Right Attitudes

Ideas for Impact

Job Transitions

Job Hunting: Don’t Chase Perfection

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Job Hunting: Don't Chase Perfection or the Ideal Job Pursuing an ideal job can feel like searching for the elusive “perfect soulmate,” a notion that can mislead and hinder job seekers. Believing in an ideal job can create unrealistic limitations, just as thinking there’s only one perfect romantic partner does.

Avoid the trap of believing in a perfect job, as this mindset leads to unrealistic expectations. Every job has its flaws and challenges. Instead of fixating on unattainable ideals, accept these imperfections and focus on overall job satisfaction and growth. This approach results in a more realistic and fulfilling career.

Rather than nitpicking job details—like thinking, “I like it, but it’s missing this one thing,” or “I love the job, but not the industry,” or “It’s perfect, but I won’t settle for less”—aim to strike a balance between being selective and overly demanding.

Idea for Impact: While it’s important to find a job that matches your values and goals, believing in a perfect job can hold you back. Differentiate between what you can negotiate and what’s non-negotiable. Set clear boundaries so you can focus on your “must-haves” and move from thinking to taking action.

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  4. Before Jumping Ship, Consider This
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

The Career-Altering Question: Generalist or Specialist?

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The Crucial Career Decision: Should You Become a Specialist or a Generalist? Is it better to be a generalist or a specialist at work? You’ll face this choice about six to ten years into your career. Should you broaden your skills or narrow your focus?

Generalists are versatile professionals with moderate experience across various fields. They excel in roles like management and project coordination, allowing them to see the big picture. Their adaptability opens diverse job opportunities and helps build a vast network. In fast-paced environments, generalists are invaluable.

On the other hand, specialists dive deep into a particular area. They acquire expertise that surpasses most others, focusing intensely on their topics. This depth of knowledge earns them recognition and demand. Specialists often enjoy higher salaries and are crucial for organizations requiring specific skills.

'Range Why Generalists Triumph' by David Epstein (ISBN 0735214484) David Epstein’s Range: Why Generalists Triumph in a Specialized World (2019,) argues that generalists thrive long-term due to their broad skill set, which enhances adaptability. Specialists, however, contend that deep knowledge is necessary for driving progress. In a strong workplace, both roles are essential. Generalists rely on specialists, and specialists benefit from generalists. Together, they effectively solve problems.

Ultimately, your choice depends on your career goals. Decide what aligns with your strengths and aspirations. A balanced approach can be effective: start as a generalist, as most do at the beginning, exploring your industry without knowing what you don’t know. This exploration helps identify your interests and strengths. By six to ten years in, refine your focus and zero in on a path that resonates with your passions. After that, specialize in what truly inspires you. However, as you advance in a company, you may need to shift back to generalism, as managing multiple domains often requires this flexibility.

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  1. Don’t Use Personality Assessments to Sort the Talented from the Less Talented
  2. It’s Not Just a Job … It’s a Career
  3. How to … Know When it’s Time to Quit Your Job
  4. What’s Next When You Get Snubbed for a Promotion
  5. Before Jumping Ship, Consider This

Five Questions to Spark Your Career Move

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Five Questions to Spark Your Career Move There are numerous compelling reasons to consider switching jobs. Factors such as work-life balance, economic pressures, family relocations, company downsizing, or a desire for a change can all influence your decision. However, these motivations often stem from circumstances rather than personal feelings, leading to less uncertainty than the deeper reasons we’ll explore later in this article.

We naturally resist change, even when dissatisfaction looms large, which can make leaving an uninspiring job difficult. Yet, a career switch can sometimes be the best choice for your well-being. Here are some essential questions to guide your decision-making process:

  1. Are you mentally stimulated in your job? If your work has become repetitive and unchallenging, you may be experiencing “rust-out.” Seek opportunities that engage your mind and rekindle your passion for your role.
  2. Do you feel valued in your workplace? Job satisfaction often hinges on recognition from your manager and colleagues. Feeling undervalued can lead to burnout and disengagement, making a positive work environment essential for motivation.
  3. Are you performing at your best, or merely coasting? If your work feels effortless and routine, you might be underperforming. Addressing frustrations in your current role could be easier than starting anew with fresh challenges.
  4. Where do you envision your future? Reflect on whether there are specific roles or industries you’ve hesitated to explore. Understanding your long-term goals can clarify if you’re on the right path toward achieving your aspirations.
  5. Are you settling for a job that misaligns with your values? If your current position doesn’t reflect your self-worth or personal beliefs, it may be time to seek opportunities that resonate more with what truly matters to you.

Idea for Impact: Before quitting out of frustration, consider giving your employer a chance to address your concerns. Identify the core issue: is it the job itself, your boss, a coworker, or the company culture? Even if your supervisor can’t resolve everything, sharing your thoughts may spark positive changes. If improvements don’t materialize, shift your focus to moving forward rather than assigning blame.

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  4. Book Summary of Leigh Branham’s ‘The 7 Hidden Reasons Employees Leave’
  5. The Never-Ending Office vs. Remote Work Debate

What’s Next When You Get Snubbed for a Promotion

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What's the Plan After Being Overlooked for a Promotion? Feeling passed over for a promotion hits hard, but how you handle it makes all the difference.

Sure, you might want to unleash some frustration on your boss or resort to sticking pins in a voodoo doll resembling them.

Set a Clear Path to Reach Your Career Goals

Take a breather and allow yourself to recover from the setback, but don’t let self-pity take control. It’s normal to experience moments of low spirits, but ensure it doesn’t evolve into an ongoing cycle of self-pity.

Circle back to your boss and ask straight up, “What do I need to do for that next promotion?” Keep it simple. Collaborate on a plan. If you’re lucky, you’ll both be on the same page, paving the way for future success.

Your boss might promise to make things right, but don’t get your hopes up. Companies, especially HR, have a reputation for dropping the ball.

Get Advice from a Supportive Mentor

A supportive mentor brings valuable perspective, insight, and guidance to help navigate the situation constructively. They might suggest that perhaps you weren’t quite ready for that promotion, or maybe you pushed too hard or inadvertently rubbed someone the wrong way.

Alternatively, it could be that the right people simply haven’t noticed you yet. Building key relationships is crucial for climbing the career ladder, so investing time in nurturing those connections is essential advice your mentor might offer.

If you’re feeling stuck, it might be time to explore other options, especially if your current job isn’t aligning with your long-term career goals. But remember, jumping ship isn’t always the quick fix. Dealing with promotion issues or performance setbacks in a familiar environment can be easier than starting anew, where you have to prove yourself from scratch and navigate new dynamics.

Idea for Impact: Own Your Path to Promotion

There’s a big difference between not getting what you want and not getting what you’ve earned. When you’re aiming for something but haven’t secured it yet, it’s up to you to figure out the steps needed to make it happen.

Wondering what to read next?

  1. Don’t Use Personality Assessments to Sort the Talented from the Less Talented
  2. Before Jumping Ship, Consider This
  3. What Every Manager Should Know Why Generation Y Quits
  4. Five Questions to Spark Your Career Move
  5. It’s Not Just a Job … It’s a Career

From Passion to Pragmatism: An Acceptable, Good Career

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From Passion to Pragmatism: An Acceptable, Good Career Career contentment doesn’t always require turning passion into a full-time job. (Dream careers often bring fierce competition and potential low pay or high stress.)

Many fulfilled professionals find contentment in roles they may not love entirely, but they value meaningful work, recognition, fair compensation, and a pleasant environment. Some discover situational passion within their work by aligning job tasks with their interests and strengths. For example, a passion for graphic design when in a manufacturing role can lead to creating visually appealing digital metrics.

Idea for Impact: Opting for a acceptable, tolerable even, content-filled career allows you to pursue passions as hobbies while ensuring financial security and professional contentment.

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  4. “Follow Your Passion” Is Terrible Career Advice
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

The #1 Tip for New Managers to Succeed

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New managers are under pressure. Most managers are underprepared for the transition into new roles—and undersupported during them. In fact, the revolving door is turning more swiftly as companies are seeking quick results. New managers must immediately tackle challenges and demonstrate their competencies instead of having a grace period to find their footing and mull changes.

When taking on a new management position, adaptability to the unique culture and ways of doing things is the key to success. You must quickly throw yourself into the work and learn who’s who, who does what, and how your company operates.

Idea for Impact: Balance the pressure to show results quickly, understanding what significant changes are needed. First, talk to your constituencies (internal and external customers, competitors, leaders, employees) and lay out a road plan for the next three months, one year, and three years. Manage expectations and don’t overcommit.

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New Job Anxiety is Normal

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When you step into a new position, you’ll feel you’ve bitten off more than you can chew. Many responsibilities of the job will be out of your comfort zone. Feeling confident in performing your duties may take several months. You’ll sense you have more work than ever, which will be overwhelming. Feeling like an impostor and regretting leaving your former position is natural.

Sure, the brutal reality is that new hires have less time than ever to prove their worth, and you’ll be expected to show results almost from day one. Be patient with yourself and transparent with others while you’re still finding your feet. You’ll go through four stages of progression in a new role:

  1. Unconscious Incompetence: You won’t know what you don’t know, and you’ll feel functionally useless
  2. Conscious Incompetence: You’ll know what you don’t know and what you’ll learn
  3. Conscious Competence: You’ll know your job but have to work hard at doing it correctly
  4. Unconscious Competence: You’ll know your job and can do it on autopilot.

Changing any job, even within a company, is a slow process. Keep a low profile, spend most of your time listening, building a network, cultivating essential relationships, and strategizing your case for change. Work out who within the company is respected and who knows what they’re talking about as quickly as you can—they’re the ones you’ll learn from. Identify where you fall short and who can fill the gaps.

Idea for Impact: Don’t try to do everything right away. As you develop a roadmap for your organization, focus on building the connections to help you thrive. Understanding who must be won over to your point of view is vital for managing the change process.

Wondering what to read next?

  1. Some Lessons Can Only Be Learned in the School of Life
  2. Before Jumping Ship, Consider This
  3. From Passion to Pragmatism: An Acceptable, Good Career
  4. Job-Hunting While Still Employed
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

Manage Your Own Career—No One Else Will

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In 2014, Microsoft CEO Satya Nadella was rightfully condemned for casually asserting that women shouldn’t bother asking for raises and instead rely on “good karma” and trust that the system will eventually reward their work.

Despite what “they” may say, no one else will manage your career for you—not the fine folks at human resources, not your boss, or some mentoring system. No one will chart out a career path for you or tell you what experience you should obtain, let alone assist you in getting it.

Don’t subscribe to the notion that someone is looking out for your best interests. You’ve got to look after yourself. Don’t expect to be promoted because you deserve it—no one is likely keeping track. Be proactive and ask for what you want.

Idea for Impact: Take active control of your career because nobody will manage it for you. Own it and challenge yourself.

Wondering what to read next?

  1. Who’s Responsible for Your Career
  2. Some Lessons Can Only Be Learned in the School of Life
  3. It’s Not Just a Job … It’s a Career
  4. What’s Next When You Get Snubbed for a Promotion
  5. Before Jumping Ship, Consider This

What Every Manager Should Know Why Generation Y Quits

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Millennials, or the Generation Y or Gen Y cohort, are much better educated. They’re tech-savvy, more achievement-oriented, and better problem-solvers than preceding generations.

Millennials also tend to be restless with their career progression, demanding salary and job flexibility. They’re quick to move on if something better beckons. Millennials aren’t interested in the financial success that inspired the Boomers or the independence that characterizes the Gen Xers, but in personalized career paths.

Employers often gripe that millennials seem entitled and overly ambitious. And even if they’re high-maintenance, they’re hungry and willing to do what it takes to prove themselves.

To prevent Gen Y retention problems, create an environment where they have room to make an impact and give them the autonomy, support, and training to get there.

Idea for Impact: Millennials become disengaged quickly in the workplace—they’re impatient with things that do not lead to learning or advancement. They never stop questioning the status quo; they don’t want to be told they must do their time and wait in line. Give them a way to move up promptly, with fun and challenges along the way.

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‘Tis the Most Wonderful Time of the Year … to Job-Search

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The holidays are around the corner, and this is an excellent time to job-search, especially since most jobs come from networking and referrals.

As you spread the holiday cheer, use greetings as a pretext to catch up with friends, reach out to LinkedIn contacts, and network with people in your industry. Take the opportunity of Christmas and New Year parties to socialize with new people that can help you.

Some workplaces have use-it-or-lose-it money and headcount in the current year’s financial plan that they’d like to commit before year’s end. Other workplaces that have the upcoming year’s plans approved may be eager to jumpstart hiring.

The holiday spirit and the season of giving make hiring managers even more likely to treat you favorably. Moreover, with work winding down for the holiday season, decision-makers are less likely to be in long meetings and business trips, and, therefore, more likely to be at their desks to be contacted.

And you’ll face less competition since few people bother with job-searching at this time of the year.

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  5. Stop Trying to Prove Yourself to the World