It is about Influence
by Carol Bowser

The saying goes “I want a seat at the table.”  What the saying means, however, is not so clear.  Is it about simply being noticed?  Is it about being rewarded? Is it about merely participating in decision making? Or is it really about having influence?

For some “having a seat at the table” is something we want.  Something we aspire to. Something that, at times, seems totally out of reach.  

“Having a seat at the table” involves recognition.  Recognition is a powerful human motivator closely tied to appreciation.  We all want to be appreciated for our work and our intellect.  An invitation to be part of a group were your talents and insights are sought after can be a great validation.  The absence of invitations or even opportunities can be demoralizing.  How often have you thought “if someone would just give me a chance, I know that I can add value!” 

It is your challenge to show to others that you can add value.  The first steps are to expand your networking.  Meet people.  Share with them what you are talented at and what opportunities you are looking for. 

Please, avoid vague and overly general answers.  You have talents and experiences that no one else has.  You have interests and things that you are passionate about unlike anyone else.  Find that voice.   Share it-often.  Articulating your point of view makes you memorable.  For example “I have a passion for photography.  Right now I am exploring providing portraits for families with special needs kids.”  Is a much more powerful and memorable statement than “I have a love for photography.”

“Having a seat at the table” ultimately is about being influential.  Being part of conversations that influence decisions.  This means that you ask questions, you make relationships with the others who are at the table with you so that you can speak up and share your perspective. 

 

Organizations hire Conflict Management Strategies, Inc. to increase productivity by easing workplace conflict and tension, to train employees in conflict resolution skills, to evaluate internal conflict resolution processes, to coach key employees to higher levels of performance and to facilitate tangible change within the working environment.

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