In our earlier columns, we learnt about how competence and commitment facilitate success in our jobs. Now, we shall see the role of the third C — contribution.
Contribution is the result of leveraging our competence and commitment. However, to assume that the presence of the two Cs will increase our contribution is inaccurate. Contribution comes from our energy, focus and action. One can manage it by understanding two sides of the contribution equation.
Self management
First part of the equation is the management of self. This comprises three aspects.
~ Leveraging experience : Years of accumulated experience certainly boosts one’s confidence to contribute more to their organisation.
Competence is built and enhanced through experience on the job, in different assignments. Where successful people score over others is when they draw upon such experiences. Even if what they learnt isn’t relevant for their current or future roles, the lessons gleaned from it — problem solving, navigating through challenging instances at work and the likes — should help them in whatever field they are in.
~ Leveraging expertise : I interpret expertise in a slightly different way than what is described in the dictionary. In my view, expertise is contextualising our experience in the current situation, and in the light of changing expectations.
If we do not learn to interpret the same, experience becomes more of a baggage. Always remember — the decisions you took in the past need not necessarily be appropriate for the future.
~ Leveraging personal energy : Without energy, nothing moves. People who bring energy to work accomplish a lot more than those who seem to have no motivation. We gain energy from various sources, be it from a sense of accomplishment at work or from yoga. Contribution is seen as something that is directly proportional to the amount of energy people bring to work.
Stakeholder management
Next part of the equation consists of stakeholder management. This too involves three things.
~ Understanding expectations : We rarely operate in isolation — all work done is team work. Being perceptive to the expectations that significant stakeholders have from us, is critical to meeting their expectations. This also includes being responsive and proactive.
~ Framing engagement : To my mind, this is the most critical element of ‘contribution’. As we work closely with our stakeholders, including managers and colleagues, we need to share a list of our “asks” — what they expect of us — for us to be able to meet their expectations.
It is rarely a one-way street in work relationships. Many of us fall short of our contributions because we don’t know what our managers and colleagues expect from us.
~ Flawless execution : Keeping track of our commitments and delivering them on time is the ultimate way to record our contribution. This is where focus and energy come in.
But there is another E which also helps us contribute. This E is edge — integrity in what we do. This requires adherence to our personal and company values and personal credibility.
Taken together, all these 7 Es help us move forward with our contribution and move forward consistently.