Growth and Action for Career Satisfaction
It is starting to happen, the question, "Do you have a New Year's Resolution?" Whether it is just small talk or curiosity, it is a question you can expect to get at least once this time of year. But before you blow off the idea of a New Year's Resolution, let's discuss why and how you should do it.
Maybe you have heard these statistics before, but only 3% of people set goals, yet setting goals makes you 42% more likely to achieve goals. So, if you want something different for yourself in the new year, just knowing the math proves setting goals is a good idea.
So, why do you hesitate to do it? Could it be the fear of failure? Having to admit that you have already failed by mid-January, breaking your New Year's Resolution is demoralizing.
Failure, or admitting to ourselves that something might be impossible, can be scary. Even worse, when we attach the goal to our identity, if we fail, then we, too, become a failure. It's essential to remember that the outcomes do not define...
Doing the work at work is not the most challenging part of the job. But when we are in it, the difficult journey of growth and development is often left to on-the-job training.
What if there was a better way? What if creating awareness of how we build safe spaces for our teams to thrive changed everything? Because, let's be honest - it is not the situation that causes us to react or respond, but more often, the meaning we are giving to the situation.
For example -
Situation: The company experiences a decline in quarterly profits.
Meaning 1: If you interpret this decline as a sign of personal failure or incompetence, you might feel stressed, anxious, or even defensive when discussing the financial results with the board.
Meaning 2: Conversely, if you view the decline as an opportunity to reassess strategies, identify areas for improvement, and implement changes for future growth, you might feel motivated, proactive, and resilient in addressing the challenges.
In this scenario, the...
Stepping into her new role, she couldn't help but feel a twinge of unease.
Working alongside Ph.D.s was uncharted territory for her. Before a single word was exchanged, she filled her mind with doubts. What if they asked her questions she couldn't answer? What if they ignored her completely? The idea of being approached by a team of Ph.D.s, eager to hear her thoughts, was a scenario she never could have fathomed in a different industry.
You see, she worked for the same company for over 25 years.
She held several jobs and moved up, down, and sideways as the company expanded and contracted.
She loved the job until she didn't, yet she still stayed too long.
One day, the fear of staying finally overcame the fear of going.
Once she did the work, she had opportunities she could not have imagined previously.
It was beyond her wildest dreams a year ago; now, it is her life.
What dreams have you not yet dreamed?
Ready to explore what a promotion or job move would mean to your future? Let's...
Everyone is feeling the pressure of inflation, including your company, making it even more critical that you are the leader that gets ahead of the conversation. Depending on when your fiscal year ends, your company may be getting close to budgeting season. This means you need to be planning ahead. If you plan to ask for a raise, a promotion or have an idea for a new role that is literally "built for you" or someone on your team, you need to start developing your strategy to present the case for yourself and the high performers on your team.
The bottom line is there will be a pool of money - some companies divide it equally among every team member. Others divvy it out according to performance. Many hold a portion of the "raise pool" aside to care for those below the range or at risk.
Keeping the leadership team up to date with employee performance, risks, and expectations ensures you and your team are part of the conversation once the budget is in place and they start meeting...
Do you feel like you are spinning wheels, rolling the dice, and moving backward as much as forward at work? When did work become more complicated than a board game, and what can you do about it? First, identify the issues. For example, which of these board games sounds most like what is happening at work?
Do you feel like you are trying to move so many projects, people, and ideas across the finish line, spreading your attention so thin that you fear you are mediocre at a lot and great at nothing?
You can't move until you roll the die.
Every move is a role of the dice, a risk you must take to move forward. And no matter how big you want to go, there is still a bubble over you - holding you back from and influencing the outcome.
The only way to win is to knock others back.
No collaboration here; land in the same space, and you send your opponent back to the beginning. There...
Do you know what this is? Don't answer - it will date you!
For those unfamiliar, the Rolodex was once a coveted tool for any good executive. Early in my carer, it was fun to watch a leader who had been asked a question reach for the Rolodex on their desk, give it a spin, and whip a card out with a name and number like they were the only person in the world with the critical information to contact this person!
Gone are the days of the Rolodex, but the ability quickly locate a name and phone number is still critical to a successful career. I once heard an executive say, you are only as strong as your network, a philosophy I have wholeheartedly subscribed to my entire career! You cannot do it alone.
While technology has replaced the Rolodex, it is still critical to understand the five groups of leaders who will impact your career (and vice versa) and why you need to have the ability to locate their information and connect in a meaningful way to support their journey....
What Are You Building at Work? Legacy or History?
Legacies and histories are both important, but they are not the same thing. The legacy you leave at work is what defines your career, while your work history is simply a record of where you have been. As a leader in the workplace, it's important to ask yourself: what am I building—a legacy or a history?
What's the Difference Between Legacy and History?
Legacy is something that will stay with an organization after you've gone. It's the impact you have on the people around you and the ideas that remain long after you leave. A legacy is about making a lasting impression on your team, your organization, and even future generations. It's about leaving behind something meaningful and inspiring others to do more than they thought possible.
The Meaning of Legacy
Legacy is an intangible concept that has everything to do with the reputation one leaves behind. It's all about making an impact on future generations and leaving something...
We all have that one friend who is always talking about their career and how they are grateful for every second of it. And while we may not be at that point yet, take some time to focus on the little things in our careers that make a big difference.
It is a skill to be present in the moments that may feel unimportant or like time wasters. If you find yourself annoyed or viewing these moments as hindrances or inconsequential, you are not thinking strategically about your career.
Instead, take some time to reframe the moment. It will help you show up as the leader you are and ensure you slow down to make the most of the moment.
Here are a few examples:
We don't know where people are going; this introduction might lead be your future boss, CEO, or competitor contact. So send a quick LinkedIn invite and if the relationship progresses, find out something personal about them and stay in touch - even if it is just a quick note annually.
You've decided you need a coach. Congratulations! This is a major step in taking control of your career and charting a new course for success. But now comes the hard part: how do you choose the right coach? With so many options out there, it can be tough to know where to start.
Here's a helpful guide to finding the coach who's right for you. Look for someone who is competent (credentials and experience), compatible (chemistry), and committed (to your success and to helping you make lasting changes). These are the three C's of choosing a coach.
1. Credentials and Experience
The first thing you'll want to look for in a coach is credentials and experience. What kind of training and experience does this person have? Do they have any relevant certifications? What is their coaching philosophy?
It's also important to find a coach with whom you have good chemistry. This is someone you'll be working with closely, so it's important that you feel comfortable with them and that you...
It is inevitable that, when looking at the popular crowd, people will make assumptions about the politics involved. However, there is more to this group than meets the eye. There are several reasons why being popular is only sometimes what it seems.
For one, the popular crowd is often made up of people considered to be "conformists." This means they generally follow what most people are doing or saying. Although, as a result, they may not always be expressing their true beliefs, popularity can be beneficial for your career, but it can be detrimental to your happiness.
We start working because we have to; money, food, and shelter are key. Growing up, were you told to follow your dreams, or did you grow up knowing work is a way of life? No matter why or where we started, we begin to wander and wonder how we fit into the big corporate world.
As things progress, confidence becomes a friend we are constantly chasing. We assume some have it; others don't, and we watch other professionals...