What is your “good”?

More often than not, my connections would say something like, keep me posted on“good opportunities” or “good candidates”. And they would just stop there, as if saying anything more could put a limit on that “good”. However, without having a sense of what you think is “good”, it is almost impossible for me to help bringing that “good” to you.

We all have our own ideas and or have not given it much thought, believing we will just “know it when we see it.” Sometimes it happens that way, but often, we only know what we want when it has passed. 

It is worthwhile to come up with your definition of “good” perhaps as part of you change of season reflection. It is critical that you spend time thinking through how what is “good” is evolving for you, prior any sort of pre/formal interviews. Instead of letting the interviewing excitement or offer sway you it might help to shift your mindset, telling yourself that you have a set of valuable skills/connections to offer and the questions is this the opportunity a “good” fit?

“Better pay as well as an understanding boss” surely are important reasons, and I would encourage you to think beyond this “two-dimensional” elements, because, if you don’t realize it by now, money may buy you ease or happiness for a short period of time, but sooner or later the less tangible but equally important elements start to emerge as the major drivers of your satisfaction or dissatisfaction.

The longer we work, the more likely we have these “requirements”, standards, unpronounced desires. If we don’t take time to reflect and track, they may not be immediately obvious, but even if you are busy dealing with the daily challenges, and if these missing unstated needs are not satisfied in your daily work life, you will notice them, more and more.

Below are some examples to help shape your “good” opportunities:

• Is there common approach to working, both as a group/team, and individually?
• Do you share the same enthusiasm about the company’s mission/purpose?
• What is their decision-making process? Democratic or top-down?
• Regardless if you are a political animal or not, what is the “power” structure where you feel most suited for your work style?
•  Is the company’s financial health more important than the possibility of you getting an opportunity to do something outside of your usual realm, which may springboard you to the next important opportunity?
• Is flexibility at work important to you? It may not be currently, but what about in a year’s time when you get: married/become a parent/have to care for your parents. When does your non-work life moves up your priority list?
• What is the leverage of reaching for your next role?
• Is it important that you continue deepening your line of expertise, or are you seeking to get a wider perspective on the whole business?
• What is your risk appetite? How do you feel working for a start-up which is hot in the press but has little track record to speak of? What about a company going through changes, which could open dramatically new opportunities?

In Yoga, they would say “set your intentions”. And in your career, exploring the questions above, you will be actively and conscientiously creating and shaping your own ideal “good” next opportunity, and only when you are able to communicate your desires properly (to your recruiter and potential hiring companies), you will then have a better chance to realize your “good”.

And perhaps if you feel like brainstorming with a 3rd party, to help consolidate your thoughts and ideas, know that I am always here to lend an ear.