In the marketplace of ideas, why are some voices heard while others go unnoticed? Is it as simple as being the smartest person in the room or the one who is most liked? Certainly it helps to be viewed as a star with both smarts and charm.
How you present your voice and to whom is a tactical question. Inside organizations there is a hierarchy in which ideas are heard and acted upon. What constitutes selection within this hierarchy? Is it the idea itself or the person delivering it?
There is a great deal of discussion about one’s image and how that image should have “brand” quality. The substance that represents you, and more critically your voice, is far more important than being encapsulated as a brand.
When I meet people who come across as instantly authentic, there is an appeal that is deeper than what they are trying to sell. I rarely view people in the context of a brand. I’m far more impressed by the content of their character, their integrity, and how they express what is important to them.
Who are these people that inspire interest and make you want to know more about who they are? What is this blend of charisma, sincerity, and cherished values that peak your interests? How is this communicated in a way that makes you feel both comfortable and intrigued?
When we are a part of an organization there is a pecking order. It begins when you first join and it evolves based on what you bring. Despite all the best intentions, people in organizations naturally place other people in this continuum of good worker to great worker, smart to brilliant, rude to pleasant, solid worker to tireless worker, and so on. Many of us dislike this continuum and seriously dislike being placed on a continuum as opposed to being able to place ourselves on the continuum. Nonetheless, organizational core values create meaning and out of that meaning comes the practice of ascribing each employee a value. It is a fact of being in organizations.
Simply put, finding your voice means: know your job, know your boss’s job, and understand the organization’s focus. When this is clear, your ideas will resonate because they will be in alignment with the desired outcome at multiple levels. Finding your voice means telling the truth about what is working and what is a waste of time and/or resources. It is making sure that people are focused on getting the job done and not being sidetracked by drama.
As a member of the organization, our job is to convey:
- Who we are (integrity).
- What we bring (commitment).
- What we enjoy doing (focused intention).
- How it impacts an outcome (getting it done).
If we show up with these qualities, we’ll stand out as individual contributors. Finding your voice is really an opportunity for you to bring your whole self to the job and demonstrate not only your capabilities but your commitment to making a difference.
All members of an organization can share their voice. Today, many organizations will say that they want to hear employee voices. The challenge for the organizations is to hear the multitude of voices. The challenge for the individual is to take action when given the opportunity and communicate what is important with utmost congruity – by finding your voice, you will convey it so that it is heard as a unique and authentic voice that comes from you.
Amistad Associates Blog 