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Career Goals May Prolong Feeling of Overwhelmingness

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In many organisations, it’s the season for individual and team goal-setting. Deciding on career goals is generally something we want to be a rational and evidence-based exercise, combining a careful consideration of possibilities, resources, and obstacles with just the right amount of stretch. But what do you do when you feel like you have a very limited sense of what’s possible? When new obstacles seem to pop up around every corner and the sands are always shifting? When the idea of stretch seems laughable given how stressed and overwhelmed most of us are?

Setting goals in times of uncertainty and burnout can feel pointless, but it isn’t. Research shows that to engage our motivational systems and direct our brain’s energy to the right actions (both consciously and below our awareness), we need to have a clear sense of where we are, where we’re going, and whether we’re closing the gap between the two at the right rate. Without goals, we make bad choices and miss opportunities to act. But just as important, we can’t feel effective, which many psychologists believe is the most powerful source of life satisfaction and well-being humans have.

To set goals that make sense and motivate ourselves and others in such strange and often discouraging times, we need to set them with a growth mindset. And by that I don’t mean just “believe you can improve” or any of the other common oversimplifications of growth mindset. Having a growth mindset is a bit more nuanced (and more powerful) than simply believing that improvement is possible.

Your mindset is what you believe to be the larger meaning or purpose behind the work you do every day. A growth mindset is about believing that developing and making progress is the point of what you’re doing. As I’ve said before, it’s about getting better as opposed to just being good. And it’s about engaging in specific growth mindset strategies and habits to help keep you focused on the potential for growth in everything you do.

When you approach career goals through the lens of a growth mindset, you become more comfortable with uncertainty and more willing to entertain the idea of longer-term career goals. Here are two strategies to help you get there that you can use for yourself or with your team.

Use growth-mindset trigger words to frame your goals

When researchers want to study the effects of a growth mindset, one of the ways we do this is to describe the goal or task that someone is about to perform using certain words that evoke the idea of getting better rather than being good: improve, develop, over time, progress, become, and of course, grow.

These words serve as both explicit and implicit “primes” to your thinking. In other words, they shift the very meaning of the goal to being about developing, and they shift your mindset along with it. To use them, start by writing out your goal the way you would normally think about it. For example, your goal might be to “be an effective communicator” or to “increase sales by 5%.”

Then, rewrite it again using one or more growth mindset triggers. “Be an effective communicator” is now “become an effective communicator,” and “increase sales by 5%” is “develop our network of leads to improve our sales by 5%.”

This way of framing your goals isn’t about lowering the bar or being okay with poor performance. In fact, research shows that people who approach their goals with a growth mindset set more challenging stretch goals for themselves, not less. For example, in one study of medical supplies salespersons, researchers found that those who approached their work with a stronger growth mindset set more ambitious sales targets, put in more effort, engaged in more territory and account planning, and ultimately sold more units.

Establish progress and pivot points

In such uncertain times, it’s important to explicitly establish progress and pivot points on a timeline right at the outset, so you can monitor both your rate of progress and the need to shift in light of new information along the way.

It can be all too easy to lose track of your goals, or to not think much about them until you get closer to the time you expected to reach them. When that happens, you may fail to adjust when progress is slow, or cling to a goal you should have revised when resources or customer expectations started shifting. For example, you may set a goal for yourself of developing a specific skill or reaching a particular sales target by year’s end. To succeed, what should you accomplish in the first month? At six months? If you don’t know, you won’t be able to course correct and, if necessary, try a different strategy or set a revised goal to have the impact you want to see for yourself or your team.

By using these two strategies to prepare for and engage in your goal-setting conversations, as a leader or a team member, you start out with a firm growth mindset foundation that you can then sustain as you pursue your goals through uncertainty, setbacks, and challenges of all kinds — something we all need now more than ever before.

Given our current situation knowing that your colleagues or employees are best suited for this new scenario we find ourselves in. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It is now important to find out whether your managers or your team is well-equipped of working together from various locations. It requires deep knowledge of their personalities, strengths, weaknesses, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you discover if your people are resilient during times of hardship, if they are autonomous, if they are team players, without actual human contact. Given that our platform is cloud-based, everyone can use it from home as well. Humanity finds itself at a crossroad for various reasons now, why not help people discover and develop themselves from the comfort of their own homes?

Request a free demo:

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Sources:

https://story-level.com/setting-career-goals-when-you-feel-overwhelmed/
https://hbr.org/2022/09/setting-career-goals-when-you-feel-overwhelmed
https://headtopics.com/us/setting-career-goals-when-you-feel-overwhelmed-30317001

The Time Has Come for the Career Portfolio

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Ultimately, each employee is responsible for and owns their own portfolio. Unlike a job, a career portfolio can never be taken away. The past two and a half years have been a giant lesson in workplace flux. In any given week, month, or quarter, a new and often disruptive change emerges to knock leaders and organisations sideways. Regardless of whether or not a recession is on the horizon or the employer-employee power balance shifts, whipsawing change is here to stay. How can companies help talent thrive — at work and in life — regardless of what the future portends?

Employees today are fed up. People are antsy for something better (and sometimes, simply new). They want to be seen, valued, and listened to. They want equity, dignity, security, balance, flexibility, and autonomy. They expect opportunities for growth, learning, meaningful contribution, and fulfilment. This may sound like a lot, but if we’re striving to help them reach their full potential and leave the world a better place, it’s actually pretty modest.

For organisations and HR, however, navigating this landscape is fraught. Companies seek to win the “war for talent,” yet almost every aspect of the battlefield has changed. Many people are no longer interested in or inspired by climbing a career ladder that someone else built. There have never been more ways to earn income or create a meaningful career than there are today. The question is no longer “What do you do?” but rather “Who do you wish to be and become?” Talent attraction, career development, and professional identity are all in flux.

From ladder to portfolio

In recent years, more people have discovered that the best career paths aren’t always straight lines. Authors Helen Tupper and Sarah Ellis refer to these non-linear paths as “squiggly careers,” which are “full of uncertainty and possibility.” Squiggly careers offer lots of benefits, but squiggly can also be messy.

This is where HR leaders often get nervous. Even if HR is wholly supportive of updating talent models, how do you attract talent with — or design policies for — squiggles? At the same time, HR leaders are often concerned that introducing new career models will nudge people to reconsider too much…and leave.

A career portfolio approach solves these problems and takes career development to a new level. It’s not only a tool for individuals to rethink their professional identity and reach their full potential. It’s also an arrow in HR’s quiver. It’s a way to attract and engage talent meaningfully and excel as a company. When done well, it actually helps talent stay. (Counterintuitive solutions are often part of a world in flux.) Think of it as HR future-proofing for success.

Here’s how to get started enabling and encouraging career portfolios within your organisation.

Do your homework

The career portfolio concept was introduced in the early 1990s by organisational behaviourist Charles Handy, who focused on the need to develop “portable skillsets” to succeed in a fast-changing workplace. Since then, portfolios have sometimes been associated primarily with freelance work and having multiple roles at once. That is one kind of portfolio, but far from the only one — and not the one that HR leaders should be the most enthused about.

Today, a career portfolio is the container for a person’s professional adventure. It’s far more than a resume or CV. Of course, it includes jobs, roles, and professional skills — typical resume stuff — but it also includes experiences and skills that aren’t on a resume yet often drive everything else.

For example, parenting and career gaps aren’t typically included on a resume. In reality, these things tend to be actively avoided and even stigmatized in the worlds of hiring and HR. But they’re at the heart of a career portfolio, both because they power what a person does and because they bring out a person’s full self. Parenting skills are superskills for teamwork, conflict resolution, and human connection — all of which are at the heart of thriving workplace cultures. Career gaps are often when great growth happens. Rather than hiding these things, a career portfolio celebrates them.

It’s important to note that a career portfolio is not the gig economy. The gig economy offers flexible work that can be flipped on or off at the swipe of an app. While a career portfolio also allows for significant flexibility (and gigs may be part of your portfolio), it’s focused on curating a portfolio of skills and services and future-proofing a career. It’s about intentionally creating and curating a career that changes and evolves over time.

For organisations, a portfolio approach harnesses the full potential of talent. It sees people for who they are — which is exactly what talent is clamoring for. Not being “seen” is why a lot of people are leaving. Furthermore, companies that help employees develop their portfolios — rather than merely climb a ladder — identify and unlock skills that had been hidden, create new avenues for internal mobility, catalyze creativity, and expand opportunities for leadership. You’re investing in professional and personal growth alike. You don’t see talent merely as employees performing a role, but as human beings capable of so much more.

Today, “climbing a ladder” is the career equivalent of “but this is how we’ve always done it.” In other words, it’s in dire need of a refresh. What got us here won’t get us there. We need models and narratives that are open to change, not impervious to it, and fit for a world in flux.

Shifting to a career portfolio lens offers an opportunity to update individual professional narratives. Equally powerful, it’s also a practical tool for organisations to rethink culture, expectations, and design. When an organisation sees talent fully and truly understands the future of work, it levels up the entire ecosystem within which it operates.

Given our current situation knowing that your colleagues or employees are best suited for this new scenario we find ourselves in. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It is now important to find out whether your managers or your team is well-equipped of working together from various locations. It requires deep knowledge of their personalities, strengths, weaknesses, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you discover if your people are resilient during times of hardship, if they are autonomous, if they are team players, without actual human contact. Given that our platform is cloud-based, everyone can use it from home as well. Humanity finds itself at a crossroad for various reasons now, why not help people discover and develop themselves from the comfort of their own homes?

Request a free demo:

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Sources:

https://trainersadda.com/stop-offering-career-ladders-start-offering-career-portfolios/45862/
https://ikoku-news.com/business/stop-offering-career-ladders-start-offering-career-portfolios/
http://www.inspiringportfoliocareers.com/inspiration/

Is It the Right Time for a Career Change?

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Whether you call it “The Great WorkQuake,” “The Great Resignation,” or “The Great Reset”, up to 41% of employees are thinking about changing their career right now. There are a lot of reasons for them to consider leaving. A strong labour market is pushing up wages and benefits, and companies are offering additional perks to attract new talent. Some workers may be fed up with their existing company’s toxic or unappreciative culture, inflexible work arrangements, or pay inequity. Some may be suffering from burnout or general work/life dissatisfaction. Some are leaving their jobs simply because they can afford to — U.S. personal savings hit a record high of 33% this year. Add in the opportunities to “work from anywhere,” and you can understand why we’re seeing employees quitting in record numbers in 2021.

But before drafting your resignation letter, take a hard look at whether quitting is the best way to achieve your long-term career goals. So how do you know whether staying at your current company might be the better decision for you? Here are a few key factors to consider:

1. You have no idea what you want next – only that you don’t want what you have now

Too many aspiring career changers get so worked up resenting a job that isn’t ideal, yet they don’t have a viable alternative. By alternative, I don’t mean a new job in hand, but just a prototype for a job – roles that match what you want and companies that interest you. It’s critical that you are moving towards something you want and not just away from something you don’t.

I call this the pull-over-push reason for wanting a career change. You want to be pulled by the a glorious future – excitement for the role or industry, enthusiasm for what you can accomplish, eagerness to make a contribution in the new field. The pull is attractive to employers, and it’s a powerful guide to help you navigate the inevitable ups and downs of a career change. If you are just pushed out of your current situation – literally pushed out because your apathy caused your performance to drop or you quit out of feeling bored and undervalued – then quitting isn’t going to give you any more clarity. It’s just going to make you more anxious as your savings run down.

2. Your company may have unforeseen opportunities.

As key employees are departing companies, they’re triggering an organisational shuffle. Their departures could mean opportunities for you to take on new responsibilities, build new relationships, and be seen with fresh eyes by management.

If you’ve been building the right relationships, you can take advantage of this moment to both develop your skill set and add value to the organisation. You could end up with a new role — either a great lateral move or a promotion — or an opportunity to lead or participate in a strategic initiative that offers you increased visibility. The pandemic has led many companies to revisit their strategic goals and initiatives. As in poker, sometimes it’s best to just hold ‘em until you see everyone’s cards and can make an educated decision around your future.

3. You can’t name at least three professional connections who you could call right now to jumpstart your job search

Your network is so important to your job search and not just because it helps to have referrals. Even if you don’t get an introduction to a job, your network can provide information. For example, information about the people you’ll be interviewing with – what their personalities are like, what their work priorities are. Industry experts can give you nuance about the trends and challenges facing your dream employers so you can impress them with how much you already know. It’s so much more effective to tend to your network when you don’t need anything. Otherwise, getting back in touch feels contrived or even manipulative. Don’t be the person who only gets in touch when they need something. Before you quit your job, invest several weeks, if not months, on rekindling your professional connections. You want to flex your dormant networking muscles when you can take your time. Otherwise you risk rushing the process and overstepping your ask, a networking mistake even the smartest professionals make.

4. The best time to stretch your capabilities is in a job you hate

You can practice negotiating hard because if they fire you, that just means you get severance instead of quitting with nothing. You can practice pushing back on unreasonable requests or pitching ideas without fear of rejection because you have nothing to lose. You can finally set boundaries with your needy colleagues because you won’t see them soon enough. The best time to expand the negotiation, communication and relationship skills that you know you’re going to need in every job is in the job you have right now. At the very least, you were leaving anyway so if things get awkward, you’re out of there. But at its best, you might find that you greatly improve your environment, your relationships, even your stature. You might feel better enough about your job that you no longer want to quit.

5. It’s a great time to negotiate

Not completely happy with your current situation? Employees have unprecedented leverage at this time to reasonably discuss pay, working conditions, growth opportunities, workplace flexibility, and career-development benefits such as executive education and coaching support. Use this moment to approach your manager and have an open and professional dialogue around what’s possible and what will help you do your job even better. Keep it friendly and conversational — and come armed with data about your performance to make it easy for them to go to bat for you. Savvy companies are focused on retention and acutely aware of the risk and cost of losing great employees like you.

If you’re evaluating your work situation and not quite sure whether to stay or go, reflect on these questions:

  • How satisfied am I in my job now? Consider everything from equitable pay, meaningful work, acceptable working conditions, benefits, job stability, healthy workplace culture, and opportunities for continued growth.
  • What is likely to change (both positive and negative) at my company over the next six to 12 months? How could those changes benefit my career journey? Remember that a bad situation can still be an opportunity to grow given the right conditions.
  • What actions can I take to increase the likelihood of moving into a more fulfilling within my company? Don’t hesitate to ask this question of your manager or other trusted advisors.

If you believe you have the ingredients you need to make the most of staying put, speak with your boss, sponsor, HR, and other people who support you. Demonstrate a powerful case for what you bring to the company, and express your commitment to being flexible and achieving company objectives. Stay connected with others, creating informal information networks, and don’t stop building your industry connections. Know your organisation and manager’s goals and volunteer strategically to contribute where you can make a positive impact. Staying put and doubling down is often the most effective strategy to get you the role and work life you’ve been dreaming about.

Given our current situation knowing that your colleagues or employees are best suited for this new scenario we find ourselves in. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It is now important to find out whether your managers or your team is well-equipped of working together from various locations. It requires deep knowledge of their personalities, strengths, weaknesses, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you discover if your people are resilient during times of hardship, if they are autonomous, if they are team players, without actual human contact. Given that our platform is cloud-based, everyone can use it from home as well. Humanity finds itself at a crossroad for various reasons now, why not help people discover and develop themselves from the comfort of their own homes?

Request a free demo:

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Sources:

https://www.lifehack.org/articles/work/5-reasons-why-you-shouldnt-always-just-quit-job-you-hate.html
https://hbr.org/2021/10/5-reasons-not-to-quit-your-job-yet
https://m.economictimes.com/wealth/earn/7-right-reasons-to-leave-your-job-and-when-not-to-quit/articleshow/64803340.cms

What Is Your Next Career Move?

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As you begin to think about the type of career transition you want to make, start out by documenting what you already know to be true about your professional self. Pay close attention to your workday for the next two weeks, and take notes about when you’re feeling particularly unmotivated or unenthused about your job. Write down the tasks that bring you down as well as those that get you excited. It may seem like a tedious exercise, but if you stick with it, patterns will start to emerge. And it’s in teasing out these patterns that’ll help you build a picture of the role that’s right for you.

To make the right choice, you have to decide what factors are most important to you in a new job, and then you have to choose the option that best addresses these factors. However, this operates on two levels – on a rational level and on an emotional, “gut” level. You’ll only truly be happy with your decision if these are aligned. This article gives you a framework for analysing your options on both levels.

First, we have to look at things rationally, looking at the job on offer, and also at the things that matter to you. Then, once you’ve understood your options on a rational level, we can start looking at things on an emotional level and think about what your emotions are telling you.

You need to get in touch with your inner self and think about how well the career options fit with your overall sense of self and personal fulfilment. Ask yourself:

  • Do I feel like it is the right choice?
  • Do I feel positive about the choice?
  • Does this choice further my career and life goals?

If something doesn’t feel right, then you need to understand why. Are some factors of over-riding importance? Or are other factors important that are not mentioned? Take the time to make sure that you’re comfortable with your analysis, and that you’re confident that you’ve made the right decision, both on a rational and emotional level.

When you have an option that fits both objectively and subjectively, chances are you’ve got a winning career move.

In order to discover the right choice or choices you will have to follow an organised process in order to increase your chances of making a good decision.

1. Assess Yourself

Before you can choose the right career, you must learn about yourself. Your values, interests, soft skills, and aptitudes, in combination with your personality type, make some occupations a good fit for you and others completely inappropriate.

Use self-assessment tools, and career tests to gather information about your traits and, subsequently, generate a list of occupations that are a good fit based on them. Some people choose to work with a career counsellor or other career development professionals who can help them navigate this process.

2. Identify Your Goals

Identify your long- and short-term goals. This helps to chart a course toward eventually landing work in your chosen field. Long-term goals typically take about three to five years to reach, while you can usually fulfil a short-term goal in six months to three years.

Let the research you did about required education and training be your guide. If you don’t have all the details, do some more research. Once you have all the information you need, set your goals. An example of a long-term goal would be completing your education and training. Short-term goals include applying to college, apprenticeships, other training programs, and internships.

3. Lists of Viable Occupational Options

You probably have multiple lists of occupations in front of you at this point—one generated by each of the self-assessment tools you used. To keep yourself organized, you should combine them into one master list.

First, look for careers that appear on multiple lists and copy them onto a blank page. Title it “Occupations to Explore.” Your self-assessments ​indicated they are a good fit for you based on several of your traits, so they’re definitely worth exploring.

Next, find any occupations on your lists that appeal to you. They may be careers you know a bit about and want to explore further. Also, include professions about which you don’t know much. You might learn something unexpected.

4. Shortlist

Now you have more information, start to narrow down your list even further. Based on what you learned from your research so far, begin eliminating the careers you don’t want to pursue any further. You should end up with two to five occupations on your “short list.”

If your reasons for finding a career unacceptable are non-negotiable, cross it off your list. Remove everything with duties that don’t appeal to you. Eliminate careers that have weak job outlooks. Get rid of any occupation if you are unable or unwilling to fulfil the educational or other requirements, or if you lack some of the soft skills necessary to succeed in it.

5. Informal Interviews

When you have only a few occupations left on your list, start doing more in-depth research. Arrange to meet with people who work in the occupations in which you are interested. They can provide first-hand knowledge about the careers on your short list. Access your network, including LinkedIn, to find people with whom to have these informational interviews.

6. Deciding which Career to Follow

It can actually be harder to make a decision when you have more jobs to choose from. You may have to juggle multiple job offers, which can be stressful.

Don’t say “yes” right away. Take the time to evaluate each offer and to carefully compare employee benefit packages. It’s not all about the money—the benefits and perks you’re being offered are important too, and some perks can be negotiated in a job offer.

Don’t rush into a decision. Take the time to carefully consider all options. Forget about the ones you didn’t take once your decision is made; instead, focus on the future and get ready to start your new job.

Careers evolve over time, so instead of stressing about getting your trajectory exactly right, focus on setting yourself up to make an informed decision about what to pursue. Building a career is a process, and understanding that is a part of succeeding.

Given our current situation knowing that your colleagues or employees are best suited for this new scenario we find ourselves in. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It is now important to find out whether your managers or your team is well-equipped of working together from various locations. It requires deep knowledge of their personalities, strengths, weaknesses, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you discover if your people are resilient during times of hardship, if they are autonomous, if they are team players, without actual human contact. Given that our platform is cloud-based, everyone can use it from home as well. Humanity finds itself at a crossroad for various reasons now, why not help people discover and develop themselves from the comfort of their own homes?

Request a free demo:

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Sources:

https://hbr.org/podcast/2021/02/choosing-whats-next-for-my-career
https://www.forbes.com/sites/glassheel/2016/10/11/6-questions-to-define-your-next-career-move/?sh=768e7e95386c
https://www.themuse.com/advice/4-moves-to-make-if-you-still-have-no-idea-what-you-want-to-be-when-you-grow-up