| CAREERS NOW 01-10-07 |
| How To Move Within A Company |
DEAR JOYCE: I work for a medium-size company and wish to change divisions.
I am not having trouble where I am but think the promotion possibilities are better where I wish to go. I already
know I have to write an "internal candidate" resume. What other tips do you suggest? - K.W.
Here are the steps to a transfer without problems:
1. Gather intelligence on the personalities and motivations of those approving or rejecting your request, as well
as be sure you've got the facts on company transfer policy. In addition to asking official sources (like your manger
and the human resources department), ask old hands in the company.
In some situations, it may be far wiser to approach the HR manager who may take a wider view of the actions that
benefit the entire company. In others, a congenial relationship with your manager may be best, depending on whether
your manager has a reputation for supporting or sabotaging direct reports who want to head out. One big clue: Is
your manager the type who bids you good morning or immediately asks "How'd you do yesterday?"
2. Once you've got an overview of how things work in your company, make an effort to find a mentor in the sponsor
or godfather category who can help you unyoke yourself from a dead zone and make a more promising intracompany
connection.
3. When you're ready to make your good-bye wave, state your request tactfully. Begin by commenting that you really
enjoy what you're doing now and work hard to be good at it. But you believe you'd make an even greater contribution
were you to be moved to the new spot because of X,Y or Z.
DEAR JOYCE: A new manager came here - and brought two of his old team. Us-and-them warfare has erupted.
We're thinking of sending a committee to the regional office to ask for the new manager's removal. Have you heard
of others who've been able to do this successfully? - P.B.
Yes, but each situation is different and pulling off an overreach maneuver is always risky. Conventional wisdom
says that if you decide to make a run at removal, document your complaints and bring virtually everyone along for
the protest. How does that old saying go? - "When you shoot at the king, you better hit the target the first
time."
You might consider a safer approach, such as setting up a discussion forum with the new manager, asking such questions
as: What do you expect of me/us? What are your productivity goals? What is your definition of a top performer?
How will I know if my performance displeases you? How far down do you intend to push the decision-making process?
What should I do if I think you are making a mistake - how should I approach you?
A trip to libraries and bookstores will turn up books on thriving under a new boss when company cultures or office
politics clash.
DEAR JOYCE: A coworker sometimes insults me in front of the office. It's humiliating. I am not one who handles
conflicts well. Help? - A.M.
If we had a dollar for every book ever written on how to how to solve human conflicts in the workplace, we could
take a cruise on the new Queen Mary around the world. But for the conflict-adverse, a simple behavior I like is
the Power Dismissal.
When a person disses you in public, look the person in the eye for a couple of seconds or so, and then move on.
Make the eye contact strong and confident. Your implied message is, "I heard you, I choose not to deal with
it." Make sure you don't come across as pretending you didn't hear the insult. That's powerless behavior.
"Working With You Is Killing Me: Freeing Yourself from Emotional Traps at Work" by Katherine Crowley
and Kathi Elster (Warner Books; 2006) offers a menu of other techniques to deal with workplace woes.
You might also gain new insights from an unusual 2006 fusion of business book and self-improvement guide that treats
personality types with humor: "Warriors, Workers, Whiners & Weasels" by Tim O'Leary (XEPHOR Press;
www.WarriorsAndWeasels.com).
Email Joyce
Sorry, the volume of mail makes personal replies impossible.