The five steps to career success

The five steps to career success

If you’re like the rest of us, you’ve probably discovered by now that when it comes to your career, the ball’s in your court. Gone are the days when companies published glossy documents with step-by-step instructions for climbing the proverbial ladder of success. If you want to develop new skills and progress in your field, it’s up to you to make it happen.

I won’t waste time here listing all the reasons for this but suffice to say, a major factor has been the “flattening” of organizations. Pressure to reduce costs, enhance productivity, and drive greater efficiencies have all led to leaner, more streamlined structures. So, what does this mean for career progression? Well, there just aren’t enough places to move up the “the pyramid” anymore.

That’s not necessarily bad news. We never really wanted that ‘manager’ title with all the headaches that go with it anyway. For many high-performing individuals, doing work that you like, are good at, and that makes a difference is enough. However, that doesn’t mean that you’re ready to waste 20 years doing the same thing; you still want to grow and develop, the snag is you may not know how.

Ok, time to talk strategy. Here are five key steps to help you take charge of your own development, so that you can remain highly valued and motivated at work.

1. Know ‘you’
The first thing you need to do is make sure you have a really clear picture of what you’re managing. This means taking stock of your talents and passions, the things that make you distinctively you, and that’s where your focus should lie. A couple of quick definitions for you:
 
Talents: your expertise, skills and other abilities, in other words what you’re good at. Rather than spending time “fixing” weaknesses, invest in building your greatest strengths while addressing any “fatal flaws.”

Passions: these are your interests, values, and the things that motivate the choices you make about your work and career.

2. Know your organization
 
Without a clear sense of what your organization needs from its employees to be successful, you won’t get very far with your talents and passions. Research suggests that organizations expect their employees to contribute differently at different points in their careers.

This means you need to make sure you understand what’s expected in order for you to be considered a high performer, both in your current role and in the future. If you’re going to get support for your development (which you’ll need to ‘go places’), you’re going to have to focus on adding value to the organization.

3. “Stretch” yourself
If you’re lucky, you’ve got a great boss who gives you great assignments, which provide you with just enough risk to “stretch” your capabilities and provide a great platform for growth. If not, you’ll need to do the initiating - come up with ideas for tasks or projects that fit the bill and then “negotiate” with your boss to make them happen.

A bit of advice: identify “stretch” assignments that address a specific (and important) organizational need, as these will enable you to add more value by putting your talents and passions to work. Stretch assignments don’t necessarily involve changing jobs; they’re mostly things you can do as part of your day-to-day routine.

For example, let’s say you’re an engineer and you’re good at explaining complex technical concepts to non-technical people (talent). Assuming this is something that you enjoy doing (passion), a “stretch” assignment for you might be to make a presentation on a newly developed product to the team of marketers who are responsible for the product launch.

One note about “negotiating” for these types of assignments – to get your boss’s buy-in, you’re most likely going to want to demonstrate that you have the confidence, determination and commitment to carry it through successfully. Having a “positive disposition” can make all the difference in the world.

 4. Create a roadmap

Some smart person once said, “A goal without a plan is just a wish.” This definitely holds true when taking charge of your development.

Back to our example. Let’s assume that you’ve set your sights on becoming the lead interface between your product development group and the marketing department. If you don’t have a specific plan to develop and refine the interpersonal skills to perform this responsibility successfully, your boss is not likely to give you the go ahead.

One other thought on building your plan. Not only do you need to make sure that each element of the plan aligns with who you are (back to our talents and passions), it needs to serve the business. It might seem like a good idea to come up with a list of 10 workshops and conferences you’d like to attend as part of your development plan but not all of those may be practical (or necessary). Your boss will help you determine which elements of your plan are feasible, and in the best interests of the firm.

5. Go forth and develop
Enough thinking and planning, it’s time to act! Remember that development can (and should) be a part of your daily ritual and not just an afterthought. In this way, you make it that much harder to “cheat yourself” from the development that you want and need, which means that you’ll find job satisfaction in what you do, and your contribution or value will continue to rise.

Making our plan a reality will certainly mean receiving ongoing coaching and feedback from your boss (and probably others). These coaches will keep you honest, and remind you to stay focused and stick with your plan. You’ll find it helpful to set some specific dates for updates and follow-up with your boss on a more formal basis, as well as having ongoing conversations about the “stretch” work you’ve got planned. This will keep you on track and help you make adjustments as things change.

So, there you have it, five simple (easy for me to say) steps to owning your own development. The rest is up to you. If you don’t do it, who will?

I’d love to hear your thoughts, personal experiences and any tips you may have. Thanks for reading.

Donna Rana

RN - Appeals Clinician - Hospital Revenue Cycle Recovery

8y

Practical, concise, and easy to understand. Provides valuable career strategy guidance. Thank you!

Carmela Crawford, PHR, CPP, HCS

Senior Director, Center for Leadership and Organizational Effectiveness at ADP

8y

Straightforward, easy to follow plan!

Jennifer Colon

Senior Project Manager at Acertitude

8y

Tim, thanks for sharing. Definitely some great points and I will definitely put to use.

Philippa F.

Qualified Health & Wellness Coach | Workers Compensation | Leadership | Claims Management

8y

Nicely written and full of 'gems'

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