The sky is blue. No, it’s not…it’s yellow. This technology is going to skyrocket our sales! No, it’s not…it’ll never work.

Do you have a skeptic on your team? A contrarian? Someone who feels the need to argue every point, question every decision, debate every issue, challenge every change, or do/say the exact opposite both in private conversations and in larger team meetings? Not only can a single skeptic shift the energy, morale, and culture of a team, but it can be downright exhausting for the leader to engage in these battles over and over again. A big part of being an effective leader today is creating psychological safety and a trusting environment where people feel safe to share their thoughts and opinions, and are encouraged to challenge the status quo in the name of growth and innovation. A team will never get to the next level if it is filled with all compliant, “yes” people.

However, not all “push back” is created equal. You also need to take into consideration “how” you do it, “where” you do it, and “when” you do it. There is a way to respectfully elevate or advance a conversation by asking powerful questions or providing alternative perspectives, but when the timing is wrong or the communication feels aggressive (or passive-aggressive), things can quickly escalate. The train gets derailed. At ON Point we know that successful teams need a good balance of cheerleaders and champions as well as skeptics and cynics to drive results. We also know that some leaders struggle with very outspoken and persistent nay-sayers that seem to stall or sabotage the positive momentum of the team or organization.

Follow the ON Point Action Plan to learn how to manage the skeptic on your team.

7 Ways to Manage the Skeptic on Your Team

1. Know Thyself – be self-aware & understand if the contrarian personality trait is a trigger for you & how you react to it
2. Set Expectations – let your team know the rules of engagement & how to have a healthy debate & exchange of ideas
3. Assign a Role – give your skeptic the job of “poking holes” in a new idea, project or presentation to identify potential objections & obstacles
4. Open & Shut – be clear about which topics/issues/decisions are open for debate & discussion & which ones are not
5. Meet Before the Meeting – try to get the buy-in & alignment before the meeting starts by explaining the “why”
6. Have a Hard Conversation – in a 1:1, be super clear and direct about the behavior you see & what you want to see change
7. Coach – provide the skeptic with an executive coach or be the coach that helps the person with specific development goals & strategies

Forget the turkey, the Macy’s Day Parade, football games, and family traditions – for many, the highlight of last week’s Thanksgiving holiday, were the sales on Black Friday. Not sure when, why, or how the day after a national holiday became synonymous with elbowing your way into Walmart to buy a big screen television, but here we are. This event has evolved into such a consumer tsunami that Black Friday now starts the week before and extends afterwards with the new additions of Cyber Monday and Travel Tuesday. It is all masterfully designed by retailers to boost sales, but did you know that it can also boost your career? Yes, Black Friday as a super-effective career management tool is much more valuable than another tv.

The first Black Friday strategy is about planning. These are the people that plot, plan, prepare, make lists, do market research, set alerts on their phones, assemble a team of highly-trained shopping ninjas, and have very specific items in mind they want to purchase. They know the sale is coming and wait patiently to optimize this cost-savings opportunity…operating with military-like precision. This is about identifying a goal, making a plan, working the plan, and achieving the goal – plus incorporating a double dose of impulse control. Think about how this strategy could help your career. Do you have a goal in mind or a vision for your future? Are you doing your homework and laying the groundwork for a successful outcome? Do you have the laser-focus and discipline needed to optimize professional opportunities?

The second Black Friday strategy is about striking while the iron is hot. These are the people who know a time-sensitive opportunity when they see one; can spot a great deal a mile away; able to process information quickly and snap into action; born with an aversion to getting stuck in analysis paralysis; and are willing to do whatever it takes to win including braving crowds of rabid shoppers and sleeping out all night to be first in line. They know these opportunities will not last and these televisions may never be this cheap again. They are not bogged down with all of the “what ifs” and limiting constraints of perfectionism – is this the “perfect” time, is this the “perfect” tv, “ is this the “perfect” opportunity? They see an opportunity and seize the moment. When it comes to managing your career, think about where you are on the “carpe diem” spectrum. Do you overthink and opt out or do you raise your hand and jump in? Do you question your confidence and convince yourself that you’ll be ready for the next Black Friday sale? What if there is never another Black Friday? Knowing when to strike while the iron is hot is critical to taking your career to the next level.

Follow the ON Point Action Plan to manage your career like a “Black Friday” sale.

7 Ways Black Friday Boosts Your Career

1. Encourages you to think ahead and plan proactively
2. Measures where you are the risk-taking spectrum
3. Challenges your commitment to the goal
4. Tests your impulse control
5. Stretches your strategic and creative thinking skills
6. Rewards effort and hard work
7. Forces you to have a Plan B

Myth-busting alert! Many believe that if you just put your head down and do a really, really good job, then the floodgates will open up and you will be magically presented with endless opportunities and promotions. Don’t get me wrong, it is important to do a good job – but if you think someone will notice your efforts enough to tap you on the shoulder and catapult your career to the next level, then think again.  Your visibility and internal network are critical to your success and advancement within any organization especially in today’s remote work environment. Invisibility equals dispensability. If your manager doesn’t know or doesn’t have a clear line of sight into what you’re doing, the value you’re bringing, or the goals you are aspiring to achieve, then how is he/she going to be able to promote you?

Yes, a positive relationship with your manager is paramount, but what about the rest of your internal network? It’s easy to build relationships with people you naturally work with on a regular basis, but what about people from other departments, functions, and executive teams? This has been a true ah-ha moment for many of our ON Point clients and for various reasons. Some have hitched their wagon to a single individual and found themselves either let go when that person was fired or on an island completely alone. Others have realized how critical internal visibility is when they applied for a promotion and discovered they didn’t have the support because senior-level decision-makers didn’t know who they were. Success is a team sport that requires allies, advocates, champions, and cheerleaders to get ahead.

Your internal network will make or break your career, but it doesn’t happen by accident. There are a few “natural networkers” out there, but for most people it requires a mindset shift to make it a priority and a strategic action plan to make it a reality.

Follow the ON Point Action Plan to increase your visibility and to build a robust and effective internal network before you need it.

1. Make a list of people you need to know within your organization
2. Join special committees, projects, and employee resource groups to develop cross-functional relationships
3. Pursue a senior-level leader from a different team to be a mentor or sponsor
4. Reach out to another manager with a shout-out or praise about someone on their team
5. Be a resource for others by providing information, introductions, or a heads-up
6. Step up and lead a new initiative from start to finish that aligns with the organization’s goals
7. Show genuine interest, empathy, and respect for other people, their time and their talents

The two most important days on the job are your first and your last. Your first day is all about making a positive first impression and starting off on the right foot. Your last day is all about the lasting impression you leave behind. Both days require a solid and strategic game plan, and then you need to execute on that plan. If you’re a tennis fan, you may have seen or heard about the unprofessional exit Novak Djokovic made after losing to Rafael Nadal at the French Open on Tuesday. Contrary to proper protocol, there was a lightning fast handshake at the net, minimal words of congratulations exchanged, and then Djokovic hastily left the court without acknowledging or thanking the crowd. The reaction was swift and severe in the press and in the court of public opinion. Djokovic displayed poor sportsmanship and his behavior tarnished his reputation even though he’s currently ranked #1 in the world. Key takeaway – even if you are a top-performer, how you leave an organization or a tennis court, matters.

Gone are the days when the only way you left an organization was on the day you retired. Today the average person will hold 12 different jobs throughout his or her career. That’s a lot of jobs and that’s a lot of goodbyes. It’s not a fun experience and it’s rarely easy. At ON Point, we have coached countless people through this period to ensure a smooth transition and to prevent the “dramatic exit” fantasy from becoming a reality. We all know the fantasy…tossing papers in the air while telling your manager what you really think about him/her, sabotaging your computer files, stealing a stapler and some post-it notes, and essentially burning every possible bridge. Think of Tom Cruise’s exit in Jerry Maguire on steroids – that’s what we want to avoid.

An impulse-driven last day will haunt you for many, many days afterwards. Even on a less dramatic note, it’s still critical to remember that you have the power to shape, influence, and control the perception by how you say farewell. Your brand and reputation are priceless and take years to build, but only take moments to ruin. Regardless of whether you’re moving onto greener pastures for an exciting new position or were fired from your current position, those final moments still matter.

Follow the ON Point Action Plan to help you say goodbye with grace.

1. Be professional and always take the high road
2. Co-create the narrative and terms with HR
3. Refrain from gossip and negative comments about your manager or the company
4. Set your team up for success with a smooth transition plan
5. Introduce clients to the new point person
6. Ask for recommendations on LinkedIn and references if possible
7. Reflect on the wins, successes, and accomplishments you achieved
8. Make sure you are connected online with your internal network
9. Take with you everything that is yours being mindful of IP
10. Get to a place where you can be grateful and thankful for the experience