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We've all heard the saying "the grass is always greener
on the other side of the fence". In a work context, this
may mean having wistful thoughts about what it might be
like to work for the company across the street.”
These thoughts often form when something is not sparking us
in our current jobs. Perhaps one of the following scenarios
resonates with you.…
- You looked up from your desk one day and found yourself
in a role that isn't aligned with your current career
aspirations.
- You were promoted to a senior managerial position that
has left you longing for the days when you were more hands-on,
doing what you loved.
- You've achieved significant personal growth, yet you've
remained in the same job and your employer seems unaware
of the new skills you have gained outside of work.
Whatever the reason, when we aren't leaping out of bed in
the morning to earn our daily bread, our eyes may start
to wander. We see stories about the "Top 100 Places to Work"
and ask ourselves…what would it be like to be there?? The
faces on the magazine cover look so incredibly happy!
This article challenges the assumption that recapturing
your enthusiasm requires you to hand in your letter of resignation.
Coach’s
Question #1:
How has your role moved away from what you most love?
What choices could you make to reclaim this excitement?
I've
known several people who have switched from well-established
careers in one functional area to start afresh in another,
as a result of a deliberate uncovering of their personal
passion. There was no defined career path that led them
there, they simply determined what it was that they were
most driven to do and figured out a way to shape this role
within their own organizations.
I've
also known senior managers who redefined their roles to
become individual contributors because they realized that
they frankly detested managing people and saw that their
managerial roles did not leverage their true strengths.
Others I've known have created exciting opportunities to
bridge themselves to an entrepreneurial future. They did
this openly, with the endorsement of their employers, so
that the transition was managed at a pace that was desirable
for both the employee and employer.
The
enlightened company demonstrates the flexibility to help
their best and brightest forge untravelled paths. These
organizations are rewarded with highly engaged and productive
employees who radiate a positivity that insires others.
When I was employed as a Human Resources leader within
Fortune 500 companies, I would often surprise my peers and
line managers alike by saying…"it's great to hear that
the external recruiters are calling our employees… it's
when they don't call that I start to worry."
I would elaborate…"I want our employees to answer those
calls, hear about the wonderful opportunities and then CHOOSE
to stay with us. That's when I know we've truly engaged
them. This is true retention."
Personally, as an entrepreneur, there's nothing like a
call from a search firm describing an enticing job to provide
me with important moments of self-reflection. Having the
chance to remind myself that I am truly in this by choice,
not by default, fires me up again.
Coach’s
Question #2:
In what ways are you consciously choosing your current
role with your existing employer? If you are simply
there by default, what does this mean for you?
In my Coaching work, if a client is feeling trapped, under-utilized
or like a square-peg-in-a-round-hole, then we look at how
they could proactively address this situation, rather than
just bail out. We spend time clarifying what the ideal role
would look like and then we challenge the perceived barriers
of the traditional career paths and all the assumptions
about what is not possible. It's thrilling to see clients
emerge with a clarity of purpose and an exciting new role.
They have, in effect, ended up "re-hiring" themselves.
No question that there are times when the well thought-out
conclusion is that it is best to leave the organization.
Wise employers recognize that there is no value in keeping
employees hostage when they would clearly flourish more
readily in another environment. When employees do opt to
leave, I've observed those who do so after thorough self-reflection
and sizing up the possibilities with their current employers
have much more successful transitions into their new position
"on the other side of the fence".
So, I leave you with an assignment…
OVER TO YOU…
For your New Year’s goal, what can you commit to doing
to get clear about your ideal job criteria and to explore
opportunities within your own organization that meet these
criteria?
I'm interested in hearing about your reactions and learning
pertaining to Focus. What have you recently stopped doing
at work and how has this impacted how you are viewed by
others? Send me an email with your feedback or questions
to info@development-by-design.com
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