The PIE system to advance your career is something I have taken for granted. I have seen the truth of the PIE reveal itself to me through all of my experiences and through many other people. And in the last few weeks I have found myself talking about this PIE concept with colleagues, friends, and mentees. For most people, it can unlock the doors of opportunity and change assumptions and habits to get you on a better trajectory. Harvey Coleman first discussed the PIE in his 1996 book Empowering Yourself.

Performance: Your achievements and competencies at work

Image: Your "brand", how you are perceived–rising star? reliable but invisible? good performer with no ambition?

Exposure: Your visibility through collaboration, your network, your relationships with higher ups, your mentor/sponsorships, and your engagement outside your job and department.

I meet so many people that are frustrated with their careers, their jobs, and to a real and substantial degree, with their lives. Every story is complex and there is no one-size fits all approach. But as I have discussed in these pages ad nauseum, the pursuit of passion and the integration of passion into your lives is THE key ingredient for a fulfilling existence. That your compass is always pointing where your heart is beating fastest. So, I will assume you get this as the entree before your PIE.

Here are several types of employed people I meet who struggle with their careers and where the PIE can help:

• Younger, ambitious types who want to know the quickest path to the top
• People "stuck" in a role or a job and want to break out and make a change
• Mid managers in big orgs who want to traverse to a different division
• People of color and women who experience glass ceilings and walls.

Been in many sessions with young people (first job types), executives, managers and women of color to discuss these slices of the PIE. They are asked to estimate the percentage–the weight each component carries to propel people up the food chain. No one gets it right. In fact the estimates are almost always exactly the opposite of the reality. To the right is what Mr Coleman and I have found to be true.

P      Performance     ? %

I      Image                ? %

E    Exposure            ? %

Performance: This is fundamental assumption. If you aren't performing at the highest level by exceeding expectations and goals, then you can't think about mobility. Mr. Coleman called this "your ticket into the stadium" of competition. People who are stuck in their careers always get this one wrong.

Image: Personal brand management is critical. How people perceive your work, your presence and your contributions makes a difference. Most people scoff at this. This is the trap door that many people fall through which derails their ambitions. The way you dress, what you are paying attention to, your, written and verbal abilities, what you read, your leadership skills–do you look and act like a future leader/executive? People say they want to be VP, then act, dress and comport themselves is ways that are anti-VP. These people wonder why they are passed over for promotions, really?!! Not talking about the "game" of appearance. I am talking about your persona, intellect, actions–whether the person looks and smells like someone who is interested in the greater good of the organization, who gains influence through their ideas and thoughts and challenges the system with innovation and efficiency.

Exposure: After the first two steps are secured then exposure, your visibility, as a leader, as a person of action, as a connector is the difference maker. This is where adopting the lifestyle of mentoring and networking pays off! In your cubicle, your team and even in your department–there is a limited amount of impact you can have to advance goals, strategies, and RESULTS! Future managers, leaders, and executives have to bring together resources, ideas, and solutions outside of their domains. Exposure shows off your ability to succeed with others. It is easy to meet your personal goals by yourself. But engaging others shows you can manage and perhaps lead. Do you have a network of advisors, mentors, and sponsors within the organization and outside of work to guide you and provide truthful feedback? Exposure is not publicity or public relations–that is superficial stuff. It is not brown nosing or sucking up. It is the hard word of earning and gaining the confidence of others through relationships and results. It is not the ability to meet and greet a lot of people. It is not someone who becomes friends with the boss. It is the day in and day out proof that you are growing your influence and competence outside of the limits and confines of your job.

A few suggestions to advance your PIE:

1. Self assessment–Rank yourself on these attributes. Be honest and write down strengths, gaps and opportunities.
2. External assessment–Seek mentors or other confidantes (could be your boss) on your promotability. What does she/he see as your SWOT.
3. Find a role model(not necessarily a mentor)–Someone who you see as doing it right. Someone who is achieving success or has reached your goal and to whom you can relate. Research this person(s), reach out to them and meet with them. Think outside of your environment and employer.
4. Make changes–Based on the above, start a persistent process to do a make-over. Strengthen each slice of your PIE.

We all want a bigger slice of the pie of life to give us purpose and meaning. Many of us want more responsibility, growth opportunities, promotions, pay increases, and higher level jobs. Some of this is blind ambition, hopefully it is driven something more personal than "more is better." That is a recipe for unending dissatisfaction if there is no passion. So PIE is a good tool to confront your strategy to advance your career and your life and to get a much more fulfilling slice of it.

Thanks for reading.  John