Don’t wait for your manager to remember your results, help them see them. Here’s a simple structure that works:  Results  – What concrete outcomes did you deliver?  Impact  – How did they benefit the team or business?  Learning  – What did you grow or improve through it? This isn’t about perfection; it’s about progress. When you share your story clearly, your review becomes a conversation, not a verdict. Visibility isn’t extra work. It ’s how you translate effort into momentu

“Je n’aime pas parler de moi.” C’est une phrase que j’entends souvent avant les entretiens de fin d’année. Elle cache une peur légitime : celle d’être perçu comme prétentieux. Mais rendre son travail visible, ce n’est pas parler de soi.C’est aider les autres à comprendre ce que l’on apporte. Hier j’ai animé un workshop en entreprise devant 30 personnes et c’est toujours enthousiasmant de voir les participants passer du malaise à la fierté. Ils ont découvert qu’en partageant l

In my recent session on Trust for Mentors,  I asked participants a simple question:  “What makes you trust someone at work?” The answers came fast — consistency, empathy, honesty.  Then came the silence that matters:  “How do others know they can trust you ?” Trust begins with small, repeated choices — listening before judging, following through on promises, speaking truthfully even when it’s uncomfortable. And here’s the paradox: the more we focus on protecting our image, th

Last week, during my webinar “The 7 Sins of Career Networking,”  we explored what makes networking feel uncomfortable — and what turns it into genuine visibility. The biggest “sins” weren’t about technique.  They were about mindset:  ❌ Believing we can succeed alone.  ❌ Thinking we have nothing to offer.  ❌ Talking only when we need something. What struck participants most was the moment they realized that visibility doesn’t come from visibility tactics — it comes from genero

Many professionals tell me, “I don’t want to sound arrogant.”But visibility isn’t about ego, it’s about clarity. Here’s how to strike the right balance: 1. Replace adjectives with facts. Say, “I led the process improvement that cut delays by 15%.” 2. Use “we” for success, “I” for responsibility. It shows maturity. 3. Link your results to outcomes leaders care about, performance, engagement, or innovation. Visibility done right builds trust.When people understand your contribu

I still remember that workshop.  A high-performing team, visibly tired. A VP who had already decided what we were going to do.  And me — walking in without having met the team beforehand. That was my mistake. Seven people, one leader in the room, and a silence thick enough to cut. All my careful plans — useless. So I decided to drop the script.  I began with something real:  “What’s in your way today?” One by one, they opened up.  Sleep. Anxiety. The pressure of not being hea