Are You Strategically Positioning Yourself?

We read or we get told “strategically position yourself.” Anybody tell you how we are supposed to do that?

 Let’s fix that today.

This is easy when talking about a new product or service. We’d stop and think: Why should customer pick this service over all the others. Then we’d sell what was unique about the service.

Let’s use the same approach to your career.

What makes you unique? Why do people like working with you? Buying what you are selling?

We all are selling ourselves and our unique skills every day. We take ourselves for granted. Ever wake up and said “I’m really going to sell my skills today.” Yet that’s exactly what is happening every day. It’s how we show up. A smile and pleasant word, or a frown.

Our mannerisms tell our boss, peers, and customers lot about us. Start your day by selling your pleasant self. Come into office with smile instead of a frown. Say “good morning” and mean it.

Next, we sell by the way we communicate. The way we say “good morning” tells people lot about the day we will have. It also tells them about the day they will have…interacting with us.

In business, we position by:

Apply those to your job.

How to show cost leadership? We each were hired, to contribute to company profits. In an overhead job?

Cost leadership is performing your job as efficiently and pleasantly as possible. Overhead harder to measure than someone in direct sales. It’s measured intangibly. Is office more pleasant because of our attitude? Does finishing our tasks quickly and efficiently make it easier for those in direct sales?

Spend couple minutes. How does your job contribute to profits?

You need to answer that question. Positioning yourself strategically is the first step to getting promoted.

Next, how do you differentiate yourself from everyone else? Others with same/similar jobs.

How you perform your job differently? To stand out and get noticed?

Look around at other employees. How are you different? How do you stand out? Don’t know? Step back. What makes you unique? This is characteristic to develop for your strategic positioning.

Good technique? Change the way you report results. Instead of telling them what you did, start with the result. Then a sentence on how you accomplished result and how that benefits the company. How your attitude made other employees’ day easier.

Most employees feel compelled to justify what they did. Boss wants to know the bottom line. That’s what their boss wants to know.

Show them you can report results the way boss needs them. Your conversation will make an impression. Boss may not show it immediately. Heck, they are probably asking themselves: what is different today. Do this few times, and they will know. “This employee is giving me exactly what I need.” That thought leads to thoughts of promotion so you can do even more.

You have strategically positioned yourself.

Last question is tougher for overhead positions. What is the customer segment we are going after?

Who are the “customers” your department is serving? What is their role in company? Is actual work you are doing directly supporting them? If not, ask them how you can better support them.

That question alone stands you out from others. After few times people in other department will start to seek you out. They will know they will get answers. Strategic positioning.

Each of us are hired to contribute. Up to us to strategically position ourselves.

Start by identifying how you contribute. Then make sure boss knows your contributions. That you are tracking and measuring your performance. (Best to spell our your contributions, in writing as “weekly update.” That way you can review them before your next performance review. (Odds are boss has not had time to review them. Be prepared to politely remind boss.) 

Performance review time. Your boss appears clueless on your contributions. Talks about minimal increase. Politely tell boss you formally want a reconsideration a week from today. That by tomorrow you will have summary of weekly strategic accomplishment reports. The reports you have been giving him each week. You are formally asking for review of accomplishments and consideration for larger increase. 

Most employees are unwilling to ask for reconsideration. Why? They have not been documenting their accomplishments.

As an up-and-coming leader, tell your employees to do the same thing. Help them move up with you.

What happens if after reconsideration the raise stays same? Age old answer, “we just don’t have money at this time to offer  more.” Thank them politely for reconsideration.

Then go to the department you have been helping. Ask if they have any openings you could qualify for. Then go to HR and indicate you are requesting transfer to another department. That your career is stagnating. You are not feeling appreciated. You do like the company.

Nothing happens after few weeks? Your career is going nowhere, time to look elsewhere.

Remember your goal: To strategically position yourself. To advance to job you deserve.

Call to Action: Spend few minutes reviewing your job. How can you make your accomplishments known.

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Tom Ferree is the founder of Ferree & Associates and SecureEmploy, organizations focused on helping companies find exceptional talent and helping professionals advance their careers. Since founding Ferree & Associates in 1977, Tom has worked extensively with hospitality companies, executives, and rising leaders across the industry. Through SecureEmploy, he shares practical career strategies, leadership insights, and real-world advice to help professionals grow their careers and help organizations build stronger teams.