The Evolutionary Challenges of Career Progression

Career progression demands internal evolution. While receiving a promotion may seem like a mark of career success, its luster will quickly fade if you don't make the necessary internal changes.

Consider Amy's journey after her recent promotion. Amy began her career journey in a rapidly expanding company, where her diligent work ethic quickly caught the attention of her supervisors. With her eagerness to learn and her ability to do things well, she drew attention and rumors of a potential promotion began circulating. Despite the flattering speculation, Amy remained focused on excelling in her daily responsibilities, finding personal fulfillment in her achievements and the positive impact she made on the company's operations. Each day, she entered her workplace with a deep sense of internal satisfaction, confident in her abilities.

Before long, the rumors materialized into reality as her supervisors recognized her outstanding performance and offered her a promotion. Excited by the prospect of advancement and increased pay, Amy eagerly accepted the new role. Initially, the surge of enthusiasm fueled by her promotion was invigorating. However, she soon began to notice negativity in her internal thoughts and emotions. The dynamics of her relationships with her colleagues also experienced changes she couldn't quite pinpoint. As she continued her new responsibilities, Amy found herself struggling with feelings of self-doubt, questioning her competence and fulfillment in her new role.

Recent data from the ADP Research Institute tells us 29% of people leave their jobs within one month of receiving their first promotion and a promotion increases the risk of someone leaving their job by 66%.

The challenges employees face post-promotion stem largely from the lack of preparation provided to them. We are not empowering them with the information and the guidance to make the internal evolution. While companies typically offer operational training following promotions, there's often a glaring lack of emphasis on personal development. Yet, statistics underscore the undeniable correlation between personal growth and operational performance. Regrettably, this oversight leads to the loss of numerous high-performing employees who are not adequately equipped to succeed in their new positions.

Maybe you find yourself struggling with the challenges of a recent promotion. Maybe you're the supervisor who promoted an employee currently facing the struggle of their advancement. In either scenario, this blog aims to provide insight into the internal evolution that career progression requires. It's my hope that this provides a beacon of hope for you, your employees, or someone you care about.

Career progression demands an internal evolution in three crucial areas: Leadership Comprehension, Mindset Adjustment, and Personal Fulfillment.

Leadership Comprehension

Every promotion signifies a higher level of responsibility and demands a deeper grasp of true leadership. Many have mistaken leadership for having a position, title, or seniority. Others associate leadership with having authority, giving orders, and bossing people around. These common misconceptions often come from past supervisors or depictions of leadership in popular media, which, though entertaining, are not true leaders.

In his book "Burn the Boats" Matt Higgins says leadership, "is all about people" while renowned leadership guru John Maxwell says "leadership is influence." These perspectives set a leadership tone that requires you to have an elevated focus on people. Your responsibilities have increased and your new job description doesn't include you doing all operational work. In fact, you will soon discover that you are no longer able to do everything yourself. You are now responsible for working in and through a team of people. Your promotion now requires you to have an elevated understanding of how to empower those around you.

Successful leaders understand that the people around you are pivotal to the greatness of both the team and the organization as a whole.

At its core, leadership is about guiding and empowering people.

Now, let's explore the fundamental elements essential for effectively leading people.

• Trust- the cornerstone of true leadership. While your promotion signifies you earned the trust of your supervisor, you must still earn the trust of those you are leading. Their trust in you as a leader does not come automatically. It's earned by being consistently positive in both attitude and actions. Earn the trust of your team by following through with what you say you will do, admitting when you make a mistake, acknowledging the good things you see them doing, and treating each person equally.

• Relationship- the magnet of true leadership. The power a caring leader has on their team and their organization is incredible. An employee recently compared two leaders by saying this, "I don't do it consciously but I find myself working harder when James is leading because of the way he treats me." This honest statement is insightful. Leading people requires an authentic demonstration of care for them. When they feel that you care, they will care about your goals and vision. Show authentic care for your team by having a casual daily conversation with them, weekly asking each individual how they are doing and how you can help them, and frequently seeking their feedback about potential operational improvements.

• Communication- the conduit of true leadership. Exceptional communication not only provides your team with clear direction and guidance but also minimizes potential conflicts. It's impossible to be a good leader without being a good communicator, as poor communication is synonymous with poor leadership. Several key elements contribute to effective communication: 1) Clearly define and communicate each team member's role and responsibilities. It's crucial that everyone understands their tasks and how to execute them. 2) Explicitly communicate your expectations for each team member. Clear expectations enable individuals to understand what is required of them and what they need to achieve to be successful. 3) Acknowledge and celebrate the successes of team members when they fulfill their roles and meet expectations. Recognition fosters motivation and reinforces positive behavior. 4) Provide constructive feedback on areas for improvement. Guide individuals on how they can enhance their performance and contribute more effectively to the team's goals.

• Equipping- the backbone of true leadership. Throughout history, asking individuals to complete tasks without providing the necessary resources has been indicative of disrespect and contempt. An example of this is the ancient Pharaohs' demand for the Jews to produce bricks without adequate resources. While your previous role may have focused on your completion of the operational work, your new role necessitates you ensuring that your team is properly equipped to fulfill their responsibilities. Equip your team by: 1) Providing the tools and resources necessary to enhance efficiency and effectiveness in their roles. 2) Promptly repairing or replacing any broken equipment to minimize downtime and maintain productivity. 3) Proactively asking team members if there are any additional supplies or support they need to excel.

Mindset Adjustment

Adjusting your mindset is critical for success in your new leadership role. You must shift your thinking to align with the demands and responsibilities of your elevated position. This is a consequential element of your career progression.

Years ago, circumstances required me to drive a 65-passenger bus across town. Given my experience and licensing as a bus driver, this task sounded simple. However, there was a significant hurdle: the bus was manual, and I had never operated a manual vehicle before. Each shift became a struggle, marked by difficulty, embarrassment, and rough transitions. I appeared unqualified to operate any type of bus.

Failure to make this essential mindset shift can result in you creating a challenging work environment, experiencing embarrassment, spreading negativity, and appearing unqualified as a leader.

Just as my failure to effectively shift a manual bus led to difficulties and a perception of incompetence, resisting the necessary mindset shift in your new leadership role can similarly hinder your effectiveness and reputation.

Let's begin by breaking down the mindset that made you excellent in your previous position and worthy of a promotion.

• Operational Excellence- your mindset was centered on executing operational tasks with precision. You approached your work with a singular focus on your responsibilities, striving for excellence in each task and learning the intricacies of the operation. You took pride in your operational abilities.

• Decision-Making- your deep understanding of operational intricacies empowered you with a keen sense of the environment, enabling you to make swift and effective decisions. Your decision-making mindset significantly contributed to enhancing operational performance within the organization. You were proud of your ability to make informed decisions promptly and confidently.

• Results-Focused- your previous role allowed you to focus on achieving tangible outcomes. You pushed yourself when result lagged, allowing results to set your tone. Your relentless pursuit of results left a measurable impact on organizational objectives and garnered recognition from your supervisors, instilling a sense of pride in your results-oriented approach.

Let's continue by breaking down the mindset your promotion requires.

• Lead Through Your Team- while you previously prided yourself on your operational abilities, your new role requires a shift towards leading through your team. It's important for you to step back and empower your team to drive the operation. Stepping back from the operational grind will be challenging but necessary. Continuing to micromanage the operation will signal distrust in your team, inhibit their growth, and prevent you from fulfilling your new leadership responsibilities. Shift your focus towards enhancing the capabilities of your team members. As they grow and improve, so will the overall effectiveness of the operation. Your organization now relies on you to elevate the understanding and performance of each individual on your team. By building your team, you will in turn build your organization.

• Share Your Authority- while your expertise in operational intricacies empowered quick decision-making in the past, it's time to delegate authority and empower your team members to make decisions. Resisting this shift will convey distrust to your team, stifle their potential for growth, and hinder the development of future leaders. Shift your mindset towards fostering your team's decision-making abilities. Be patient and allow them the space to learn from their decisions, even when they may not yield optimal outcomes initially. Your organization now depends on you to cultivate your team's capacity for effective decision-making. By sharing your authority, you develop leaders and empower your team to become more powerful.

• People-Focused- although your previous role prioritized achieving results, your new focus must shift towards caring for your team members. Continuing in a results-driven mindset will alienate your team, causing them to feel undervalued and used solely for your personal success or business profits. Shift your mindset by focusing on caring for your team, equipping them, communicating with them, and developing them. As the leader, you're always aware of organizational metrics but you now understand that people produce the results. If you focus on results, you will loose your best people. While results are important, remember that it's your team that ultimately produces them. By prioritizing your team's well-being and growth, you cultivate an environment where individuals thrive and collectively achieve targeted results. Your organization now requires you to lead and support your people so they can effectively deliver results. By focusing on your people, you cultivate a culture of success where results naturally follow.

Personal Fulfillment

Shifting where you derive your personal sense of fulfillment is a critical mindset shift for success in your new leadership role.

Aligning your fulfillment with the responsibilities of your elevated position is crucial for career progression.

This is also a consequential element of your career progression.

Failing to make this essential shift significantly increases the risk of job dissatisfaction. This is why 29% of people leave their jobs within one month of receiving their first promotion and there's a 66% increase in the risk of leaving their job.

In your previous position, your sense of fulfillment likely comes from the mindset elements previously discussed. Without realizing it, you received personal fulfillment from your operational abilities, your ability to promptly make informed decisions, and your ability to produce organizational results. It's vital to recognize that clinging to these sources of fulfillment will disrupt your transition to your new role. Without making these shifts, you will struggle to find fulfillment in your new position and your chances of success will decrease.

To overcome this challenge, consciously decide to find fulfillment in the elements of your progressing leadership role.

Elevated leaders derive fulfillment from their team's accomplishments, witnessing the development of their team members into great leaders, and observing individual growth within the team.

By embracing these elements, you will cultivate a sense of fulfillment that fuels your success in your new leadership position.

Career progression demands internal evolution. Maybe you find yourself struggling with the challenges of a recent promotion. Maybe you're the supervisor who promoted an employee currently facing the struggle of their advancement. In either scenario, the information presented in this blog will help you with the internal evolution that career progression requires.

It's my hope that this blog provides a beacon of hope for you, your employees, or someone you care about.

If you, your organization, or someone you know is struggling to evolve with their career progress, please contact me for individual or organizational support.

Peter Lopez III | Posted at ElevatedLeadershipGroup.com | Business Coach