Growth and Action for Career Satisfaction
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...
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...
Have you ever heard that your NETWORK is your NET WORTH?
So why do we resist networking? It moves so many out of our comfort zone in different ways, and that's okay. But what if you are overthinking it?
What is keeping you from networking, and what story do you need to tell yourself to get started?
Networking is about BEGINNING, BELIEVING, BUILDING, and LEVERAGING.
We must network. That is all they tell you in the BEGINNING. Employers spend time setting expectations and training employees, but very few explain why networking is essential, and even fewer model networking or provide successful strategies. Without mentorship, it can feel like an awkward dance of reaching out and struggling to find your way through a conversation without a clearly defined outcome.
When prioritizing so many things in your career, it is hard to see the long-term benefit of taking time for something that does not have an immediate ROI. However, for success, you need to believe...
Something missing in your career? Feeling stagnant? Need a reboot?
Find your opposite.
So often, we look at our peers and colleagues as our competition, but what if they are there to compliment our style, teach us and learn from us throughout our career journey? Think about it; we become stuck, and instead of looking for new answers, we start to fear uncertainty, which spirals into insecurity. It stalls us out and moves into negative emotions, self-talk, and resistance.
We naturally like to work with people who think and act like us. They are easier to collaborate with, not to mention easier to manage. At work, we know we should collaborate. Still, in reality, we often need to move to consensus quickly to meet the business's demands, robbing us of the mind-expanding exercises we need to facilitate growth.
But what if we found a partner that didn't think like us? When we engage with them, we will begin to expect the unexpected, reducing the emotional reaction (the amygdala...
Who has more demands? You or your employer? If your employer struggles to meet your needs, this is for you.
When it comes to your career, do you struggle to balance your responsibility to yourself and the organization? I talk a lot about this with my clients. The word they often use is GUILT. Many times we have to go back to the beginning of this relationship to remember how it started.
You and your employer made a mutual agreement. You accepted your employer's offer, and they committed to pay you to perform a job. It was business.
The longer you are there, the more invested you become in the relationships, the work, and the results. Then, as time passes, you expect more from each other. Your employer watches you build new skills and wants you to take on more responsibility. You feel accomplished and successful. You may expect a raise and promotion in return, but the recognition feels good.
But then, one partner in this...
What are your New Year's traditions?
Resolutions? Goals? A mantra? A bucket list or checklist? What about a word or two? My thought partner and I pick three words each year that we will hold tight to during the highs and lows of the year.
The purpose of these words is to keep us centered, inspired, moving forward, and focused on our goals! However, as I contemplate my words for 2022 (this is a very important and introspective process), I am torn because the word at the top of my list has such a negative connotation.
After a search in the Miriam Webster Dictionary, the Thesaurus, and a little research on the history of this word, I feel an overwhelming need to defend this word. I think it is important for my growth, success, dreams, and maybe yours.
So here it goes, I will say it out loud - at the top of my list, I am choosing UNCOMFORTABLE.
To review, the definition of uncomfortable is: Causing or feeling slight pain or physical discomfort, OR - causing or feeling unease or...