How did they get that job?
My last post in July, ‘Serendipity or Luck?’ created an insightful response from Derren Powell, VP at Mastercard: “…Always being prepared to take time to talk/engage/be inquisitive and demonstrate intent are always solid foundations on which to build success (IMHO).”
I set two challenges:
How can you create the time and space to quieten the noise of the world and connect with the most authentic version of you?
Which locations will create the greatest opportunity for serendipity for you?
Over the summer I embraced these. I was not really looking forward to this summer as we were not going on a family holiday, we had enjoyed parts of Italy over the Easter break.
As an optimist who seeks opportunity in any situation, it has made me discover what is on my doorstep. I was able to enjoy country walks, spend time near the river, attend sporting events, experience the lens from one of the highest points in London, read many books and take a short trip to the sea.
Sure enough, being in the waves and listening to them created time to reflect and frame where my life and business are heading and what would be most valuable to share as we move towards the end of the year.
‘How did they get that job?’ Many times, have I heard this. In one case, an individual failed to achieve one role yet within a month, had taken the leap to be managing the very people they could not get a role reporting to!
So how does this seemingly unqualified, incompetent candidate get the role? This week I am going to give the punchline/perspective first.
They believed they could get the role and applied. FULL STOP.
I struggle with that level of pure self-belief and know many others do as well. Recently, we have unfortunately had to witness the consequences of deluded self-belief, so how can we achieve what we have yet to achieve in our careers without being deluded?
Is there a grounded methodology?
One of the most profound learnings I have gained during my recent coaching course was from Nancy Kline in her book The Promise That Changes Everything: I Won’t Interrupt You. Nancy offers the benefits to you and any person you are communicating with, of listening to them deeply and not interrupting them. In a noisy world, this rare opportunity will enhance their own thinking.
A further valuable insight is:
领英推荐
“The key block to a desired outcome is an untrue limiting assumption…”
How can we challenge our assumptions? I enjoy Eddie Izzard’s comedy, of more value, I admire his ability to challenge assumptions and set himself moon-shot challenges. Like running 27 marathons in consecutive days.
Signing up to perform across France despite not speaking French at the time - now regularly performing stand-up in Arabic, German, Russian, and Spanish,
In his book Believe Me: A Memoir of Love, Death and Jazz Chickens, Izzard gives a deeply moving account of how his determination has been driven by losing his mum at the age of 6, and the belief that by achieving all these wild goals, she may somehow come back. Of course, this is irrational, yet it is very moving and shows that when our Why is big enough, we can move mountains.
He shares how despite nearly ten years of seeming failure at the Edinburgh Fringe, he had a method to his approach:
"The Nuffield syllabus said: 'Go and work out your own experiments, go and work out what you want to investigate, work out your projects…Working things out as you go along, working out a way in, and getting better at it."
From my observations underselling yourself is as detrimental to your career as overselling yourself. Appropriately positioning yourself as a valuable and scare resource is not just a worthy pursuit, it is also a career-enhancing one.
The truism of the professional job market, the pillar on which I have built successful careers for my clients, is:
Job roles don’t go to the most qualified - they go to the most connected who ask for sponsorship.
My challenge to you this week is to consciously think about truly listening, not interrupting them until they have finished.
Our purpose at Accelerated Career Results; is to transform leaders’ mindset, confidence, and results. For them to achieve their potential through the power of life-enhancing connections, shared experiences, and collaborative learnings.
We achieve this by unlocking the ‘latent ability’ within talented individuals and teams. Our focus is on the Payment, Open Banking and FINTECH industry. We are passionate about enabling women to be appropriately rewarded for the value they add and have created the “Impactful Negotiations for Women” program.
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thank you?Brad Stillman?for your support, looking forward to catching up.
Executive Recruitment: management consulting recruitment expertise, consistent results, integrity.
2 年Fascinating. My father worked in a deeply political organisation (BOAC: nothing changes much!) and there was a running joke in the family about "Happy, undeserving A...wretched meritorious B" (from The Mikado I believe). I don't think he ever thought of himself as wretched fortunately but he was clear that the people who "play the political game" were the ones who did well. Or alternatively the "most connected who ask for sponsorship", depending on your point of view!
Executive Search, talent strategy, leadership assessment and development consulting.
2 年Very interesting and insightful
Innovative Senior Executive | Fintech Leader | Talent Developer & Culture Transformer | Driving Digital Transformation & Strategic Leadership in Global Financial Services
2 年The second point here, which would create a great discussion is: "Job roles don’t go to the most qualified - they go to the most connected who ask for sponsorship." I see a lot of hiring managers look at technical proficiency or academic accomplishments as the main measure of qualification for a role. I suggest that those who seek sponsorship, put themselves outside of their comfort zone, and work to become the best fit for the role show more confidence and aptitude which are in tangibles in most meaningful leadership or decision-making roles. In looking at a 100% technical match lacking these capabilities (gain favor, get sponsorship, etc.) vs an 80% match with the ability to network, influence, gain favor, and leverage relationships the 80% candidate would have the advantage in my mind. You can train a lot of technical proficiency, but you can't often change a person's soft skills, personality, or mindset. And mindset is critical to success. Again - If you believe you can, you will. There are no absolutes, but I've found this to be the rule and not the exception. Would be a fascinating conversation at some point Adrian Evans. Always good to read your articles and mull over the thoughts they provoke! Cheers!
Innovative Senior Executive | Fintech Leader | Talent Developer & Culture Transformer | Driving Digital Transformation & Strategic Leadership in Global Financial Services
2 年A lot to unpack here - but love the comment about "They believed they could get the role and applied." 100% true because if you believe you can, you will. I spend a lot of time talking with people about their careers and when posting for a job there maybe be 15 or 20 requirements and they will focus on the 2-3 points they feel they are lacking. To accelerate your career, you have to shift your perspective in that case to say 17 or 20, or 12 of 15 makes me a fantastic candidate for this role. You have to believe in yourself, and in the hiring leader to help you close those gaps and create the environment to accel. This is why I believe an interview is truly a two-way street. First, if you're applied you already believe in yourself enough to be up to the task at hand - but in many cases as you move up the "ladder" you are often tapped on the shoulder for the role and in that case, you already have some external confidence in your ability as well. In these cases, you should leverage the opportunity to understand the culture and dynamics of the team. Make sure you're landing in the right spot for both you and the perspective leader/team/company etc. Believe in yourself, because no one is a 100% match.