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unfortunately a lot of people focus on 'style' vs 'results'. Probably happens more often than we all would like.
This is apart of the North American corporate culture, if you have done great work but are shy and do not speak out, then you more than deserve the lacklustre review and have no one the blame.
We are in a relationship business and sadly the one that barks the loudest usually do get better outcomes. I am East Asian myself and have no issues vocalizing my opinions or giving clients strong advice in any setting. I think you need to improve that aspect as just doing great work is not enough sadly , you need to be an advocate for yourself. If you get to the SM up level and you need to win work well guess what, being shy doesn’t help
Haven’t received this feedback personally (at least not that I know of) but have been in round tables where a staff was cited as not being social enough even though she was really smart and delivered her work. I had to really fight for her and speak up - being social and friendly (while that’s great to build team rapport) is not grounds to rank someone lower.
Sadly I was the most vocal one. This is something I constantly struggle myself - being true to who I am (not loud and extroverted) while also presenting a side that is deemed successful in the corporate world. I choose to be true who I am and prove that I can be successful without conforming to what a typical leader looks and acts like but it’s really difficult.
What’s more upsetting is different standards. My manager is doing their best to make me standout by making sure it’s undeniable I am loud by signing me up for in person, large scale presentations for the whole org. Meanwhile my white peers never had to do such spectacles and were already promoted. That saying that POC work 2x as hard just to get the same results is no joke. It’s a really maddening reality.
THIS.
Yea! I got the same feedback for 2 years straight from a manager. The feedback was I didn’t speak loud enough to control the crowd. Basically that person tried to make me to be like them, but I didn’t listen..can’t change who I am. The way I build relationship or convince the crowd or manage a team is different.
Lucky for me, the same manager vouched for me during the promotion time because that person understood my personality and characteristics.
I would work with that person to see where they want to be in term of career. They might or might not want to be client facing and be a SME instead.
I’ve always experienced this especially my first few years of working. Is management helping to support this person be more vocal or identify areas where they can lead work streams? That is the mark of a good manager. When you’re a manager, when your employee “fails”, it really should be that you are at fault.
Sometimes (and honestly most of the time if you’re a minority in some way) - managers just want a carbon copy of themselves, which there’s nothing you can do about.