Part 3: How Can I Keep Building My Career When It’s Not Necessarily About The Next Job Title?

We’ve talked over the last few weeks about ways where you can keep growing your career even though a change to the next job title isn’t necessarily in the mix.

While we mentioned broadening our idea of the ways and places where we can keep learning, along with the importance of building them into skills of excellence, the final area we’ll cover on this important topic involves certain people in your professional life.

When it comes to career growth, there’s one aspect that often gets overlooked: your relationship with the people you report to.

Whether it’s your direct manager or someone who influences your performance and trajectory, how you engage with them can have a profound impact on your career path.

A common misconception I see is viewing this relationship as one-sided.

Many employees assume their role is simply to complete tasks, meet expectations, and wait for feedback to determine their next steps.

But let’s be real: this dynamic should ideally be a partnership—a two-way street of communication and collaboration.

Now, I know some people might not immediately agree, citing the power dynamics between supervisors and employees. But I encourage you to consider this: you absolutely have a say in charting your career path and ultimately, it’s not something that should be left solely to others for their opinion or evaluation.?

As an employee, not only do you have the ability to set the tone and direction for your career, but it’s also your right—and your responsibility—to do so.

An Example

Recently, one of my clients received feedback that she needed to improve her visibility to be seen as a leader. This was tough to hear because she had already been excelling as an individual contributor and receiving great reviews from peers and stakeholders.

While the feedback stung, she decided to take action. She chose to put her disappointment aside and really focus on her ultimate goal—becoming a leader—and brainstormed small but meaningful changes to work toward it.

Here’s what she did:

1. Turned on her camera during meetings. This simple change helped her presence feel more immediate and engaged.
2. Volunteered to lead discussions. Rather than waiting for questions or prompts, she offered to take charge of specific sections of recurring meetings.
3. Asked for input. She approached her manager and asked, “What am I missing? What else can I do to improve my presence and readiness for leadership?”

While asking for her manager’s suggestion seemed to be an obligatory thing to do, my client was pleasantly surprised by what she had to say. Her manager opened up a new possibility she hadn’t considered from her own brainstorm.

One suggestion was to attend an upcoming industry conference and create a presentation to share with her broader project team afterward.

She liked this idea, as it would showcase her connecting the dots around insights that could be helpful and relevant to the organization while putting her in a new light with others she wanted to know about her ability to lead.

It wasn’t too big of an ask, sharing that it was something she felt she could do, but also a bit of a stretch - she knew she’d be nervous to present and would need to prepare as it would have a lot of people looking at her. Yet, she appreciated her manager’s suggestion since it had never crossed her mind to do this.?

Why This Matters

This story highlights the power of shifting your mindset about the manager-employee relationship. By engaging proactively, sharing your ideas, and seeking feedback, you can create interesting opportunities that align with your career goals.

It’s not about waiting for someone to map out your future—it’s about reframing into something where you can partner with those who can help you get there.

What About You?

What steps have you taken to build a collaborative relationship with your manager or others who influence your career growth? What’s worked for you, and what challenges have you faced?

I’d love to hear your thoughts—let’s learn from each other! Share your experiences in the comments below.

? Find this article helpful? Consider Subscribing to this newsletter or sharing with a friend. You can also learn more about Mary and the ways she supports professionals who feel undervalued and unseen in workplaces succeed and thrive in the opportunities they deserve by visiting her website here or joining The Move Up Mindset Career Community. Mahalo!