Success Alignment — Your Career and the Organization

Are they in synch? Yes? Or not? Kinda?

I think everyone can agree that professional stasis is not good for you or the organization. It’s comforting to know what you have this in common. – Maybe.

It’s not good for you because ‘you do not increase your career portfolio value. You stopped learning and improving. And if this lasts too long, job burnout occurs. Being passed over for promotion sometimes occurs. I am sure you have your own stories.

The company suffers from your stasis also. In my opinion, the most effective way to retain talent is to develop it and grow it. Companies risk employees becoming stale and bored. Turnover also occurs (admittedly because most don’t like their boss). Company success is thwarted due to underdeveloped talent. Productivity and revenue suffer as a result.

OK. Nothing earth shattering but is there anything that you can do about it? Yes.

1. Take accountability for your own development.
2. Create a 5 year plan that allows opportunism
3. Find out what is going on with the company plans as a whole as well as your group (Your source? Your boss)
4. Compare plans

You can easily make most decisions (business and career) based on two considerations:

• Is this the best decision for the company?
• How does this decision affect my career development?

And you have to connect the two. Your company won’t.

Certainly, publicly making the second response is optional. However, I am finding out more and more with my clients that when the two are compatible and acknowledged, this carries a lot more impact.

But suppose the company benefits more from a decision than your own development? Of course you can put up with this for a period of time. But then what are your options? Make it clear to your boss that you want professional development that will benefit the company. If the response is a deaf ear, it’s time to move on. They cannot be surprised if you leave in the next few weeks.

Of course if it’s all about you and the company be damned, you can just imagine how long you might have building your empire. Ignoring stakeholders makes them want to put a stake in you.

With the current performance management model, there are quarterly “reviews” or check -ins. These could be utilized to see how the two plans are in synch. Adjustments can be made on both sides based on developments. But you have to set this up. Your career and the company success do matter to you.

As a recruiter, I was always impressed with candidates that had a plan in mind. They not only knew what was next but also where they wanted to go. They had a goal. And (music to my headhunter ears) they previously tried to get the next step from their current company.

Taking a lateral move to another company can work as long as you are very clear that you are on a timetable for promotion and/or development.

Yes, it falls on your shoulders to take complete accountability. But, you have the satisfaction knowing the most important bases have been touched.

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