Same Job. 35 Years. 13,000 Performances. Still Fulfilled! How Valued is This to You?

Imagine performing the "same job" 13,000 times over 35 years and still being fulfilled.

With so much emphasis on career advancement, organizational culture, and quiet quitting, often overlooked is the employee, staff member, or even leader who is satisfied and fulfilled where they are, doing what they do, and interested simply in doing and being their best for your organization and themselves. What a relief to have this person as a foundation upon whom you can depend!

Here's a wonderful example - and an "everyday modern hero" as we honor Black History Month. Read what he's done to bring value to his 35 years of service.

Working with C-suite officers, directors, and mid-level managers gives me insight into their concerns with developing leaders within their organizations and retaining staff long-term. Much uncertainty still exists about hybrid environments, return-to-office demands, unique benefits packages, diversity and inclusion, and more. Yet, what about the people who are content with where they are, not seeking hierarchical advancement? How do you - and they - make the most of their commitment to your organization?

Such employees do not lack ambition. On the contrary. Their ambition is to serve to the best of their abilities, develop themselves to serve more and better, and help others be the best they can be. They take pride in and are fulfilled by their roles in doing so.

I can relate to some extent. When I was a corporate trainer I loved the learning and development experiences. I was recognized for being a good trainer and rose to leadership positions in the organization. Within that rise I was still able to be in the classroom at times to practice and improve my speaking and training skills. I also mentored newer instructors along their professional development paths. I was repeatedly offered management positions and I repeatedly turned down the offers. I was fulfulled and proud of what I did as an L&D lead; I did not want the hassles of management.

Then one day I lost my mind and accepted the position of Manager of Training and Technical Manuals. I soon became miserable. I was embroiled in the administrative, financial, and political aspects of management, never again was in the classroom, and seldom had an opportunity to really mentor and develop other instructors. I eventually left a 20-year career with that company to return to L&D technical leadership at another.

I am not writing about people who are stagnant or poor performers. They can be a drain when not addressed and corrected.

I offer these three pointers for you to share with your people who wish to stay in their jobs, yet grow and develop to move your organization forward.

1. Develop a growth mindset and take on new challenges: Seek and embrace new challenges that stretch your skills and knowledge. Take on new projects, volunteer for committees or task forces, or search for cross-functional opportunities. Embrace challenges as opportunities to learn and develop new skills. Adopt a growth mindset, which means believing that you can improve through effort and hard work. This will keep you engaged and motivated, and will also help you grow personally and professionally.
2. Communicate effectively: Develop strong communication skills so that you can effectively convey your ideas and collaborate with others. Practice active listening, express yourself clearly and respectfully, and ask for feedback. This will help you work more effectively and will also help you build positive relationships.
3. Stay informed and always be learning: Keep up-to-date with developments in your field by attending conferences, workshops, seminars, and courses or read books to acquire new knowledge. This will help you stay ahead of the curve and remain relevant in your field.

Relish the people who seek to be better at what they do, want to serve others in your organization to be and do their best, and continually stay motivated and positive about their jobs. Like a stone dropped into a still pond and the ripple that results, imagine the ripple effect of the people who are steady, solid workers and the effect they can have in spreading fulfillment, initiative, and growth mindsets to others in your organization who do wish to move up the hierarchical ladder. You need both types of people!