Career Advancement Opportunities for Minorities & Introverts

If deserving people aren’t getting career advancement opportunities, what is going wrong?

Why is one person climbing the ranks while another gets overlooked for promotion again and again? Your leaders work hard and are likely very good at what they do. Why isn’t that enough? My role as a corporate trainer is to help organizations find and develop their underutilized leaders. Women, minorities, and introverts may be amongst the most frequently unnoticed, for a variety of complex reasons. In my presentation, “Career Advancement: Release Untapped Potential of Your Underutilized Leaders,” I explain how senior executive can leverage existing talent while also saving time and money on endless recruitment. If you want to learn how to tap into the power of the PVI model to advance your hidden leaders, read on.

Utilize the PVI-Model to Help Generate Career Advancement Opportunities

“Reality is irrelevant; Perception is everything.” – Terry Goodkind

P – Perception: Chances are, you already have a leader in mind who is strong, competent and has a lot to bring to the table but is largely unknown in your organization. Perhaps they’re unlikely or unwilling to put themselves in the spotlight. Their culture or upbringing may have encouraged deference or agreement with senior leaders. Maybe they’re just a low-key individual who is uncomfortable with praise or accolades. Whatever the reason, “strong but silent” employees often have issues with top-down perception. Nudge them gently into a higher profile. Make sure others know of their accomplishments, make sure they take credit (individually or as part of a group) for successes.

“You’ve got to find a way to make people know you’re there.” – Nikki Giovanni

V – Visibility: Make sure your hidden talent is given the critical opportunities they need to raise their visibility. As many decision-makers as possible should see your potential leaders in action – handling big initiatives, participating in problem-solving and leading others. One of the key reasons women, minorities and introverts are overlooked is that they are less frequently given the chance to shine – often because someone (probably) meaning well assumes they would not want or are too busy for the challenge. Women with families, people not known for taking control, or those who tend to be quiet are wrongly assumed to be uninterested. Make sure your untapped talent receives the same consideration when opportunities arise.

“Influence is our inner ability to lift people up to our perspective.” – Joseph Wong

I – Influence: If you want to help your underutilized leaders get ahead, help to highlight the good work they do in bringing positive change to your organization. Are they encouraging better work? Driving efficiency? Supporting their teammates? Your best and most collaborative leaders are constantly working to improve situations for the company and for other employees, regardless of their level of authority. Find ways for them make connections to the people who can help them achieve success.

Not all of us are naturally inclined to self-endorse or develop the relationships necessary to succeed without support. By leveraging my PVI model, your valuable hidden talent can get on the path to career advancement. Don’t miss out on valuable members of your organization just because they don’t fit the traditional vision of a leader who is willing to be loud, out front and self-promoting. Everybody wins when you foster perception, visibility and influence in all your leaders.