These days it seems pretty normal for the average person to shift jobs every 2 to 3 years. Depending on the job and the industry it has become an expectation for this type of migration to happen and if you don’t, well then there is something wrong with you, so they say.
I am all for growth and development. People moving up the ladder to be constantly challenged, however this affinity for constantly moving roles and companies does open itself up for questioning. I’m a coach, I cannot help myself.
It seems as though jobs have become as disposable as our morning coffee take away cup. Use it for a while and then chuck it in once you are done with it as there is always another one on the next corner. This type of practise and thought process is quite concerning. Instead of asking why and digging deep to understand the core reasons for leaving a job, it has become common practise to just find a new one. Everyone is doing it, they say.
I met Mary a number of years ago. She was extremely talented in her job and was highly sort after by some of the top firms in her industry. Mary would start off really well in her position, but eventually would start looking for a new job after 18 months to 2 years. The reason for the continuous movement; Mary didn’t seem to get on very well with the rest of the people within the office.
When I spoke with Mary she would complain about her co-workers and moan about their behaviour towards her. The problem was, this was not a unique situation. There was a pattern in almost every business she worked in. The reason for Mary leaving every time, in Mary’s opinion was due to everyone else’s bad behaviour.
Yes, it wasn’t everyone else’s behaviour, it was Mary.
If you have come to the decision to leave your current job and apply for another position at a different businesses, the question deserves to be answered truthfully. Why are you resigning?
Is it purely for growth and development, for a more senior role that your existing company can’t offer you? Have you had enough and want a change of pace and scenery or, was it due to the people, culture and environment?
I believe it is very important to understand your reasons for leaving, as it may not necessarily be the company that needs shifting, it may be you.
By Mary relocating every 2 years she wasn’t dealing with the real reasons. She wasn’t taking ownership for her inappropriate behaviour and in actual fact she was doing herself an injustice by not sorting out her conduct issues. Just imagine the extra value she could be offering if she just altered some of her negative habits?
The next time you decide to shift jobs, think about why? The truth is is that if the reasons for leaving are self-inflicted those reasons will never miraculously disappear the minute you walk out the door. These reasons will always come along with you and rear their nasty little heads in your new position until you actually start dealing with them.
Don’t be a Mary.
Need some coaching support? Contact Nicole @ firstname.lastname@example.org
Imagine your business had been given a once-in-a-lifetime opportunity to launch a new product/service, which if successfully carried out, would result in huge growth for your brand and cause a major increase in revenue.
But in order to capitalise on this opportunity, your business would need to undergo a number of changes, and by that I mean your team would need to undergo some changes. They would be expected to take on additional work, they might need to re-locate to other parts of the country and there would be a possibility of merging with another business in order to successfully achieve this rollout.
How is the visualisation exercise working out for you? Are you feeling positive or apprehensive? What’s the first thing that pops into your mind? There may be many concerns, ideas, issues, but I’m guessing that one of your first thoughts is how would your team members take the news?
This is a problem that many business owners have to deal with on a regular basis – successfully implementing change into their businesses. Sometimes its large scale change, and sometimes its small scale. How are some businesses able to implement change well, yet others can’t and face huge problems?
One of the biggest influences in your business are your people. Depending on how they react to and manage the change, will determine how successful your change implementation process will be. To successfully implement change you want a high performance culture in your business.
- Flexible and highly adaptive individuals
- A team who are optimistic and see change from the very beginning as an opportunity for growth and success
- Confident team players who believe in the product and service and buy into the business purpose
- Motivated, energised and engaged individuals
- Team members who understand and get the “bigger picture”
Do you have a high performance culture in your business? Do you have a high performance team?
It’s no good trying to implement changes in your business if you don’t have the culture right. And its no use trying to improve the culture at the same time as you implement the change. This type of implementation is not a sprint, its an marathon. The investment into your business culture should actually start from the day of your business inception or as close to it as possible. Remember that people’s behaviour, belief systems and habits don’t just change overnight, it takes time. In some instances, it would be time that you wouldn’t have the luxury of having, especially in the middle of a change initiative.
So while you are busy planning great growth and innovation within your business, think about your team members and whether or not they can happily facilitate and drive these changes for you. Perhaps you need to work on your people and building a high performance team before implementing a change initiative.
Need some assistance? Contact Nicole at email@example.com
Do we ever stop learning? Most people would agree that no, we don’t.
So if we believe that we should be continuously learning, should we not always be open to opportunities for growth and development? Unfortunately, so often that doesn’t seem to be the case. Why do we limit ourselves from being developed, or when we have the opportunity to learn we poo-poo the idea and make excuses to avoid it?
One of the biggest obstacles for many people’s personal growth and development is their unhealthy pre-occupation with work. The “job” becomes all-consuming, and unreasonable work obligations are allowed to take away from personal learning time.
I often hear things like “Ah, I would love to attend that talk or seminar, but I’ve got work to do” or “No, I haven’t managed to read that book, I needed to finish off a work report”. You could say that work has become the be-all and end-all, and anything outside of it is less important. Lack of work-life-balance comes to mind.
Is this trade-off due to our feeling of guilt if we pay more attention to something other than work? The feeling that we will be seen as a “slacker” by our peers, work colleagues or heaven forbid, our bosses?
If your answers to the following questions highlight that your personal development time is lacking due to work, what are you going to do to change it?
- Do you allow your job to overshadow your opportunity to develop?
- Do you put other people’s requests and demands before your own development opportunities?
- Do you allocate time during your week or month for personal development and growth?
- Do you discuss your personal development goals with your boss?
- What would happen if you actively included personal development into your schedule?
Over the past year I have been very conscious of the concept of being happy. Not to be happy for happiness sake, but being conscious of what makes me happy.
The tricky thing is that happiness means something different for everyone. You need to find what makes you happy. For me it is the idea of enjoying the journey.
In our pursuit of happiness do we take the time to stop and smell the roses? Do we appreciate all the highs and lows along the way? Do we look for happy moments in our everyday routines and mundane tasks or are we so preoccupied about getting stuff done that we don’t take notice?
Happiness is not a goal that you achieve after completing an action plan within a pre-determined deadline. Happiness or lack of happiness is a by-product of your continued actions. Like Viktor E. Frankl said in his book Man’s Search for Meaning, “Happiness cannot be pursued; it must ensue.” Happiness is the result of what you practise. What are you practising?
Life’s journey has inevitable highs and lows. Summoning the strength to take charge of the lows is especially rewarding. Your confidence and self-esteem will grow after successfully dealing with the difficult times, and this will provide space for happiness to re-appear.
Enjoying the journey is about appreciating the good, the bad and the ugly. Be mindful about your thoughts, actions and choices. This helps you to grow, move forward and prevent those moments from being repeated.
In my journey, I find that my happiness levels increase when I am able to put a label on reasons for things that are going right or wrong. I am able to own the success and the failure. Being accountable and in control of the next step brings me happiness.
If happiness or unhappiness is a result of our everyday actions, what are you doing to control those actions to allow for positive results? What are you doing to enjoy the journey?