Today, we’re talking about what might be holding back your career development. I leaned heavily on a December 21, 2022 article in the Harvard Business Review by Helen Tupper and Sarah Ellis for this episode.

Here’s a fact: for most of us, and the companies in which we work, career development is rarely a priority. There are too many urgent matters to attend to every day…and career planning takes a back seat.

One challenge is when…when we have time for career development. This essentially separates our career development from our job, rather than viewing the two as integrated.

The solution: Chunk down your career development into short, manageable 5- to 10-minute time blocks where you can coach yourself to increase your self-awareness and identify new opportunities for action. I recommend journaling your responses.

Here are some possible questions:

What do I want to build a reputation for?

If I were to leave my current position tomorrow, what tasks would I want to bring with me, and why? What tasks would I want to leave behind, and why?

What is something I’ve always wanted to learn – or learn more – about, and why? How might this interest play into my professional life?

What do I really like about my current employer/industry? What do I dislike?

Who is someone I admire professionally, and what do I admire about them? How might this admiration play into my career?

If money were no object, what have a long been attracted to, and why? How might I incorporate this interest into the career field I am in (or want to be in)?

As you uncover your responses to these prompts, come up with a game plan to answer the “now what?” question. Perhaps you want to meet with your boss, sign up for a class or program, or find a mentor to address a specific issue.

Another challenge is who…who can help you with career development. This puts your career progression in the hands of other people.

Sometimes, it isn’t possible for your direct supervisor to be your most valuable source of support, so consider peer-to-peer learning. These could be colleagues in your current organization or outside, with which you can share challenges, generate ideas, and learn together.

To get started, use a tool like Slack or WhatsApp and share the purpose of the group with about five people who share the same interest. You can then grow the group by giving everyone the option to invite one person. Ask everyone to share something they have read, watched, or listened to that they’ve found helpful in their current role.

Yet another challenge is what…if you aren’t sure what area, or even what field, you want to develop in, you might never get started.

The first step here is what the article calls a “learning navigator” – a way to prioritize what you learn; to distinguish between what you need to know from what’s nice to know – as well as what’s relevant to your current role, versus what might be relevant for future roles.

Here’s a quadrant map:

Need to Know                    Nice to Know

Important for Today         Important for the Future

This process also helps you to spot common skills, which can help you determine where to start.

The final challenge is where…if there are no perceived career development opportunities where you currently work, you may become frustrated and lose motivation.

The response: Write down one internal opportunity you would like to make happen. Answer the prompt: This opportunity is important to me because…Next, identify 2-3 ways you could get the result you are looking for.

Here’s an example:

-I would like to become known as a SME for change management

-This is important to me because I am passionate about helping people and organizations navigate change, I’m a strong communicator, and I enjoy helping others.

-Ways to achieve this:

1.    Talk to my boss about getting on a change management team

2.    Seek out a change management certification program and ask my boss if the company will pay

3.    Ask the head of change management in my area if he would be willing to mentor me

The bottom line is this: Not every organization offers structured career development, and even fewer do it well. Ultimately, it is your responsibility – and your obligation to yourself – to think strategically about where you want to get to and how to get there.

Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

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