1 Take Charge of Your Career Trajectory Jo Miller, CEO, Women’s Leadership Coaching, Inc.

2 Jo Miller CEO, Women’s Leadership Coaching Inc. Creator of the Women’s Leadership Coaching system, a roadmap for women who want to break into leadership positions in business. Helps women advance into positions of influence and leadership—especially in industries long considered “a man’s world,” such as technology, finance, and energy. An internationally sought-after speaker Delivers more than 60 presentations per year to audiences of up to 1,200 for women’s conferences, women’s professional associations, and Fortune 1000 corporate women’s initiatives.

3 Global Tech Women Our mission is to create a global network of inspired, connected and self-actualized technical women We do that through: 1. Women Talk Tech Webinar Series #womentalktech 2. Voices Global Conference – registration opens next week! International Women’s Day on March 8 th Building a goal-oriented platform to help technical women reach their personal and professional goals

4 @dkosaraju

5 THE EMERGING LEADER’S QUANDARY

6 You can’t get a higher level job without leadership experience… But you can’t get the experience without the job.

7 Don’t wait for permission or an invitation to lead. Don’t wait for someone to promote you. Take charge of your own career trajectory! You can’t afford to wait…

8 Career Development Plan Career Advancement Plan

9 Carol Bartz, former CEO, Yahoo! Inc. "No one cares about your career but you and your mom."

10 5 Elements of a Career Advancement Plan

11 5 Know your niche

12 5 Know your niche - G ENERAL M ANAGER, S OFTWARE I NDUSTRY “Be famous for something! Know what is your claim to fame.”

13 What are you passionate about? What does your company/ industry need and value? What are your skills and talents? Your ideal career niche

14 EXERCISE: What is your ideal career niche?

15 4 Build a scalable brand

16 “Be authentic about your own leadership style. Don’t try to change it. Own it. Communicate it. Put a value on it. Put a brand on it.” - D R. R OHINI A NAND, SVP, G LOBAL C HIEF D IVERSITY O FFICER, S ODEXO

17 Analyst The change agent Program Director Go-to person for strategy

18 “Make your brand scalable.” -K RISTA T HOMAS, VP M ARKETING, F AN A PPZ

19 Your brand must evolve as you develop your career Entry-level brands Valuable contributor. Team-player. Specialist. Go-to person. Subject matter expert. Mid-level brands Strategist. Innovator. Change agent. People motivator. Project leader. Senior-level brands Visionary. Leader who develops leaders. Charismatic leader. Quiet Leader. Delivers results.

20 Ask yourself: Where do I want to be in 2 years? In 5 years? What brand do I need to become known for now, in order to get there?

21 EXERCISE: What is your personal brand statement?

22 3 Say “no” to stretch assignments

23 “A mentor told me that volunteering for stretch assignments will help improve my career. I took on three new projects and now I am not getting any sleep. Help!”

24 Don’t volunteer for assignments that: stretch you too thin. don’t build your strengths. don’t meaningfully expand your network. don’t build the reputation you want to be known for. don’t make your value visible.

25 2 Line up sponsors

26 “There is a special kind of relationship—called sponsorship—in which the mentor goes beyond giving feedback and advice and uses his or her influence with senior executives to advocate for the mentee. Our interviews and surveys alike suggest that high-potential women are overmentored and undersponsored relative to their male peers— and that they are not advancing in their organizations.” Why men still get more promotions than women - Harvard Business Review

27 “Are all your advocates in the management chain directly above you? I recommend that everyone have three to four advocates outside of their direct management chain.” Michelle Johnston Holthaus, GM, Channel Platforms and Strategy Division, Intel

28 “A sponsor is someone who will use their internal political and social capital to move your career forward within an organization. Behind closed doors, they will argue your case.” Cindy Kent, VP/GM, Gastro/Urology Therapies, Medtronic

29 Qualities of a good sponsor 1.Senior leader with influence 2.Well-respected, credible 3.Familiar with your strengths 4.Has a track record of developing talent

30 How to cultivate sponsorships 1.Outperform! 2.Make your value visible 3.Observe the protocols: how does sponsorship work in your organization’s culture? 4.Ask which leaders have a strong track record of developing talent 5.Network across your organization and beyond your direct management chain 6.Look for exposure opportunities to work with or work for senior leaders 7.Have clarity about your career goals 8.Share your career goals with your leaders.

31 1 Build a community of support

32 5 Elements of a Career Advancement Plan 5) Know your niche 4) Build a scalable brand 3) Say “no” to stretch assignments 2) Line up sponsors 1) Build a community of support

33 PPT and Newsletter Womensleadershipcoaching.com /gtw

34 Q & A