Three Forces of Career Growth

One of my colleagues came up to me the other day, saying "I have been working very hard to make meaningful progress for the company, even to a point I worked (almost) selflessly. However, I might not have been skillful enough to be more political (and/or diplomatic) in the company as I don't feel like I am sufficiently recognized from the company." Then he asked me, "Did I do something wrong in my career progression?"

Throughout my career, I have seen some highly capable people did not get sufficient recognition in a company either they were not fortunate to get connected to the right opportunity at the right timing, or they just did not have an organizational savvy to give a comfort to decision makers to expand their responsibility. At the same time, I also see a sizable group of people whose career compass is mostly on his/her promotion for a better opportunity at the expense of others. In either case, I see it is not fair, yet it also is the reality. As a career growth is usually "measured" how a certain person gets a quick promotion for more glamorous title and bigger compensation, we tend to take rather extreme stance of overlooking the other areas or looking down upon career-ladder hunters.

My take-away on such situation is, as in other case, on a balance.

Meaning Career Growth = (Efforts for a company + Efforts for my outward career growth + Efforts for true capability growth) / (Degree of Focus)

1. Efforts (and decision criteria of) for a company : Though there are fewer and fewer cases, I still believe a decision and effort purely for a company needs to take most sizable portion in a career, though not always it is sufficiently recognized. At the same time, I think it is necessary for those few people to realize there are other forces they need to consider for a career growth.
2. Efforts (and decision criteria of) my career growth within a company : Regardless of our positive or negative view on organizational skill for outward career growth, it is reality that I need to align better with a company and cooperate with people around me. It is always necessary for an employee to be considered as "team-oriented", even when the organization is not effective. I am not saying "Just climb up the ladder, no matter what". I am saying "Focus on climbing up the ladder on #2 category, as #1 and #3 will address whether you chose the right ladder".
3. Efforts for true capability growth : At the end of the day, I believe truly capable person deserves more meaningful career growth that accompany better title and bigger compensation. If a person has expanded his/her capability in meaningful manner, though the company may not recognize, I am sure the job market will take the person at the opportune time. Thus even when I don't make a meaningful impact in the area I am responsible (#1 area), and even when I am not recognized in the company (#2 area), I believe it can be time to spend more efforts toward my truly meaningful capability growth. Many famous gurus and experts went through a time of being a nobody, while they get themselves prepared when a stage called for their true capability.
4. Degree of focus : It will be ideal if I make a meaningful impact in a company, and I am sufficiently recognized, and in effect my capability grow together. However, in reality, my tremendous efforts might not turn out a visible outcome or even worse, the business impact I made turned out to be no promotion or no bonus. Even so, I urge you not to forget that there is the third force that I can still pull the arrow toward a meaningful growth. I can extend my network in the industry, or I can enhance my proficiency in certain skill, or I can study in depth on certain topic.

As there is no ideal company or ideal career situation for a longer term, I believe it is necessary to balance my efforts in three forces in situational basis. Even when the three engines are not working simultaneously, please don't forget that you can still propel the last one to move forward. Keep walking.