Own Your Path

A few days ago, I posted a great article from The Harvard Business Review discussing career development strategies that you could take even if your organization doesn’t prioritize professional development. ?The article suggested that clarifying expectations, recognizing your blind spots, documenting your learning, increasing your visibility, and becoming an expert in your field could help kickstart your plan.

I thought the ideas were great and wanted to elaborate on some specific action steps that I encourage my coaching clients to use so that they can even more effectively create and execute a growth plan.

1.?????Be deliberate with your ask.

Ask for specific feedback and help your leader understand their return on the investment of time.

Managers are busy and you probably are doing a good job.?If your performance isn’t their “fire of the day” it is highly likely that they aren’t ignoring you on purpose, maybe they’re just being pulled in another direction. ?If you don’t get feedback from your supervisor or they tell you “You’re doing great” without any specifics, it is hard to know how to get ready for the next opportunity.?Here’s a technique I have used time and time again.

First, schedule a meeting with your leader and let them know that you have two questions that you need their input on.?This is an important conversation, and it deserves dedicated time. Don’t try to work it into another meeting or conversation. Block out 20-30 minutes and have a focused conversation. ?

When you schedule the meeting let your leader know you want to be sure that you are doing everything possible to be a top performer and that you value their opinion on how you can do that. ?Provide them with discussion questions ahead of time so that they can give you thoughtful input. ?Use wording that resonates with you but be sure the questions are specific and open-ended. Two of my favorites are:

What is something I am doing well that you would like me to continue to do? ?

What is one thing that, if I focused on, could take me to the next level in the team/organization?

2.??????Reflect on your skills.

In addition to asking your supervisor for very specific feedback, you may want to spend some time identifying the role you would like to have and then research the specific responsibilities for that job.?Take some time and write out the tasks and business skills the role requires and then match those to your current skills. ?Be honest with yourself and look for areas where your current skills don’t transfer. Then create a plan to learn and practice those skills. Keep a log of what you learn, how you are able to demonstrate mastery, and how those skills can transfer to a new role.

3.?????Remember, everybody needs a coach.?

Your coach may be your supervisor and your coach.?Your coach may be a mentor and your coach. But, if your supervisor or mentor doesn’t differentiate between the hats they wear and the roles they play when interacting with you, you may need to find a coach who is solely devoted to being your coach.?Coaches have tangible skills designed to help you create solutions, solve problems, and find greater satisfaction in both your personal and professional life.?Coaches listen more than they talk. Coaches challenge you to consider new perspectives, help you unlock hidden potential, and assist you in creating your pathway to progress. ?

By being deliberate in asking for feedback, using that information to self-reflect and assess, and finding someone trained to help in the way only a true coach can, your self-determined career path will be fulfilling, rewarding, and yours to own.?