More assertive

Yikes, I need to raise my profile!!! How do you do that?

Nicolien Bot
by Nicolien Bot
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In many performance and personal development reviews, profiling is a topic that comes up regularly. “You could raise your profile a little more,” or “You should do something about your profiling,” is the well-intentioned advice from a manager…. Bravely you nod “yes,” but internally you feel your resistance growing, and you can’t help but look a little dirty….

As if profiling is something that doesn’t suit you, as if you have to start pretending to be something other than what you are. So a necessary evil, and you might as well have said, Yikes, I have to start profiling, how do I actually do that?

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Profiling does not “sound” so positive

Apparently, there is an image of profiling that is not so positive. Socially desirable behavior, getting in front of the people in charge, pretending to be different than you are, and bragging about your accomplishments, just to name a few images. Yeah, I’d look dirty at that too….

How do you actually do that, profiling?

Fortunately, the above has nothing to do with profiling. Profiling is really nothing more than showing yourself to the world in all your qualities, and if it comes up, increasing your visibility in your qualities. Rest assured, nothing will be asked of you that you do not possess. What then, and more importantly, how then?

Below I describe a 2 steps you can use to find out about your visibility.

  1. Make a list of:

Make it three clear columns.

  1. Ask as many of your colleagues as possible to go down that list, and simply put a score from 1 to 3 after each aspect on your list:

1 = I don’t know/see that at all
2 = I kind of recognize/see that sometimes
3 = yes that’s how I know/see him/her!

This action is in itself profiling: you are searching and you are asking colleagues to help you. Maybe exciting for you, but you become visible in your search.

blog continues after da photo

profiling how to do it
Profiling may be exciting for you, but you become visible in your search.

Interpret your score

If you score mostly threes, there is little wrong with your profiling: your colleagues know who you are, what you have to offer and what you stand for. If you score mostly twos, investigate further by asking your colleagues mostly questions: when do you see it, when don’t you? Why is that? Do you have any tips for me to do it differently?

If you score mostly ones, profiling is a learning objective that is recommended. And reason to examine yourself: why is it that colleagues do not know what your qualities are and what you stand for? Perhaps you can ask colleagues, but usually your own ideas about this are an excellent starting point. Try to describe the causes as concretely as possible.

Profiling Examples

  • I never give my opinion during a work meeting,
  • in my immediate circle are people who have the highest word,
  • I have not been working in this department for very long,
  • I’m usually too busy to talk to my colleagues. Etc etc etc,

This will give you insight into the reasons why you are not visible enough. And at the same time, you can find very practical ways to increase that visibility: speak up more, take time to talk to your colleagues, make appointments to gain experience….

Ask your supervisor to be specific

Should it be the case that it’s mainly your supervisor who thinks that your visibility may be greater, do not settle for this general remark, but ask further. Ask if he/she can make the comment more concrete with examples. Ask what exactly he/she wants to see from you and when. Let him/her think along about how you could address that concretely.

Taking it up a notch …..

And finally, you still have your list of scores. Look at where you score the ones (1): you can improve your visibility on those aspects, but also look carefully at your threes (3): it may well be that precisely those visible qualities can come into the limelight in more situations. Suppose you are very precise in your work and colleagues see that in the pieces you write (flawlessly!) and in the way you always keep your appointments.

Then ask yourself whether you could show this accuracy in more areas of your work and where your colleagues could also benefit. For example, during work consultations: is it somewhat messy, are not enough concrete agreements being made? Then you and your accuracy have something to “bring to the table”, and everyone will benefit. At the same time, you become more visible.

Profiling is fun when you choose what suits you

In short: profiling is much more fun if you look for concrete opportunities that suit you, rather than continuing to think you have to go against your own nature! That’s good for your you, your job satisfaction and your career.

Free introductory call,

Run into a lack of assertiveness or self-confidence?

Want to get rid of that, once and for all? Then my 1-on-1 coach approach is really something for you. Lets get acquainted first, no strings attached. See if we have a 'click' and if I can help you.

> Schedule your free call now

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