Mike Struzik’s Post

📊 Performance Review Season is Here—But Are You Advocating for Yourself? 🚀 As we gear up for year-end, many managers in the alternative investment sector are deep in performance review prep. You’re likely focused on showcasing your team’s wins, supporting their career growth, and advocating for well-deserved bonuses. 💼✨ But here’s a question: Are you giving the same energy to your own performance review? 🤔 For a lot of managers, especially those in Operations or Administrative leadership roles, self-advocacy can feel… awkward. You’re used to championing your team, but when it comes to pushing for your own career growth and compensation, things can get tricky—particularly in nuanced roles where benchmarking contributions is no easy task. 💡 This is where I can help! I’m offering confidential consultations to help you accurately benchmark your role and provide you with concrete data and insights that can fuel your confidence in those critical conversations. You deserve to advocate for your career progression as fiercely as you do for your team’s. Let’s make sure you walk into your next review ready to showcase your value! 👉 If you’re an Operations Manager/ Director, Admin Director, EA Manager or Chief of Staff working within private equity or the wider alternative investment sector. Drop me a comment, shoot me a message, or email me at [email protected] for a chat. Whether you’re looking for tangible insights, advice, or even just a reminder of how brilliant you are at your job—I’ve got you! If you have any top tips you can share with the community on how YOU approach self-advocacy during review season. Please share your tips or challenges below! 👇 #CareerProgression #PerformanceReviews #Leadership #AlternativeInvestments #Management #CareerAdvice #OperationsManagers #ChiefofStaff #EAManagers #SelfAdvocacy #Mentorship

I am about to share something exciting with you. 😊 Seriously, I cannot believe it myself, but here it is! I am now a contributor to Forbes.com's Careers beat, with my first article, 5 Professional Development Practices That Will Help Your Employees Soar. You can read my first article here: https://lnkd.in/e6C-qF42 I will write about careers and (get this!) knowledge management! And while you are there, if you are so inclined, find the blue "Follow" button and give me a follow! #knowledgemanagement #careers #employees #professionaldevelopment #leadership

Follow Ouma Vincent for daily inspirations 🛑Respect 🚥🚥🛑 ↘️Absolutely, being promoted at work shouldn't be interpreted as a license to disrespect others. ↘️In fact, genuine leadership and professional advancement should be characterized by respect, empathy, and collaboration. 📌Here's why: 1.➡️Leadership is about service, not superiority: A promotion often comes with increased responsibilities, including the responsibility to lead and support others. True leaders understand that their role is to serve their team, not to dominate or belittle them. Respect for others' contributions, ideas, and perspectives is essential for fostering a positive work environment and achieving collective goals. 2.➡️Team cohesion and productivity rely on mutual respect: Disrespectful behavior can quickly erode trust and morale within a team. When team members feel undervalued or disrespected, they're less likely to collaborate effectively or contribute their best work. A leader who values and respects their team members is more likely to cultivate a culture of trust, collaboration, and high performance. 3.➡️Professionalism and integrity are paramount: Respect for others is a fundamental aspect of professionalism and integrity in the workplace. Treating colleagues, subordinates, and superiors with respect demonstrates a commitment to ethical conduct and positive interpersonal relationships. Conversely, disrespect can tarnish one's reputation and undermine their credibility as a leader. 4.➡️Diversity of perspectives drives innovation: In today's complex and dynamic work environments, innovation often arises from the synergy of diverse perspectives and experiences. Disrespectful behavior can stifle open communication and discourage individuals from sharing their ideas or challenging the status quo. Leaders who embrace diversity and foster an inclusive atmosphere are more likely to unlock the full potential of their teams and drive innovation. 5.➡️Long-term success requires nurturing relationships: Building strong relationships is essential for long-term success in any professional setting. Disrespectful behavior can strain relationships and hinder collaboration, making it harder to achieve common goals or navigate challenges effectively. Leaders who prioritize respect and empathy are better positioned to cultivate lasting partnerships and achieve sustained success. 🔈In summary, being promoted at work should be viewed as an opportunity to exemplify and promote respect, not as a justification for disrespecting others. 🔈 True leadership is characterized by humility, empathy, and a commitment to fostering positive relationships and collaborative environments. 🛑²⁰²⁴ My Services ²⁴'⁷🛑 🥀Resume/CV Revamp. 🥀Cover Letter Writing. 🥀 LinkedIn Optimisation. 🥀 Advertising. 🥀 Career Coach/Job search 🥀Translation services ✍️Email @ [email protected] or Dm me #respect #promotion #job #workplace #remotejobs

The Korn Ferry article outlines five strategies for professionals to stand out in their careers, emphasizing personal branding, skill enhancement, and visibility within the workplace. While these tips are practical for navigating traditional corporate environments, they reflect conventional leadership expectations that don't always align with the unique challenges faced by underrepresented groups. Here's my take on this: The advice to “go above and beyond” or “be visible” tends to overlook the systemic barriers that historically underrepresented professionals often face. For these leaders, the real challenge isn’t simply standing out but doing so in environments that are not always welcoming or inclusive. A lot of these strategies assume a level playing field, which we know isn't always the case. At Untapped Leaders, we believe in challenging these traditional narratives of leadership. Instead of constantly conforming to dominant norms, historically underrepresented leaders should focus on authentic leadership grounded in their unique identities and lived experiences. Standing out shouldn't just be about visibility or over-performing to fit into a mold—it should be about leveraging your distinct perspectives and pushing back on environments that don’t value or recognize diverse contributions. This ties directly into how we at Untapped Leaders work with individuals and organizations. We focus on creating inclusive leadership frameworks where underrepresented professionals don't have to fight to be seen constantly but rather can lead in ways that are true to themselves. We advocate for leadership structures that not only accommodate diverse viewpoints but actively center them. So, while it's important to be strategic in your career, I believe the true path to standing out is aligning your leadership with your purpose and creating spaces where you—and others—can thrive authentically. https://lnkd.in/g77ziyuP

Don't ever ask me such a stupid question!!…. You’ve heard that from your seniors, haven’t you? Reflecting on my early days in the corporate world, I was told something similar. As a young budding graduate my confidence was shattered, pushed me into a cocoon. This taught me what NOT to do. I decided that when I manage a team, I will encourage all my team members and department heads to encourage participation and believe in the philosophy of the team first! At a team meeting where I was just an observer, I saw hesitation in new employee participation and queries. After the meeting, I asked the young boys and girls, “Why didn't you ask questions? Asking questions exhibits interest.” They hesitantly replied, “We were nervous about how our seniors would react!” My straight reply to them was "Guys, No question is a stupid question and no idea is a bad idea. It’s critical to voice your thoughts because you have been hired to participate and contribute.” I explained firmly but responsibly that asking questions and offering suggestions is important for your growth and the growth of the organization. I believe many of the younglings entering the corporate world would experience the same.  This is clearly a shortcoming of the leadership, not the budding professional who is trying to make a place for himself/herself. Mistakes are meant to happen but it's the leader's responsibility to take it sensibly and make it a learning experience for their team members and embrace a culture where every voice is not only encouraged but welcomed and celebrated. For that reason I dropped the idea of making myself a cabin at my workplace, I sit in the open like my team members making me approachable and accessible to all. #CREMatrix #AKG #RealEstateDataAnalyst #Business #WorkCulture #RealEstate #TeamParticipation #EmpowerYourTeam #VoiceofRealEstate #CEO #Management #Leadership

Be the Senior You Needed! I stumbled upon this image today, and it struck a chord. It reads, "Be the Senior You Needed When You Were a Junior." Now, this isn't just a catchy phrase. It's a call to action, a reminder of our responsibility to the next generation of professionals. Why it Matters - Think back to your early days. Who were the seniors who mentored you, who believed in you, who pushed you to be better? Their guidance, their support, their belief in your potential - it likely shaped your career trajectory. We all have a responsibility to pay it forward. To be that guiding light for someone else. To share our knowledge, our experiences, our lessons learned. How to Be That Senior - (1) Be Accessible - Make yourself approachable. Create an open-door policy, both physically and virtually. (2) Be a Listener - Actively listen to the concerns, challenges, and aspirations of your junior colleagues. (3) Be a Mentor - Offer guidance, advice, and feedback, but also encourage independent thinking and problem-solving. (4) Be a Sponsor - Advocate for your junior colleagues, champion their ideas, and help them advance their careers. (5) Be a Role Model - Lead by example. Demonstrate the behaviors and values you want to see in others. The Ripple Effect - When we invest in the next generation, we're not just helping them; we're also strengthening our organization and our industry. It's a ripple effect that extends far beyond our immediate circle. So, let's make a commitment to be the kind of senior we wish we had. Let's uplift those around us and create a more supportive and inclusive work environment. What are your thoughts on this? Have you been that kind of senior? Or have you benefited from having one? Share your experiences in the comments below. #Leadership #Mentorship #CareerDevelopment #PayItForward Image Credit - Unknown

‘Wow, how do you do that?’ The idea is simple: ask your younger colleagues about the strategies they use to do their jobs. Reverse mentorship has been shown to be an effective way to build relationships and encourage communication in the workplace. It also helps young professionals feel valued, heard and recognized at work. When leaders ask more questions of the people around them, it shows strength and resilience, not inferiority. How do you use reverse mentorship?

If you're not investing in your employees’ professional development, you may be surprised when they walk out the door. Don’t be cheap. The last thing you want to see is your highest performers' backs. #leadership #culture Forbes Professional Development Practices That Will Help Your Employees Soar

Saw this excellent article posted on LinkedIn. “While managers often think that they hire for character, most have equated character with values fit. They’ve tended to give too much weight to character dimensions such as drive and accountability and too little to humility and temperance — which can result in bringing toxicity and weak judgment into the DNA of the organization. That often prompts individuals with strong character to either leave the organization or disengage. This is especially so when yet another high-profile promotion signals that the organization values a limited or unbalanced set of character behaviors.” This is so true. Not saying I’m perfect but those who know me or are observant will know I’ve stepped away from certain organizations/collaborations and that I avoid being associated with certain individuals and organizations in the CG/sustainability space. Some may think I’m a difficult person. I just find it difficult to work with those whose character or values I find questionable. https://lnkd.in/gGuJZrj8

13 habits to lead with impact ↳ by elevating those around you True leadership is about lifting others up—when you elevate those around you, everyone rises together. Here's 10 steps to elevate others: 1/ 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 ↳ Give your team members chances to shine and take on stretch opportunities and responsibilities. 2/ 𝗚𝗶𝘃𝗲 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 ↳ Focus on growth-oriented advice. Help them grow by giving actionable and constructive feedback. See my post about giving feedback for tips. 3/ 𝗕𝗲 𝗮 𝗠𝗲𝗻𝘁𝗼𝗿 ↳ Share your knowledge and experiences to guide others through challenges. Connect them with mentors in your network to help them grow. 4/ 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝗔𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀, & 𝗦𝗮𝘆 𝗧𝗵𝗮𝗻𝗸 𝗬𝗼𝘂 ↳ Celebrate successes both big and small. Acknowledge and express gratitude for your team’s hard work and contributions. Simple, genuine appreciation boosts morale, reinforces positive behaviors, and shows that their efforts are valued. 5/ 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 ↳ Foster a supportive, team-first culture and shared goals. Encourage cross-functional projects and set shared goals that unite the team toward a common purpose. 6/ 𝗟𝗶𝘀𝘁𝗲𝗻 𝗔𝗰𝘁𝗶𝘃𝗲𝗹𝘆 ↳ Make time to understand your team’s needs through active listening. Foster open dialogue where they feel heard, ask clarifying questions, and respond thoughtfully. Show their input leads to real change. 7/ 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗠𝗮𝗸𝗶𝗻𝗴 ↳ Trust your team to take the lead, make key decisions, and own projects—building their confidence, skills, and sense of accountability. 8/ 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗕𝗮𝗹𝗮𝗻𝗰𝗲 ↳ Support a healthy, balanced environment. Foster a culture that values well-being. Encourage unplugging, taking breaks, and using vacation time. 9/ 𝗔𝗱𝘃𝗼𝗰𝗮𝘁𝗲 𝗳𝗼𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 ↳ Champion training and development opportunities. Provide resources and opportunities to help them grow and advance within the organization, showing that their development is a priority. 10/ 𝗠𝗼𝗱𝗲𝗹 𝘁𝗵𝗲 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿 ↳ Lead by example, demonstrating the values you promote. Empowering others creates a ripple effect—let’s rise together. 11/ 𝗕𝗲 𝗮 𝗖𝗹𝗲𝗮𝗿 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗠𝗮𝗸𝗲𝗿 ↳ Communicate your decisions transparently, explaining the rationale and expected outcomes. 12/ 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 ↳ Set clear expectations and follow through on commitments. Hold both yourself and your team accountable, ensuring ownership and responsibility for outcomes. This builds a culture of trust and reliability. 13/ 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝘆 ↳ Allow your team the freedom to make decisions and manage their own tasks. This empowers them to innovate, grow, and take ownership, leading to higher engagement and stronger results. How do you lift up those around you? Share in the comments ⤵ ---- ♻️ Repost and share ➕ Follow me, Ashley V., for more