Introduction
We all hold differing views of the world, partly because of our different cultural backgrounds, life experiences, and personal values. Naturally this colours our interactions with others. Our behaviour, competences and approach further affect our relationships.
In senior management roles it becomes increasingly important to be able to understand and manage the perception others have of us.
This isn’t as difficult as you might think. Although it requires a good deal of thought, motivation and self awareness, with practice you’ll find it easier to communicate with people, to motivate them, and to lead them in a desired direction.
Understand yourself
To understand how others view you, you must have an accurate understanding of yourself. Building self-awareness requires courage and commitment.
The first stage is to encourage informal feedback from trusted peers and managers. People will give subjective views based on their opinion which may not resonate with you. You may be surprised at the way you’re perceived. Try to remain objective and explore where these views have come from.
You can use more formal tools such as psychometric and personality profiles (see DISC behavioural profile). Sometimes 360º feedback are used to gather the views of people around you. These tend to focus on behaviour and competence. Changing personality traits and perceptions (linked to you behaviours) may be more difficult than learning new skills (linked to your competences).
When reviewing your feedback, try not to concentrate just on personal information that is hurtful. Look for patterns in your feedback, and reflect on when and why these may have arisen.
Pressure and stress can often allow unintentional behaviour to come to the surface. This may have given rise to impressions that you’d like to change.
Develop your strategy
Before embarking on any perception management strategy, be sure what your goals are, how you are going to reach them, and how you’ll track your success. Don’t be too ambitious initially, concentrate on one thing you can change and that will create a quick win.
Think about the context in which you’re working and use your feedback to select your initial goals.
While there may be indicators and encouragement to change your behaviour, there may also be reactions to those changes. People around you are accustomed to the ‘old’ you and may have difficulty adjusting to the ‘new’ you. It’s therefore important to do four things:
- Communicate your intentions to people who may be affected.
- Gain support from your manager or key members of your team to help you keep focused.
- Find a coach to provide ongoing impartial advice.
- Evaluate your progress at each milestone in your plan.
Don’t lose heart if the changes in you aren’t immediately recognised by others. It may take months, so consistency and perseverance are key.
Do's and Don't's
| Do | Don't |
|---|---|
| Increase your own awareness | React emotionally to the feedback you receive |
| Be aware of the impact you have on others | Get defensive |
| Interpret the signals that are being transmitted to you by others | Become de-motivated |
| Be aware of the effect of pressure and stress on you and how this looks to others | Become sycophantic (seek to please people in positions of authority or influence in order to gain power for yourself) |
| Be visible at strategic moments | Get "too big for your boots" and try too hard too quickly |
| Encourage feedback from those that you value, butat an appropriate pace | Expect too much from others |
| Allow others to have their choices | Embroil others in your views of yourself |
| Give yourself adeqaute time and make perception management part of your personal developmet plan | Pester people for feedback |
| Be persistent, patient and forgiving | Be political or manipulative in your behaviour |
In a nutshell
Perception management is all about creating an impression through cocious activities and awareness of your audience and the impact you have upon them
To succeed you must define your target audience, align your values with theirs, adjust your communication style, encourage feedback, and be aware of how you adjust and adapt your behaviour.
See also…
Activing listening: A good active listener will broaden his or her knowledge through relating to others, build motivated and responsible teams, and create an environment where new ideas can flourish and take flight.
Effective writing: Effective writing transmits a clear, concise message that is easily understood, well organised and to the point.
Image management: Managing your personal image can increase the confidence people place in you and the career opportunities that come to you.
Your Values: Values are about worth. They are the principles, standards and beliefs you are committed to and live your life by. You feel unhappy and dissatisfied when your values are compromised.
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Based on an article in Business - the ultimate resource
