1 link to EVERYTHING on a single page. Mine: www.jomiller.com/marketing Include photos with a variety of color palettes so they can choose what fits their graphic design. Check out this drop-dead gorgeous design from WIN @Siemens. https://www.linkedin.com/posts/jomillerauthor_women-activity-7045051342863663104-_LYf?utm_source=share&utm_medium=member_ios and swipe ➡️ Event organizers are often volunteering on top of busy day jobs. Make their lives easier!

Quoting Department of Labor statistics, organizational psychologist Lea Waters https://www.linkedin.com/in/profleawaters says more than half the U.S. population suffers from GDD, gratitude deficit disorder: a feeling of being undervalued and unappreciated at work. When you express your gratitude to an individual or group, you can set a bigger ripple effect in motion. Waters found that when one person expresses appreciation, it can become contagious. People reciprocate, and appreciation becomes amplified across an organization with the potential to positively influence job satisfaction of a much wider set. So don’t just “catch people doing things right.” Catch people recognizing others, amplify their message—and watch gratitude go viral.