December 2024: How to Use Influence and Presence to Advance Your Career

The year is almost over, which means it’s time to start thinking about your New Year’s resolutions! Nearly half of adults in the US make resolutions regarding work, which means it’s the perfect time to focus on career development. We are looking at three topics this month that can help you develop yourself or your employees: how to create influence in the workplace, what “The Great Stay” means for employers and job seekers, and how to use presence to meaningfully show up at work.

Plus, we answer a Question of the Month about defensive team members and share our latest infographics on Emotional Intelligence and volunteering in the workplace.

A Young Professional’s Guide to Workplace Influence

Starting a new job can be exciting, and perhaps a little intimidating, especially if you’re fresh out of school or younger than most of your colleagues. The workplace can feel like a jungle sometimes, and older generations don’t always jump at the chance to embrace fresh perspectives. Despite that, it’s still possible to be a force for positive change, even as a new hire.

In this blog, we will provide a number of in-depth tips on strategies you can use to influence change in the workplace. It isn’t about pushing your way to the top; it’s about building relationships and subtly influencing how things work, for the better.

Infographics

Navigating “The Great Stay” for Employers and Job Seekers

The “Great Stay,” or the “Big Stay,” where employees choose to remain in their current roles rather than seek new opportunities, signals a significant shift in the workforce dynamic. The Bureau of Labor Statistics reflects this trend, reporting a drop in voluntary job quits to their lowest levels in three years.

Read more to find out:

• Why retention isn’t always good
• How employers can prevent the Great Stay from becoming the Great Stagnation
• Ways you can still make a career shift when it seems like no one is hiring
• Tips on breaking into the job market for the first time during the Great Stay

Question of the Month: Defensive Team Members

Each month, we’ll answer a pressing question from a reader or client. Email nancyfry@centerforhci.org to submit your question, and you may see it featured next month!

Q: How can you coach a team member who is resistant to feedback or gets defensive?

______________

A: To effectively coach someone who is resistant to feedback or becomes defensive, it’s important to recognize that defensiveness and resistance often stem from fear and insecurity. The coach’s role is to look beyond surface-level emotions and support the team member in uncovering the root causes of their reactions. Here are some steps to handle the situation:

1. Acknowledge Strengths First. Start by affirming that their strengths have enabled them to achieve their current role and success. This approach helps them feel valued and more receptive to coaching.
2. Identify Weaknesses as Barriers to Growth. Once their strengths are recognized, introduce the idea that unaddressed weaknesses may be what is holding them back from reaching their full potential. Shifting the conversation towards identifying these weaknesses can open the door to meaningful self-discovery.
3. Facilitate Self-Discovery. Guide them to explore their weaknesses through reflective questions and supportive dialogue. Helping them recognize these areas themselves can make feedback less confrontational and more empowering.

By taking this approach, coaches can help team members move past defensiveness and resistance, unlocking growth and development through a balance of acknowledging strengths and addressing weaknesses.

Employee Presence: Showing Up with Impact in the Workplace

As work environments evolve, so does the concept of “employee presence.” Presence extends beyond titles or hierarchical structures. It’s the ability to influence, inspire, and engage others, whether you’re pitching an idea, leading a small team, or mentoring interns. From seasoned executives to entry-level employees, everyone can develop a presence that encourages influence and connection.

Read on to learn about what characteristics give someone presence, how to have presence in a remote workplace, and how to authentically communicate and make your presence known within your organization.

PS: Don’t forget to watch and listen to our podcasts, webinars, and live speaking engagements that give you tools to effectively manage, engage and retain your team. You can also ask your questions about coaching, employee development, people analytics, and more. We’re happy to support you and your team!

Anne Loehr, EVP CHCI

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