Career mistakes that many learn the hard way: Part 2

If there are common career mistakes that others have learnt the hard way, let’s learn from their experiences and avoid making the same ones. This is Part 2 of a two-part series on career mistakes that many learn the hard way.

We left Part 1 with the common mistake of not moving soon enough, even when the writing is on the wall. Building on that idea, here are some other key mistakes I’ve seen Finance professionals make:

1. Moving too often | Recruiters and hiring managers will be understanding as you talk through some of the early moves you’ve made - for the most part. Stuff happens - we all get that. That said, if it happens too often, it might point to you lacking tenacity and perseverance, or perhaps making bad job search decisions based on poor thinking and weak due diligence. This, evidently, doesn’t paint a great picture.
2. The lure of the comfort zone | This does relate to a point made in Part 1. You find yourself in a comfortable place - but you’ve hit a plateau. You can do your job to a high enough standard without too much effort. You’re very much in your comfort zone. However, a false sense of security is being developed. You’re not stretching, growing or developing. Whilst this, I believe, does put you in a risky position with your career from a long-term perspective, it will also become profoundly boring and unsatisfying. This ennui may well lead to a downward spiral of less and less productivity, which will catch up with you, sooner or later.
3. Being a sucker for the dangled carrot | I’ve seen this on a couple of occasions. Someone is given hollow promises of promotion to MD, Partner - whatever. It’s never really going to happen but it keeps that person in the firm, working hard and contributing to the agenda of the leadership. I saw this happen to a colleague once, and it was deeply sad and tragic to watch. I’ve also seen it happen to clients I’ve worked with. That leads us to the next point.
4. Working hard to make others look good | I mentioned becoming burnt out and not advocating for oneself in Part 1. Let’s go further. I’ve worked with at least two clients who were real grafters. They took pride in their job and the results they achieved. Their direct report used this in two ways:
5. Overemphasis on work/life balance | Clearly things in the workplace changed dramatically during and after the Covid pandemic. People got used to working from home. In some ways, it’s very time efficient not having to commute, etc. However, I’d suggest that this work/life balance can be taken too far. We are at relatively full employment at the time of writing. However, this won’t always be the case and things will change.
6. Lack of career mobility | Many people feel trapped in their careers. This inertia is because they don’t know what to do and are fearful of stepping into the unknown. The reality, as I see it, is that most professionals can indeed take charge of their careers and not have to put up with things based on the idea that ‘it’ll get better’ or ‘it’s just not that bad’. Putting in place a Career Vision with a plan is key. Optimising your marketing and occasionally lifting your head up from the grindstone to re-asses your plan and perhaps even test the market will give you that sense of choice and mobility. That’s exactly what we at Career Mentor are all about.

I hope you’ve found this useful. If you’d like to discuss any of the issues in these 2 blogs, then get in touch for a free 15 minute consultation.