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Zusammenfassung von The Power of Choice

Name: The Power of Choice
Rating: 4.3 (168 reviews)
Author: Michael C. Hyter

Michael C. Hyter

Embracing Efficacy to Drive Your Career

4.3 (168 Bewertungen)

20 Min.

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The Power of Choice
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What’s in it for me? Learn how embracing personal responsibility can help you overcome setbacks at work.

Have you ever felt like you didn’t fit into your workplace culture? Maybe you have to work harder than your peers to get noticed, or you feel that people don’t respect your authority despite your title. If few professionals from your background have been successful at a particular level of leadership, it can be especially challenging to stick it out.

But by choosing to focus on what you can control, you can confront these unfortunate realities with confidence. In the following blinks, we’ll talk about how you can overcome low expectations from others on your professional journey, expand your network, and exert influence within your team and organization.

In these blinks, you’ll learn

how elite soccer players’ birthdates and levels of proficiency are connected;
how to transform personal failure into constructive feedback; and
why exerting influence is ultimately a choice you have to make.

Bypass others’ low expectations of you by focusing on what you can control.

Say you’re a confident graduate who gets hired by a top firm in your field. Then, on your first day at your new job, you notice you’re one of the few people among your peers from a minority background. A week later, you overhear a senior partner invite the only other junior hire out to lunch. Over the next few weeks, that junior benefits from personal mentorship, while you get little if any coaching.

Just as you’re questioning whether you fit in, you miss an important deadline. After your manager rebukes you in front of your peers, you’re left completely dejected. You’re sure that it’s time to throw in the towel.

But is it really? Or could it just be that you are caught in a downward spiral of low expectations?

The key message here is: Bypass others’ low expectations of you by focusing on what you can control.

Despite the progress toward diversity in the workplace, many of us still have to confront lingering stereotypes: People doubting a woman’s ability to make a tough call, or an executive of color’s ability to lead an all-white organization. Although it's certainly demoralizing to confront low expectations from others, the greater harm happens when you internalize their doubts in your own mind.

Sometimes all it takes is detecting suspicion in a colleague's voice, or noticing that you're not being considered for opportunities as regularly as your peers. This can trigger the downward spiral of low expectations mentioned earlier. Say someone’s overt or subtle skepticism about your abilities leads you to seriously question whether you have what it takes. Once confidence is compromised, people tend to exert less effort; as a result, performance is less likely to be satisfactory, which ultimately acts to confirm the original low expectations.

To avoid getting caught in this downward spiral, the author – who heads a leadership development organization for Black CEOs and senior executives – recommends focusing on what you can control. Regardless of what others say or do, he maintains that your power to achieve your desired outcomes rests on how you respond. In his own words, “It's not the stimulus, it's the response.”

The response he recommends focuses on embracing personal responsibility in your career development and expanding your sense of possibility about what you can accomplish. In these blinks, we’ll look at the underlying principles, which involve cultivating the technical, relational, and influential skills required to grow your network and career.

Think about failure as feedback on how to get better – not as a lack of ability.

In research cited in a 2006 New York Times article, psychologist Anders Ericsson noticed that a large percentage of the world's elite soccer players were born in the first three months of the year. Sound like a coincidence? Ericsson didn’t think so. The cutoff birthdate for youth leagues is usually December 31, he reasoned. So these players are nearly a year older than their peers born late in the year.

Not only are these older players physically more mature, they also benefit from a whole additional year to practice and develop their skills, making them more likely to get selected for the most competitive teams. It goes to show that even something that appears to be a function of natural talent, like world-class soccer proficiency, is driven by practice and effort.

To get the most out of your efforts, be clear about what kind of outcome you want.

Germaine worked for an insurance company for five years, and she was really good at her job – maybe too good. To meet her manager’s expectations, she often corrected her colleagues’ work. This meant she spent ten hours a day doing largely the same task – for five years.

Then her manager offered her an opportunity to join a team working on a software evaluation. As hard as Germaine strove to expand her professional horizons, she was so busy with her usual workload that she had to decline.

Take the first step in building professional relationships, even when it’s uncomfortable.

Eduardo was a young Mexican-American production manager who was offered a promotion and a transfer to Ohio – far away from his tight-knit community of extended family and friends in Texas.

Six months into the new job, Eduardo found that coworkers were still reserved with him, and he even suspected that some mistrusted him. It was also evident that his was the only Hispanic family in his neighborhood. The more he missed Texas, the more he wondered if the promotion had been a mistake.

Build better professional relationships by identifying common ground with others.

A manager named Darnell found himself stuck squarely in the middle of a contentious disagreement between the manufacturing company he worked for and a longtime supplier. Things got so heated that both parties threatened to call off the relationship – something Darnell believed would be a serious mistake for both sides.

So he set up a meeting with each party. At both meetings, he articulated how each side was integral to the potential success of the other: Darnell’s company would become the supplier's largest customer, while the supplier had technological capacity that the company lacked.

Choose to be more influential by finding ways to voice your opinion and participate.

A young supervisor in a distribution warehouse was assigned to join a new committee, tasked with improving some of his company's processes. He was about to decline when the author encouraged him to take advantage of the opportunity. Why not look for active ways to participate and be visible?

Taking the author’s advice, the supervisor joined the committee. As he picked up on his colleagues' thoughts, he began to think about solutions to their problems. He proposed one solution during a committee meeting, and later saw a version of it implemented.

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Worum geht es in The Power of Choice?

The Power of Choice (2020) is a guide for professionals who are underrepresented in their fields or who are struggling to fit into their workplace cultures. Drawing on a practical set of principles, it shows how anyone can navigate setbacks at work by embracing personal responsibility. It also includes tips on how to improve self-confidence and mobilize professional relationships for long-term career growth.

Wer The Power of Choice lesen sollte

Professionals with underrepresented identities and backgrounds
Managers and leaders seeking to become more influential
Career-driven individuals who are interested in self-improvement

Über den Autor

Michael C. Hyter is President and CEO of the Executive Leadership Council, a membership organization for Black CEOs, board directors, and senior executives. He was previously Chief Diversity Officer at the global consulting firm Korn Ferry, and he also headed its Washington, DC, office. He is the coauthor of The Power of Inclusion.

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