Through the Looking Glass: The Power of Perception Management Part 2
The Power of Perception Management Part 2
In Part One of Perception Management, we noted that perception isn’t just a passive reflection of who we are but actively shapes how others engage with us, influencing career growth, leadership potential, and workplace opportunities. Once a perception is formed, it tends to stick, as people selectively notice information that reinforces what they already believe. This can work in your favour or against you, depending on how you are perceived. While this reality may seem daunting, perception management is not about inauthentic self-promotion but about recognising who you are, your strengths and brand and ensuring that other’s perceptions of you are aligned with that. Now that we understand how perceptions are built, it’s time to explore the practical tools and strategies that can help you shape them effectively.
Ontological Assumptions: Ontological assumptions are somewhat similar to the effects generated by filters on Instagram or TikTok, as they influence and shape the perceptions of individuals. Just like how these filters change the perception of an image, our deep-seated beliefs change how we view the world and how others view us. This becomes extremely important within a business set-up where perceptions are constantly scrutinised.
Indeed, some people might feel they belong to an environment where they subscribe to a “take it or leave it” attitude. They think their humility or authenticity ought to speak for itself and not need them to campaign for themselves. That kind of mindset can accidentally impede, though not intentionally, career progression. When the perceptions others have of us, filtered through their own assumptions, do not align with our actual capabilities and aspirations, the responsibility falls upon us to reshape and manage their perceptions.
How much does one stay true to one’s values yet effectively express oneself ensuring that perception does not become a barrier to success?
Think about the following metaphor regarding perception. When it comes to “playing the game of life,” you essentially have three choices:
- To not play.
- To play dirty and be victorious at all costs.
- To play to ensure the benefit of all.
We are not given the option of standing on the sidelines, we are ‘IN’ the game. If we choose not to play, we will get run over and playing dirty is not ethical. More often than not, the ethical path is the most challenging of them all—one that must be balanced between keeping your values (so to say) and managing perceptions that cater to personal and organisational goals.
However, we can take some practical steps to ensure that the message of who we are is conveyed without compromising our authenticity.
Perception management within an organisation is key for those looking to grow their careers, but it’s not only about you. You also need to know how your team is thought of/perceived. Let’s look at a case study that Nabantu worked on.
In that instance, the team was perceived by the leadership as disorganised and not engaging in the required work. They were, in fact, doing more than required. However, their way of being as a team and how they communicated their efforts differed greatly from management’s style.
The team was creative and outgoing, whereas the management team was incredibly detail-orientated and analytical. Realising that management valued detail and clear communication, we helped the team make some adjustments in how they engaged with and presented to the leadership team. Within a couple of months, trust was re-established and the team was given free reign to deliver on their mandate.
Perception is driven by many factors, assumptions and difference in communication styles between the perceiver and the perceived. Because of this, managing perception requires paying close attention to the basics: understanding the individual’s way of being, organisational culture, and beliefs that underlie particular perceptions.
Practical Steps to Manage Perception Ethically
Perception management is neither manipulation nor deceit; it is making sure that others’ perceptions of you align with who you are and your professional goals. Some practical steps to manage perception ethically include the following:
- What is Your Brand: You need to know who you are and how you would like to be positioned in someone else’s mind.
- Understand Organisational Culture: Every organisation has its own culture and value system. It may be competitive or collaborative. Once you figure out which one it is, you can navigate more smoothly and manage perceptions more effectively.
- Know Your Target Market: Whose perception do you need to manage, and who are the decision-makers concerning your career?
- Engage (real) Influencers: These are people who have access to spaces or people you might not have access to. They can speak on your behalf and help change some views— especially if these views are negative.
- Monitor and Adjust: Since perceptions are never stagnant, they constantly need attention and adjustment, including being ready for reassessment and making necessary changes as you grow in your career.
Perception management is a powerful avenue to ensure others see the real you—one that is loaded with potential, integrity, and value. It may take time, but you have the ability to turn perceptions into a powerful vehicle that carries your career to higher heights and brings personal fulfilment. The world is not happening to you. You have the power to shape your reality by managing perceptions wisely.
