Wednesday, 9 December 2015

Career Progression Factors, part 3 (Self Knowledge)

Having covered the considerations of (1) Environment and Organisation Objectives, and (2) your Purpose and Ambition, in this concluding part of the series on Career Progression Factors I invite you to consider the role that self knowledge plays in any campaign for advancement to senior leadership levels.

Self-knowledge is characterised by the beliefs that we never stop learning more about ourselves, and that we continue to change.  The person I was at 20 was merely an outline of the person I had become by 30, and at 40 I understood more clearly my own shortcomings, and was significantly leveraging my true talents. And as I approach 50, I feel myself letting go of the vain pursuit of things I will never be while also having a renewed strength to pursue those ambitions that I can achieve, based on my understanding of self.  My reflective clients in their 60s share with me the joy they derive from working in a capacity that is true to them, and also that the "static interference" of aspects of their work that no longer appeal to them are also no longer such a grind.  Self knowledge facilitates this near nirvana considerably.

As we all embark on our own self-knowledge journeys, 3 factors can make all the difference:

Tuesday, 1 December 2015

Career Progression Factors, part 2 (Your Purpose and Ambition)

In part 1 of this series on Career Progression Factors,  I outlined that there are three factors to master in order to prepare and increase the chances of advancing to a senior leadership role.  They are:
  1. Understanding Your Environment and Organisation Objectives
  2. Your Purpose and Ambition
  3. Self Knowledge:  Values, Strengths, and Drivers
Part 1 outlined the considerations in Understanding Your Environment and Organisation Objectives.  Part 2 focuses on Your Purpose and Ambition.

Regular readers of this blog will be familiar with my various postings on Purpose, or as I like to call it, Purposeful Selfishness.  This blog focuses on four areas to think about in making your purpose and ambition known.

1.  How well do you convey your personal purpose and ambition?

It is more likely that senior leaders in your organisation will think of you for new opportunities if they know what you are looking for and can see specifically how you fit into that role.  It is therefore important to be clear on the kinds of work you are most energised by, and how you would like to contribute further.  Often people want a promotion because it is a way of being recognised and it comes with a bit more money. But being broadly ambitious of advancement is often a turn-off to more senior leaders because it indicates a lack of reflection about what and how you would contribute at a more senior level.   Unless you also think about what would be required of you in a senior leadership role, and how you would manage the heightened responsibilities, it is unlikely that you will be convincingly prepared to take that next step.  Therefore...