Career advice: Caution. When they say, “Be careful what you ask for, you might just receive” its true. I watch careers grow themselves before my very eyes. This happens when individuals have the courage to state what it is that they really want.
It’s been astounding watching one client as he has journeyed since we first met.
Firstly he wanted help transitioning from one sector to another. He has done this admirably. He also brought the thread of leadership to our earliest work together…
Low and behold, through a variety of circumstances, he walked through the door today to announce that he is acting CEO of the very organisation he approached seeking opportunities in their workshop as a ‘lackey’ (his words!). He has built such trust in the relationship with the boss that he has been handed guardian-ship of another individual’s “business-baby”.
And he will make a really admirable job of this too…. and it opens up a whole new paradigm of coaching work. From career transitions, suddenly we are looking at leadership development. Whilst we will not be abandoning the original tenets of our work, for it is the very same cornerstones that will sustain the same individual in this new place. What we will Be considering are the cornerstones that hold the organisation in a place of wellbeing too.
“I almost entirely disagree with treating your first 100 days as the place to make your mark. I think it’s ego driven, ill-informed and potentially very destructive.”
When we get these clear then the organisation is sustainable. Then and only then can we begin to look at even the smallest of strategic manoeuvres. I’m gonna come clean and state that I almost entirely disagree with treating your first 100 days as the place to make your mark. I think it’s ego driven, ill-informed and potentially very destructive.
I believe that the first 100 days is about information gathering. Things look very different when you are in charge from, how they looked from your position as an employee. There will be much more information made overt. Decisions that were being taken that hAD seemed insane from the shop floor, whilst they still may not be right, may now seem to have more logic to them.
Yes, there will be things you wish to change once you have the power to do so. It is ethically and morally important that changes are made because they will better the organisation and not because they will better an ego or a status. The way to address this is to be really clear about meeting your own needs and then you need to be really clear about meeting theirs. You need to be curious. You need to ask. You need to listen….then and only then, after your first 100 days, can you begin to respond.
Remember, nothing is broken. Sit back and observe – I dare you!