A High-flier in her company, she was told that her next career move was to take over her boss’ job – but after seeing how her boss had suffered 2 heart attacks and a severe case of gastric ulcers, she didn’t fancy following in those footsteps.
“What can I do?” she asked me.
In the dynamic corporate world, one of the most significant frustrations mid-level executives face is the lack of career advancement opportunities.
This feeling of stagnation can be particularly acute in competitive markets like Singapore, where the pressure to succeed is immense.
The even bigger frustration is having a career path set for you that you don’t want to pursue, but might have to, just because Senior Management ‘needs you in that critical role’.
I offered her 3 ideas:
1. Talk to ‘The Powers That Be’
Sometimes, HR and Senior Management think they know what’s best for you.
“A transfer to a Nigeria would do wonders for your career!”… or,
“Yes, this project has been stalled 6 times, but imagine the respect you’ll get when you successfully pull this one off!”
Just because it may have worked for someone else, doesn’t mean that it would work for you as well…
But on some rare occasions, Senior Management and HR do know what’s best for your career.
Like another client of mine who was in Sales (which he loved doing), but his bosses made him do a ‘job rotation’ into an Operations role (Boring!!), then into a Finance role (Hated Numbers!!), but 4 years later, he was perfectly positioned (and skilled) to be the General Manager for the Country.
I think it is best to have a candid conversation with your leaders – articulate your plans for the future and concerns regarding the move (strongly if you have to) and see what their feedback is.
Be vocal about your career aspirations and seek their support in creating a development plan. Organizations often appreciate employees who are proactive about their career growth and are willing to invest in their development.
Most times, they will have to respect your decision.
2. Seek Feedback and Mentorship
Constructive feedback is a powerful tool for growth. Engage with your superiors and peers to understand their perception of your career moves ahead.
Additionally, finding a mentor within or outside your organization can provide invaluable insights and guidance.
Mentors can help you navigate organizational politics, identify opportunities for growth, and offer advice on how to position yourself for advancement.
However, many well-meaning mentors often gloss over the inconvenient truths so as not to offend your mild sentiments – and that’s when you might want to hire Career Strategists like us to give you a neutral third party look and provide you with the unvarnished truth about your situation, and how to fix it.
3. Pack up and Go
Remember, joining another company isn’t the ONLY solution to a sticky career situation but many people forget that this IS still a Solution.
“I can’t leave my company because…. <insert excuse here>” is a common refrain we hear.
If, after repeated conversations with your company mentors, sponsors and bosses and they are still unwilling to see your point of view, then it is time to start crafting your Career Strategy with an Exit Plan in mind.
But don’t be hasty – a good move takes time to incubate and strategise – come talk to us if you have decided to take this paty – and want to minimise any risk to next adventure.
Do not be afraid – regardless of how bad people say the market is at the moment, there is always a demand for Good Talent like you – be bold and move ahead with purpose!