The current pandemic has led many people to wonder about changing careers; an not surprisingly so. Here are a few simple principles to consider when deciding on career reinvention, that can guide aspiring career-changers through the process during these hard times.
Have you been lead to believe that a career path is linear and prescribed and should be followed like a set formula; and if you don’t, the likelihood of success is marginal or is at best the luck-of-the-draw.
A non-traditional career path is not always the most comfortable approach, but it is one that can make job candidates more appealing to a smart recruiter or hiring manager. In my experience, intentionally making myself uncomfortable has helped me develop a more holistic skill set. For some, a non-traditional career path can be too challenging to handle. However, I have learned that you do not need to stifle internal anxiety about making big career changes. It is natural, and an opportunity to learn and grow personally and professionally. The key is to use that discomfort productively and ultimately master the situations that seem overwhelming at first.
There are (at least) five lessons I have learned throughout my career in which taking the “easy” route would have been perfectly acceptable, but by taking the road less travelled I gained much bigger rewards.
DON’T OBSESS OVER BIG BRANDS OR LOGOS
Early on, I threw away the notion that big employer brands matter. Choosing to focus on a lesser-known company where the learning opportunities are exponentially higher will almost always bring your the rewards you are looking for. Don’t get me wrong; I believe that working at a big company with a reputable brand can be very good for professionals especially at the beginning of your career.
Big brands have the resources to train people well. If however, you desire a career with velocity and autonomy, a big company is not where you want to spend the entirety of your career. Many people who have grand career aspirations become dependent on navigating internal politics based on their employer’s logo and become less focused on the actual work. Large companies tend to be complex, bureaucratic organizations. While they might be highly competitive and impress your friends and family, you may be unable to progress your career quickly.
For me, moving on from a well-known brand allowed me to manage a large team at a young age; something that would have taken me years to achieve had I been concerned with working my way up the corporate ladder. This is the type of intangible experience that gives a career velocity.
if you are passionate about marketing but realized you want a broader scope as an example; working for a large company can train you well for the workforce. If you know you want more, it is going to show. So make the choice and move to a smaller company that is perhaps less well-known, but where you can challenge yourself with roles and responsibilities that would have taken years to achieve elsewhere.
TACKLE DIFFICULT CONVERSATIONS HEAD-ON
As a woman, it’s vital to force yourself to have uncomfortable conversations with your managers about other priorities in your life, specifically if you have children and family obligations. You must set expectations both at work and at home to achieve enough balance to thrive in each environment. As a younger woman, finding your voice and setting those boundaries with your supervisors and senior managers can be challenging and intimidating. I have witnessed many young women burn out because they pretended that they did not have obligations outside of the office and instead poured the majority of their energy into their work. But that is not reality.
More recently, COVID-19 and the work-from-home culture has made having a family very apparent. You can’t hide the fact that kids are home because they are bursting into your home office, interrupting Zoom calls, and have home-school schedules that require your attention. It has brought about a reckoning. Previously, uncomfortable expectation-setting conversations about family responsibilities were mostly relegated to women, but that is starting to shift. The pandemic has democratized this aspect of work-life balance by making it more ubiquitous and gender-neutral.
FIND AND LEARN FROM ALL TYPES OF LEADERS
The truth is that no one, not even an executive, is good at everything. Some are amazing people managers and fantastic at leading a team. Others are the wicked-smart types, geniuses but genuinely terrible at managing people.
I’ve been lucky. I’ve had the chance to work for, and learn from, the full spectrum of leaders. I spent several years working for a mentor who was a great leader of people and manager of teams. Later I went to work at an organization where my manager wasn’t a particularly great people-leader. Still, they were smart and creative and I gained a lot of important functional experience.
It is important to remember that there is no such thing as a perfect leader, and often we don’t get to choose who we work for. It often comes down to taking the initiative to recognize and learn from the strengths of whoever your leaders are at a given moment and translating both their strengths and weaknesses into skills that you can use in the future.
GET YOUR HANDS DIRTY
Looking back, I have always taken on tasks and responsibilities that were “below my pay grade” as a way to build trust with my team. I will get into the weeds and write email copy, or go to meetings where I’m not expected. Even now, I often do things that others would consider to be their direct responsibility.
Doing the unexpected builds trust, affinity, and goodwill with your teams. It also builds credibility because you show your team members that you are a good practitioner, not just a figurehead devising strategy. It also throws ego out the door. When your team knows that if they need help with something, all they have to do is ask you and we will tackle it together. I believe this approach creates a healthy culture and establishes your role as a leader. Nobody wants to work for someone who delegates responsibility and is incapable of understanding what the real work looks like and what it takes for teams to be productive.
DO NOT LET ANXIETIES OWN YOU
Some people are very risk-averse and they do not like a lot of change inmost aspects of their lives. If your career is the antithesis of your personality and you have found that when managing the anxiety that accompanies uncomfortable situations and challenging decisions you endure throughout your career, you have to move through it and not let it own you.
For some people, the anxiety that accompanies navigating a career can be an unpleasant nagging, but it can be downright debilitating for others. By acknowledging its presence and moving through the discomfort, you learn how to manage it rather than let it manage you. Some people may view it as a weakness. I am proof that you can allow discomfort to exist and turn it into a tool to not only survive but to thrive.
Has 20Plenty turned in to 20Empty for you?
Are you fatigued by a prolonged lockdown and feeling like “Can this be over now?!?” Have you started to relook at your career i.t.o potentially making some changes?
Clinical psychologists have suggested that this pandemic has caused an emotional tsunami for many. “Peoples’ feelings are exacerbated to the extremes at the moment, especially because of the uncertainty of what’s going to happen,” Suntosh Pillay. The toll this pandemic has taken on peoples’ mental health is leaving many in a perpetual state of stress.
While, for some, lockdown has afforded the opportunity to spend much needed time with family, which would not ordinarily have happened; for others lockdown has been a source of anxiety, hopelessness and disconnectedness. Financial stress, anxiety and panic has been cited by South African Depression and Anxiety Group (SADAG) as 3 of the major challenges South Africans are facing.
In addition to this, many people are being forced to re-evaluate their careers with many looking for ‘re-skilling’ opportunities to ensure they can adapt to the post lockdown world of work. Many people have found themselves retrenched or forced into unpaid leave and still others fear they could find themselves in the same situation and not have a position to go back to in the new year.
Has this pandemic caused you to consider pivoting or changing careers completely as you begin to prepare for life after lockdown?
Global research indicates that many people are attempting to upskill in the hope they will be able to be re-employed or be in a position to transition into a different sector.
Regrettable only 36% of polled employers has offered their employees support in improving their existing skillsets during this time. We know that without continuous improvements to skill-sets, existing members of staff are likely to become bored and demotivated because they are not being challenged or given the opportunity to grow. This is more important now than ever before. If staff are unfulfilled and unmotivated they will start to think about pursuing a career elsewhere when things settle down.
This in-turn is likely to mean businesses will need to invest huge sums of money in recruitment – with no guarantee they will be able to find anyone with the right attributes. So investing in continuous skills development with existing employees is the best way forward – and it’s also less costly.
For many this pandemic has been the wake-up call they were waiting for.The study found more than a third of those polled have reconsidered their chosen career since lockdown began.
In fact, one in 10 people are currently attempting to retrain for an entirely different job. However, 54 % of people surveyed fear they are too established in their current career to do something new; despite many feeling that they may not have a job to return to.
Business owners, have indicated that six out of 10 job applicants lack the skills employers are looking for and filling vacancies with workers who have the desired skillsets is one of their biggest challenges – even harder than retaining valued members of staff.
Recruitment is costly on a financial level, and there is a danger it could affect a business’ ability to grow because they can not find the right people for the job.
This is why continuous skills development is so important – it reduces the need for investing in recruitment because fewer members of staff want to leave as they are likely to be more fulfilled and stimulated. Furthermore, businesses can then grow with a workforce who has all the right skills for the business.
What plans do you have for continuous skills development as you prepare for life after lockdown?
There has been a lot of discussion around the impact technology and AI will have for the future of work. Many companies and countries have already adopted and adapted many of their offerings and services to be automated and or offered by some form of AI. South Africa launched its own journey into the Fourth Industrial evolution with the president committing to the country being an early adopter of this new way of being.
Then Covid-19 swept the globe, and the message about our future has become even clearer: what started as a few weeks of working from home has evolved into a catalyst for change regarding how we work and live.
Millions of people have transitioned to working from home globally and many South Africans have found they too have needed to join the fray. In addition, South Africans, like many others around the world, have also begun to stream online content for 8 hours or more each day.
It is safe to say that the traditional definition of office life has been put to rest, and now we are all left to wonder, what will replace it? Many employers have begun to ask whether it is necessary to return to the a pre-Covid world of Work and if not, what does this mean?
However, before we follow that rabbit hole into the future, let’s get some context around the past that is so abruptly changing. Office spaces as we know them have really only existed since the 1930’s, with the birth of the cubicle occurring in the 1980’s. This style of work is not a long standing phenomenon, and even before Covid-19, it was already on its way out of style. Employees were pushing for their freedom, with 80% of US workers reporting they would turn down a job if it didn’t offer flexible working arrangements. This requirement for job flexibility was a huge factor and had a huge impact on decision making especially when families were getting started. Employee demand pushed remote working opportunities to grow 44% since 2015.
So in essence Covid-19 has really only expedited what was already on the horizon anyway.
As a career expert and coach, I have found myself questioning how permanent these changes are? How will this affect employees in the workplace, especially those, whose careers have already taken a battering lately due to economic downturns.
One thing is certain though remote work is here to stay. This transition has already been set in motion with big tech companies like Facebook taking initiatives now by telling staff to work remotely for the remainder of the year, and in some instances, permanently. Google has begun to rotate employees on site for a few days each week while ensuring facilities remain at only 10% occupancy. Twitter has taken a somewhat different approach, where virtually all employees will work from home, permanently.
We have also seen our universities transition to blended learning approaches [some more quickly than others], with only a fraction of the student body and staff on campus at any given time. The rest are all on some form of rotation. Our schools have been forced to reinvent the way they teach while simultaneously attempting to salvage an academic year, and observe social distancing protocols. Rotation scenarios again being implemented across the vast majority of schools, colleges and universities. We have also seen parents getting progressively more involved in the children’s education rather than leaving this vital aspect of their childs’ development to the education sector exclusively.
Our very notion of work is changing – and not just from a geospatial perspective. Workplaces are being reconfigured. Various industries have overhauled their spacing policies to observe social distancing protocols. The trend of less space per person has reversed into more space per person, allowing fewer people per building. We have seen online facilities been utilised with progressive proficiency, even for those who were once overwhelmed and intimidated by the prospect.
While remote work offers a slew of improvements for the workplace, a 25% reduction in employee turnover and 77% of employees reporting increased productivity, to name a few, it also brings unique changes and demands that companies may not be fully aware of, yet.
Between 2005 and 2019, the number of people working remotely across the world grew by a staggering 173 percent.
Working from home is no longer reserved for certain industries and professions – it is becoming the number one workplace benefit people are looking for in a job. A recent survey by executive recruiter Jack Hammer revealed that remote working and flexitime are increasingly being implemented by South African companies as a means of enhancing employee engagement, wellness and productivity.
While there are signs pointing to a big spike in remote working over the next two years, South Africa still lags about four or five years behind the global working-from-home curve? WHY??
South Africa is a country that embraces ubuntu. We like being together. The attributes that make South African culture unique – our laughter, our humanity, our solidarity – may help in part to explain why we have been slower to embrace remote working than our global counterparts.
At the individual level, differences in personality types mean some people are simply better suited to remote working than others. Self-initiation and self-motivation are crucial traits, as are the means and ability to build systems that can support individuals to work effectively from home.
At an organisational level, the challenges are linked with leadership and teams. People feel disconnected from their teams and believe they do not perform as well when they are not physically in the same space. Executives report difficulty in leading effectively when teams and individuals are not physically present. These are two conundrums we are going to have to figure out, because good leadership and agile teams are important aspects of future-ready organisations.
Many South Africans started working from home in March and now almost seven months down the line many continue to work from home. According to the study, more than nine out of 10 (94%) decision-makers responded that they regarded it as essential to allow parents more time with their children. Cisco South Africa country manager, Garsen Naidu, says they were fascinated to learn that working from home did not negatively impact productivity. “We were fascinated to learn that working from home did not significantly impact the output. Employees are still as productive as they were in the office, partly as a result of not spending time getting to the office and settling in. It suggests that an employee’s mental energy remains finite, within the context of traditional roles and tools,”
South African businesses are more willing to embrace remote working. Those that remain reluctant may find themselves pushed that way by necessity.
Additionally, with another 18 months to two years of continued rolling blackouts ahead of us, this may be the very thing that pushes South African businesses to take the leap and catch up with the rest of the world regarding remote working. Meanwhile, reliable internet connectivity plays a vital role as it has implications on stress levels of employees.
“Connectivity emerges as an important factor for success in remote working…, and illustrates that remote working only functions successfully with remote connectivity. Connectivity is the key to the digital office.” The digitalisation of the home office must take into account the personal circumstances of the employee,” says Arthur Goldstuck, managing director of World Wide Worx. Terry Bell says he believes that a large number of companies will adopt the practice of remote working after the lockdown because the benefits of working from home for employers are significant. He adds that with fewer cars on the road would mean reduced road fatalities and less pollution. “I certainly do see that working from home is going to become much more common. It’s a lot cheaper for employers because they don’t have to provide office space. From a worker’s point of view, they end up working as individuals, they will then end up being negotiated with as individuals.”
It’s extremely advantageous for employers, and productivity does not fall.
For a young country like South Africa these are important considerations. We have a growing population and we are one of the most rapidly urbanising places on the planet. When we reflect on a horizontal city like Johannesburg, with its sprawling footprint, or Cape Town with its gridlocked roads, and it is easy to see how asking people to travel further is just not realistic; working from home just makes sense.
Remote working should be standard practice post Covid-19. The lack of office space will necessitate it, social distancing will demand it and investments in advanced digital technologies, infrastructure and collaboration tools will facilitate it.
COVID-19, of course, is not the first attack on our jobs. The fourth industrial has already changed the job landscape. As it is, humans and machines are increasingly working together, bolstering efficiency and productivity. The workforce is becoming increasingly more structured by project rather than job function, allowing tasks to be created and dismantled flexibly.
Many companies may opt for a reduction in workdays. Others will rethink their ratio of permanent employees to gig workers. Expect to see leaders pivoting towards business models that create new digital and online forms of value. Until now, the concept of unlocking the digital dividend has been largely elusive.
We often make up excuses to stay in jobs that make us unhappy, but regardless of what we tell ourselves, all of these stories boil down to FEAR. We want to debunk some of the myths we tell ourselves around staying in a bad job.
Do you feel stuck in a job you don’t like? We often make up excuses to stay in jobs that make us unhappy.
Leaving the security of a job, especially during tough economic times, is a frightening thought – but so is continuing to work in a place that leaves you unfulfilled and unsatisfied.
I want to debunk some of the myths we tell ourselves around staying in a bad job.
Myth: Things are tough, so I can’t make a career change right now.
Truth: Sometimes negative events can be a catalyst for positive change.
Whether you are experiencing tough times on a personal or global level, it can be difficult to think of adding a career change on top of those stresses. Sometimes however, tough times can reveal a new purpose or meaningful opportunity.
There are countless stories of people who have turned tragedy into something meaningful. It can be done. You just have to let yourself be open to the idea of change.
Right now we are all experiencing one of the most challenging periods in history. We have seen a downturn in the economy due to COVID-19. While it is true that fewer companies are hiring and there is more competition, the roles are still out there. There are companies that are innovating to adapt to the changing world. There are also companies who have seen an increase in demand during this time.
The key is making yourself stand out by highlighting your passions and skills. It may not be a quick or easy change, but don’t let fear be the thing that stops you from finding something better.
Myth: I’m just lucky to have a job.
Truth: It is possible to be grateful for a job, but still not love it.
As we see unemployment rise and more companies go through layoffs, it is normal to feel gratitude for what we do have. It is also a good thing. There are proven benefits to expressing gratitude and it is something that should be part of your daily routine.
But it is also okay to be grateful for what you have while admitting you long for something better. Accepting what is because you know it could be worse is twisting gratitude into an excuse to hold yourself back. Allow yourself to strive for more. Do you know what you want? Do you have a dream job?
Myth: I can’t afford to leave my job right now.
Truth: You don’t have to leave your job (yet) to start the career transformation process.
How to Handle Common Career Struggles
A career can be a source of great joy and great pain. If you relate more to the latter, chances are you have experienced one of these common career struggles. Fortunately, you do not have to continue suffering.
Do not settle in your career! If you are not happy, it is time for a career transition!
Here are some solutions to some of the obstacles most frequently faced by professionals.
Problem: You hate your job and/or chosen career path.
Solution: If you know you are not happy and have yet to take steps to remedy it, you typically fall into one of two scenarios:
- You are fearful of making a change. There are many stories we tell ourselves that can cause us to stifle our own success. “I’m not good enough.” “What if I fail?” “What if I make a change and it’s worse?” It is critical to recognize what story you are telling yourself so that you can start to isolate those thoughts and address them. Bringing your fears to the forefront of your consciousness is the first step in being able to overcome them. Once you recognize and acknowledge the fears, applying some simple but effective tools can render them powerless in holding you back.
- You do not know what will make you happy. You have recognized you are not happy, but you do not know what will bring you joy. This can be especially difficult when you have spent your entire career in one field. It is time to do some discovery work. Finding your purpose is a key place to start. Once you know your purpose, make a list of your strengths and passions. If you start to see some similarities between the lists, follow that path.
Problem: You are struggling to get to the next level in your career.
Solution: It is time to expand your network. You have got the experience and you need to highlight that to the right people – whether it is a decision maker or someone who can make a referral. They can be at your current company or at a potential new employer. Connecting with the right people can make all the difference. Expanding your network does not mean you have to attend in-person networking events, especially in the age of social distancing. There are great digital tools, such as LinkedIn and Shapr, that allow you to build relationships with other professionals. Find an authentic way to connect with others that is enjoyable to you.
Problem: You are not standing out to potential employers.
Solution: Most recruiters and hiring managers see hundreds of resumes for a single position. That number increases the more desirable the role and company are. Standing out is difficult, but possible. We recommend that every job seeker approach their career as if they were an entrepreneur building a company. Your career is your business. You must determine your product (your skillset), your unique selling proposition (your strengths and passions) and your target market (the companies YOU want to work for). Once you have defined your professional brand, you need to ensure that it is reflected everywhere – your resume, your cover letter, your online presence, and especially how you show up for interviews.
Now it is time to market yourself. You have to do more than just submit your resume to job posts and boards. Connect with the right people and make sure you are visible. Focus on your strengths and passions, especially if you do not have the requested experience.
If you need help defining and marketing your personal brand, we can help. Chat with one of our coaches here
It is time to transition in your career.
Career transitioning does not happen overnight. It is a process that takes time and commitment.
Deciding you want to find something better does not mean you have to quit your job tomorrow. It simply means you are ready to start the process of identifying what kind of career will bring you joy, and what kinds of companies will value who you are. THEN taking the steps to find them and go after them.
What can I do to find a career I love?
Ideal Careers offers several courses, for wherever you are in the process. If you are looking for total Career Transformation OR looking to Transition Into another Career, we offer programs, as well as coaching, to get you started. If you are already in process or looking to ease into career transitioning, we offer a single-modules that focuses on a particular area of making a career change. Book a chat with one of our advisors Its FREE.
Do not let fear hold you back from finding happiness and fulfilment in your career!
Your career plays a major role in your life. Settling and being complacent in this area can leave you feeling unfulfilled. Find the right solution for you at Ideal Careers.co.za
During these unprecedented times we all need a little help. Here are a few packages which may tickle your fancy and provide some help along the way to redefining your normal.. If any of these sound like something you may be interested in doing click here to connect with me and we can schedule a FREE consultation session with no obligation.
If this is not what you are looking for let me know how I may be of Service and we can tailor make a packed to suite your unique needs.
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This is Part 1 of 2
Goal-setting seems like a smart thing to do in a career change. However, this might actually be exactly what is keeping you stuck. Renata explains why big targets can be a false friend. Here is what she recommends doing to start making progress towards that Ideal Career instead.
Let me tell you a short story
A little while ago I was doing a cupboard purge something I had not done in a while.
I found a black hard cover notebook. I immediately recognise this old faithful companion that contain hundreds of lines of my handwriting and doodles, in different colours of ink and pencil.
Journal entries, to-do lists, thoughts I had jotted down. Pages and pages of confused, frustrated outpourings about my work, my life, my future. I took a moment to read those words and I was transported back to that year in a deeply visceral way that I haven’t felt for a long time. The desperate awkwardness of feeling like a fundamental misfit in a career and a life that was not for mine. The sense of being caged in and stuck, trapped by the very life choices I myself had made in the years before. The dark emptiness ahead of me when I tried to imagine what else I could do.
As I flipped through the pages of that old book one page in particular hit me hard.
It was a list of goals.
Big, ambitious, hopeful goals. The only kind I had, back then.
And then next to them, in a different pen, clearly written later in a fit of irritation, a series of scrawled, pointy, sarcastic flippant questions…
- “Have three reasonable career options I’m truly excited about.” LOVELY. HOW, EXACTLY?
- “Start a side line income to make extra cash” WHICH YOU’LL DO IN WHAT SPARE TIME?
- “Have ($6000) saved by June.” WHAT FOR, GENIUS?
- “Hand in my notice by September” YEAH, RIGHT!!
Reading the contents of that page was like watching a snippet of the perpetual state of the inside of my head – the never-ending back-and-forth of a hopeful, fierce optimist and an angry, hurt cynic.
I made a lot of lists like that.
I remember how painful and pointless those felt, once their initial balm wore off.
Unrealistic, hollow-feeling goals, created mostly because I didn’t know what else to do.
They sounded nice, but I rarely did much about them.
It wasn’t a question of what I wanted on a grand scale.
It was the specifics I had no clue about. I still did not know the steps to take to get there.
Goals are not very helpful in the day-to-day logistics of a career change.
YES goals can feel productive, and make yo feel good in the beginning. Perhaps these goals even feel good the day after you write them down.
But beyond that initial feel-good sensation you have initially it can actually have the opposite effect on you making any meaningful change.
Fulfilment isn’t SMART
Anyone who has ever done any goal-setting has come into contact with the idea of SMART goals at some point:
We are told Goals must be Specific, Measurable, Achievable, Realistic, and Time-based.
This is Fair enough however finding fulfilling work is not quite so neat.
Setting SMART goals is an organisational task – finding the logical pieces, breaking them into chunks, and putting them together in a way that leads you forward, step by step.
Finding fulfilling work however feels more like trying to jump off a jellyfish into an ocean you are not convinced actually exists.
You do not really know where you are going, so being specific i.t.o goals setting is laughable.
You are not sure how exactly to measure fulfilment (beyond ‘Makes me want to poke myself in the eye / Doesn’t make me want to poke myself in the eye’), so that’s a shaky one too.
You do not even completely believe it’s possible, so how can it be achievable or realistic?
And time-based… if ONLY a deadline could fix this mess.
So sitting down to write some goals for your career change… eerr if it feels ridiculous, that’s probably because it is, a little.
Extrinsic motivation is not effective
Imagine you have set yourself a goal to lose 10 kilos.
You start going to the gym every day, because someone told you that gym exercise gets faster weight-loss results than anything else.
You hate the gym. You hate the smell of the changing rooms, you hate the perky gym bunny types who take up all the machines, you hate the music they play, and you hate running towards your own reflection in a mirror for half an hour and traveling precisely nowhere.
You start taking a salad and a Thermos of cabbage soup to work every day. You hate salad. You hate cabbage soup. You are starting to hate your life.
But you would love to loose those 10 kilos.
So you put up with it. You eat the soup, holding your nose and visualising your life once you’ve hit your goal. You endure the gym, wishing you could just hit your goal and never have to go back there again.
What are the chances of you hitting your 10-kilo target – and, more importantly, maintaining it afterward? I would say Pretty low, no?
Goals that do not inspire you or give you that “hell yeah” feeling or rely on extrinsic motivation such as an external, tangible result or outcome you need to achieve will not be achieved.
These goals feel heavy, looming over you menacingly until you have hit them. The process of working toward them often doesn’t feel enjoyable and takes a lot of effort despite the rewards at the end.
So you’re less likely to take the steps you need to take to achieve them.
Extrinsic motivation has repeatedly been shown to be less effective than Intrinsic motivation, which is driven by enjoying the activity itself.
Extrinsic motivation: “If I walk five miles today, I can have that piece of chocolate cake.”
Intrinsic motivation: “I love dancing – I’m going to dance in the kitchen just because it feels great.”
Extrinsic motivation: “If I spend the next month learning about the political system in Uzbekistan I’ll look really smart at the university dinner party.”
Intrinsic motivation: “How DOES the inside of my remote control work? This is fascinating…”
In other words, given the choice between rewards or enjoyment, you are far more likely to do things you enjoy.
So, ironically, you are more likely to lose 10 kilos by throwing the scales in the bin and going dancing every weekend than you are by trying to haul yourself to the gym every day if going to the gym is not your thing.
In your career change, you are more likely to find fulfilling work (albeit counter-intuitively) by doing things you enjoy than you are by setting yourself a goal to change career.
Pressure encourages procrastination
There is a fair amount of pressure involved in goal-setting.
Either you hit your goal, or you don’t.
There is no room for the grey area on the way.
And if you don’t hit it, you’ve ‘failed’. Unpleasant. Scary. Dunce hat. Ugh.
Procrastination is based in fear. Fear of failure, fear of success, fear of change: all fears that grow from an attachment to a specific outcome… otherwise known as ‘a goal’.
In career change, this often looks like vacillation, over-thinking, endlessly weighing up options, researching things to death…
What if you get it wrong? What if you don’t hit your target? What if it never happens?
High stakes creates high tension – and the higher the tension, the less likely you are to act.
So if you have set yourself a goal and you are getting stuck in procrastination-whirlpools, this might be why.
You are not the boss of everything
Unfortunate, but true.
No matter how hard you try, or how much effort you put in to achieving a goal, sometimes the world just gets in the way. Life happens.
Maybe you twist an ankle and can’t train for the marathon.
Maybe the taxman slings you an unexpected curveball and your savings goal hits the deck.
Maybe your company withdraws its plans to offer a round of voluntary redundancies next month, like you were expecting.
Maybe your kid gets sick and you spend your week curled up on the bathroom floor mopping brows and blowing noses and you don’t get your LinkedIn profile up to date like you said you would.
These moments hurt. Partly because they throw a spanner in the works and we have to deal with the possibility of failure.
Partly because it forces you to realise that you can’t control results.
You can ONLY control what you do, but not what happens next.
- You can create a perfectly written LinkedIn profile, but you can’t control whether or not people will read it.
- You can reach out to someone you admire, but you can’t control whether or not they will respond.
- You can go to an event you have never been to before, but you can’t control whether or not it will spark a new career idea.
Trying to consistently hit your goals when you are only responsible for part of the process is a pretty heavy expectation.
Don’t just set goals, build habits.
Looking back at my notebook, I’m pretty proud to say that I have achieved pretty much all l the goals I set back then and am working on achieving the new ones I have set.
I found a way to visit amazing places met some truly amazing people and do work I am completely in love with.
That wouldn’t have happened without giving myself the space to dream ridiculously big and commit to consistently doing things I had no idea how to do BUT learnt that it was possible and I could them.
Read part 2 next
I have Coached Over 200 Career Transitions — Here is A Routine That Helps People Bounce Back Faster
Losing your job takes a serious toll on your confidence and stirs up all kinds of unpleasant emotions.
Realistically though, it is likely that we’re going to face some kind of job loss or significant job change at one point or another in our careers. Sometimes this change reaches far beyond the scope of our individual control and comes as a surprise to us. The best we can do is be prepared to manage this adversity and take some time to focus on ourselves. I’ve worked through over 200 career transitions over the years – including a couple of my own (most have been my clients’). Self-care is critical to successfully getting through this time. Here are five ways I practiced self-care after I was laid off — and I think you should try this routine, too
Losing your job can often be a big shock to your system. Sometimes we know our organization is going through significant changes, but sometimes the change comes as a complete surprise. Whatever the case, when the change impacts you personally, it can really hurt and take a toll on your confidence.
Depending on who we are and how we react to things, we might become emotional as we react to the news. The best advice I can give here is to take a breath. If your employer is presenting you with a severance package, make sure you DO NOT sign anything in the heat of the moment. Take some time to review the severance package offer after you get over the initial shock factor that will inevitably happen.
Reach out to a friend or colleague that you trust and get their input. Lean on your support system and let your feelings out in this safe environment. You don’t want to be embarrassed by emotional, irrational behavior in front of your former employer. Save the insanity for close family and friends (lucky them).
For me, the pause was critical because getting laid off was a very emotional experience. Taking time to breathe allowed me to have a rational and professional discussion with my employer about severance.
I resolved the outstanding issues with my employer, A.S.A.P.
After the ‘pause’, it might still take you a few days to get your emotions back in check. Once you can get through thinking and discussing your new situation without bursting into tears or fuming in anger, set your sites on closing the loop on outstanding items with your employer.
For your own mental health, you’ve got to get the details resolved as quickly as possible. Having the details of a severance looming over you for days, weeks or months is simply exhausting. You owe it to yourself to get closure so you can move on.
In most cases, your employer should appreciate that this is an emotional situation and provide an appropriate deadline (a week or so) for you to get back to them on their offer of severance. If they don’t give you some time to get your act together, count your blessings that you no longer work for them.
So, you have done your due diligence in terms of reviewing the details and terms of the severance offer, now you need to respond to them. I always suggest having this conversation via email so everything is documented. Avoid the phone if you can it can muddy the waters. You also don’t know what might set off potential emotional outbursts. Make sure you get all of the details from your employer such as how and when the severance will be paid, what happens to your benefits, what happens to any sort of other company programs and any additional amounts owing. Get all the information that you can to minimize any need for follow up contact. You likely won’t want to talk to them again.
I didn’t try to find out why I was laid off.
I have heard people say time and time again that they need to understand why they have lost their job in order to move on. They want to know what they have done wrong, or how the employer decided that they should be the employee to exit.
The fact is, a lot of time, the reason that an employer provides a severance package for you is so that they don’t have to share this information with you. Quite frankly, it might even be none of your business, and part of some broader organizational plan.
For me, adopting an ‘I don’t need to know’ attitude was the key to self-care when I was laid off. What value is there in knowing the organization’s point of view, anyways? Would it really change the current situation? Probably not. If anything it would only serve to inflate your anger and frustration levels. So take time to make peace with the reality that you are out the door and see it as an opportunity rather than a set back.
I got into a routine.
I allowed myself some time to mourn the loss of my job. This is an important step many people seem to forget to do or chose not to do. Loosing a job is much like loosing a loved and the lose needs to be mourned. For me, this was the end of the longest-term relationship I had ever had. Grieving was important, but I set myself a deadline to be sad. I cried and moped, but only for a week. At the end of the week, I started into a routine.
It was summer and I wanted to take advantage of the time away from work and focus on the positives of being away from work. I got up every single morning and planned an outing with my little guy. Every day we were up and dressed. You’d be surprised how therapeutic getting up and going outside can be.
Getting into a new routine is critical to your career transition success. Part of establishing this routine was knowing what I would say when people asked ‘How’s work?’ I actually practiced my response so I could answer confidently without stumbling or feeling insecure.
I set an unemployment deadline.
While I only allowed myself a week to be sad about losing my job we all know the grieving process has no hard and fast deadline. The reality is that, sometimes, we have to work through the emotions of things , and that can take a while. While I wasn’t sitting at home and moping, I was still going through all the feelings of job loss. I wanted some time and space between that job and my next one. Since I was laid off in the summer, I set myself a deadline of autumn (fall) to get on a structured job hunt. Setting parameters and clear goals for myself were really key parts of my self-care and managing my overall mental health.
Job loss is hard. Period. There is no magic formula to work through the grieving process and there are no standard timelines. When it comes to self-care and job loss, you’ve got to take a moment to reflect what will work for you. Focus on those things that give you comfort, structure and a sense of purpose. It’s inside those things that you will find a transition process that is uniquely yours. On the other side of that transition is your future career success.
I have had so many amazing responses from a previous post on Limiting beliefs I though it might be useful to add to this theme by also giving some thought to How to Identify your Limiting beliefs. I really hope this provides as much help and insight as the previous post on limiting beliefs did.
To change anything, you must first identify it.
It’s important to stay relevant.
We all have tons of limiting beliefs, but the truth is that many of these really do not affect our lives in any significant way so are pretty irrelevant.
The limiting beliefs that are going to have the greatest impact on our lives however are the ones that we need to deal with and replace with new beliefs.
Once you have dealt with the beliefs that have the greatest impact on your life you can work on those that have a less significant impact.
Part of moving forward is focusing on the most important issues in your life.
Remember to keep that in mind as you go through the process of discovering your limiting beliefs:
Start by making a list of the areas in your life where you feel challenged.
If you have an area of your life that displeases you and you are not actively doing something to repair it, then there is a fairly good chance that you have a limiting belief lurking. We can assume that if that were not the case; would it not make sense that you would just fix the issue or change the situation? Do you need some help making a decision why not do a really quick assessment using the Wheel of Life Tool
Very often Your behavior is an indicator of your beliefs.
Consider how you’re doing in the following areas:
- Finances. Are you feeling ﬁnancial pressure in your life? Do you have all the things you need or really want? How much money do you have in savings? Do you have the income you desire? Is that income secure?
- Relationships. Are your relationships satisfying and fulling? Do you feel the connection you want to feel in your relationships?
- Consider your intimate relationship as well as your relationships with your family, friends, and co-workers.
- Health. Are you taking good care of yourself? How is your weight? Do you go to the doctor regularly for check-ups?
- Fun & Adventure. Are you doing the things you really want to do? Do you dream of going overseas but haven’t been yet? Do you want to learn to play the guitar but never have?
- Any other aspect of your life in which you’re experiencing dissatisfaction. Think about any other areas of your life where you’re less than satisfied. If you’re not pleased with your life, a limiting belief could be the cause.
# Identify the beliefs that are contributing to your challenges.
Make a list of all of your beliefs, good and bad, regarding the challenges you identiﬁed above.
Don’t attempt to ﬁlter them as positive or negative while carrying out this process — just get them all listed as you brainstorm and examine them later.
Here’s a short example around money:
- I’ll never be wealthy.
- Rich people are dishonest.
- I will never have enough money to have a nice house.
- If I’m rich, people will try to steal from me.
- My friends will treat me diﬀerently if I have a lot of money.
Can you see why it would be diﬃcult to make a lot of money if you believe these things?
# Identify the beliefs that are holding you back.
Think about which beliefs are having the greatest negative impact on your life.
One way to do this is to consider how your behavior would change if that belief were eliminated from your life.
Don’t just guess which beliefs are the most damaging.
Genuinely examine them and consider the change that your life would experience if you weren’t held back by that belief.
# Put those negative beliefs in order.
Start with the limiting belief that you feel is creating the most challenge in your life.
Put them all in order from the belief having the greatest negative impact to the least.
It makes sense to spend your time where it’s going to do the most good.
Prioritizing your time is always a valuable strategy.
Now that you have a list of your limiting beliefs and have them in order, it’s time to start dealing with them.
Career transition at senior level is difficult as there are only a few available opportunities and plenty of very tough competition. More and more senior managers and executives are using career coaches to gain competitive advantage. Many of the best business leaders engage executive coaches. Career coaching can help executives navigate career transition quickly and effectively. Engaging a career coach will substantially improve competitiveness, marketability and ultimately the success of your job search and long-term career.
If your strategy is to send out hundreds of copies of your Curriculum Vitae and hope for the best, you will quickly discover that this doesn’t work and is a futile use of your time. Even if you have the best LinkedIn profile, it is not a guarantee of success.
A good career coach will help you articulate your best attributes and highest skills for a prospective employer to notice. A career coach will help you develop an effective job search strategy to identify the best target companies and secure your ideal position.
It can significantly reduce the time it takes to find your ideal position by helping you develop a comprehensive job search strategy. Many people including senior manager and executives find it difficult to articulate the value they can bring to an organisation and as a result how to pitch themselves effectively feels awkward. Many are also unsure what exactly they are looking for in terms of both position and type of company and this can be a significant disadvantage. If your vision is not clear, then you cannot develop an effective strategy to achieve it.
Get help to create a Vision. Vision guides you! In simple terms, if you are going on a business trip or holiday, you would not arrive at the airport without knowing what your destination is. Your destination guides your choice of airline and ultimately which terminal to arrive at. Your career transition journey is no different. If you don’t know where you are going to how will you know when you get there?
A career coach can help you create an impactful Curriculum Vitae (CV) / Resume and LinkedIn profile. Many people forget that the purpose of a CV / Resume is to get the interview and not the job, and as such this document must be carefully constructed to articulate just enough information to create interest and impact and encourage an employer or recruiter to reach out. BUT…. not too much information! At Renata Career Coach we sometimes see CV’s / Resumes that lack impact, are poorly written and in many cases are simply a cut and paste of a job description with little attention given to achievements. Remember that the attention given to each CV / Resume by a recruiter or potential employer is very short so making an impact quickly is essential!
Develop your networking skills. Some experts say that 70% of people ended up in their current position thanks to networking. Others say it’s more like 80-85%. Which ever statistic you believe what is clear this is substantial and as such incorporating a comprehensive networking strategy into your job search strategy is one of the most important actions you can. Effective networking provides a focused way to talk to people about your job search and can help you obtain leads, referrals, advice, information, support and most importantly uncover hidden promotion job opportunities. A good career coach will help you review various opportunities, networking events, existing contacts, developing new contacts and how to prioritise those that could generate the best results.
Preparation for interview and the overall assessment and selection process. Most organisations now have comprehensive recruitment and selection processes consisting not only of competency-based interviews, but also psychometric assessments as well as situation-based presentations. Having someone help you prepare for this puts you at a distinct advantage versus your competition. In our career coaching practice, we help you identify and segment your achievements across your entire career and then help you articulate them in a structured and impactful format. This process alone greatly assists Executives in interview preparation therefore it can also help you. Remember …. 90% preparation = 10% perspiration. 10% preparation = 90% perspiration!
A good career coach will hold you accountable for the goals you have set, offer valuable advice and expertise, and help you acquire different perspectives. Inevitability, there will be setbacks throughout your job search journey and your coach will be there to pick you up and encourage you to keep focussed and face your next challenge with renewed confidence and enthusiasm.
On-boarding into your new position. Depending on the terms and duration of engagement, some career coaches provide on-boarding coaching. The first six months of any position can be critical for both the organisation and the new appointee. On the one hand the hiring organisation will need to see evidence of added value from you. On the other hand you will need to feel that you have made the right career decision.
Various sources of research have shown that the average executive failure rate within the first 18 months is approximately 40%! A career coach can help with embedding and securing the success of the new relationship and provide a confidential environment to discuss goals, objectives and any potential issues that may arise.
In conclusion, you must remember that the role of a coach is to facilitate you to acquire different perspectives to get more out of work and life. The true value of the coaching process is gained from the work you put in between sessions.
At Renata Career Coaching we provide 1-2-1 coaching for people who are in career transition or planning to change jobs. We tailor a structured programme appropriate for the needs of each individual which results in a professional and effective job search campaign and improved confidence.
Our career coaching service can include:
- Skills and competency assessment
- Curriculum Vitae / Resume preparation
- Development of a Comprehensive Achievements Profile Document
- Development of a Job Search Marketing Plan
- Effective networking
- Engaging effectively with Executive Search Consultants
- Interview training
For those people looking for an improved alternative to the traditional outplacement program, our Career Coaching programme provides unique and highly customised support on how to conduct a professional job search campaign. Ideal Careers Happen by Design let us at Renata Career Coaching help you find the ideal career that suits you
For a free no-obligation consultation please contact our office via email at firstname.lastname@example.org