Why being busy is killing your career progress

With the rate of change, the volume of work and our always on and available work culture, being busy has reached epidemic proportions. But the question that must be asked is “Are you being effective and is being busy impacting your career progress?”

You race from one meeting to the next, sneak away from the family on a Sunday afternoon to “get on top of emails” and work your way through an ever-growing to do list.

But are you making any progress? Are you doing work that really matters to your organisation? Are you positioning yourself for your next career opportunity?

It’s easy to get lulled into a false sense of security thinking that we are achieving purely because we are doing.

But being busy is not the same as doing work that is effective, of importance and moving the needle forward.

When Julie first came to me she was exhausted. She was working long hours, meeting the monthly deadlines for the core requirements of her role but she knew it wasn’t enough.

Her career had plateaued, she had been overlooked for a promotion and she had lost the sense of achievement that comes with making a significant contribution.

Julie had fallen into the trap of churning through her to do list rather than planning and prioritising work that mattered. Key projects that would significantly impact the business growth remained unfinished and her commitment to perfection was leading her towards burnout – fast.

Doing good work is not enough to get promoted.

Career progression and success requires more than purely doing what we did last year. As Marshall Goldsmith pointed out in in his classic leadership book, “What got you here won’t get you there.”

We need to be constantly learning, growing and contributing in new ways each year.

More than anything, we need to be seen to be doing work that has a significant impact on the key goals and objectives of the business. And in the fast paced, ever changing working environment, we need to be working on projects that support continuous improvements, innovation and business growth.

So… It’s time to stop being busy and start prioritising for progress.

This is all about prioritising your time, energy and resources to create progress towards achievement of key organisational goals and targets that will move you forward towards your personal career aspirations.

Here’s how to stop being busy and prioritise for career progress.

1. Clarify your career goals. Career progress will only happen when you know what you want. I know many smart, ambitious women whose careers have been more by default than design.

Working hard and doing great work probably worked well for you in your early career but it’s not enough to get more senior roles. Getting clear on what you want for the next phase of your career is a critical first step.

2. Claim you personal priorities. The next step is knowing what’s important to you on a personal level. Is your career growth a priority right now or is it something else?

Do you want to spend more time with your family, get a side project off the ground, focus on home renovations, manage your personal finances better or take an extended holiday?

What are your personal priorities and how will you make these happen in conjunction with your career aspirations?

3. Align with the business goals. The opportunities that will come your way are closely aligned with the degree of impact you have on the business goals and strategic objectives. Get clear on what these are and ensure you are prioritising activities that will get you seen, heard and recognised for your contribution to these goals.

4. Pause and plan. This step is critical… especially when we are busy. Put aside an hour or two to map out what you want, what’s important to you and your organisation and identify the big ticket projects that will get you the recognition you deserve.

This is not about creating a long, exhaustive list.

Pick three to five projects that align to the business goals and allow you to play to your strengths while also leading you towards your personal and career goals.

Next, break this down into a 90 day plan. Be realistic about what you can get done in this timeframe while also setting yourself a bit of a stretch. After all, we are on a mission to raise your profile, set a new benchmark and get you on the radar of the people who can support you to achieve your career goals.

Ladies, it’s time to get super strategic about where you dedicate your time, energy and resources.

5. Prioritise to make it happen. The busy work will ALWAYS take priority if you let it. As the saying goes, nothing will get done if it’s not scheduled. So lets schedule the work that really matters. Block out time in your diary a couple of times a week to get the big ticket work done.

6. Work smarter not harder. So I hear you saying … this is great Jane, but I’m already busy. I don’t have the time for this. I get it. And that’s why we must look at ways to get more done while working less. Let’s start by letting go of the need to get everything perfect. Imperfect implementation is better than the project languishing on your to do list incomplete.

7. Elevate your success. Don’t keep yourself or the great work you are doing a secret. Being humble is a beautiful attribute but not when it keeps your skills and talents hidden. It is possible to actively self promote while remaining authentic, in integrity and without being icky. It’s time to get out there and get known.

Now it’s over to you. Download my 10-step Action Plan and learn how to work smarter – not harder. Put aside some time to put you and your career first. Remember, progress will only happen by moving away from the busy work and prioritising the work that will really matters. Good luck.

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June 13, 2017November 2, 2020

Future proof your career. How to stay relevant in the changing world of work.

With the world of work changing at an ever-increasing rate, learning how to future proof your career has never been more important. Many roles are becoming extinct, being replaced by technology while brand new roles are popping up every day.

Economists have predicted that over the next two decades, the jobs least likely to be taken over by technology are those that involve creativity, highly developed social skills and problem solving.

And the types of skills and capabilities being highly sort after in the workplace are also changing.

Where in the past soft skills where consider somewhat 2^nd rate today they are being applauded as the skills critical for the 21^st Century high performer.

This is particularly good news for women.

Many of the commonly considered feminine leadership traits including; communication, creativity, project management, enthusiasm for learning, critical thinking, team work, empathy and global citizenship are just some of the key skills and attribute required to future proof your career.

This is not just a theory. I’ve seen it play out with the professional women I work with.

Susan recently secured a role on the Senior Leadership Team of a large global business following a corporate restructure. It was her ability to focus on delivering the strategic goals and work collaboratively to solve complex problems while also demonstrating her skills to build a highly effective and engaged team that helped her step confidently into this promotion.

Unfortunately her promotion was at the expense of a guy who had not moved with the times. He remained committed to an older style of leadership and relying on his past results to keep him in the role.

His past results were not enough and his leadership style had become outdated leaving his skill set somewhat irrelevant in the future of this service centric business.

So ladies… it looks like our time is now!

The world of work is changing and it’s time for us to step up confidently and accept the challenge of 21st Century leadership.

But let’s make sure you are focusing your time, energy and resources in the right areas to future proof your career.

Here’s how to future proof is your career?

1. Embrace change. Change is the only constant we can rely on! There is no point fighting it or trying to stand in its way. It is here to stay and will only get faster and more significant.

Start by looking at how you can position yourself to take full advantage of changes occurring in your organisation or industry. Look upon change as an opportunity for growth rather than fearing the shift in status quo.

Your ability to be flexible and take full advantage of change will be the difference between being left behind and using it as an opportunity to accelerate your career progression.

2. Become a life long learner. Marshall Goldsmiths iconic leadership book “What got you here won’t get your there” has never been more relevant. You can not rely on your past results to take you to the next phase of your career.

Continued education is all about ensuring you remain relevant.

Given that the prized skills of the 21^st Century are those we once labeled soft skills – I’m a massive advocate for programs that support self awareness and personal development as a foundation for professional growth.

3. Prioritise relationships. I know you are busy – but making time to build your professional network is important!

I’m currently working with a senior leader who was recently made redundant. She is a talented, highly skilled professional but it’s unlikely that her skills will to be her greatest asset in her quest to secure her next ideal role. It’s the breadth and depth of her professional network that will get her exposure to the most interesting roles.

Within 24 hours of receiving the news about her redundancy, she had received countless phone calls and messages of support and offers of introductions.

Her career opportunities are looking bright with this army of supporters and long term professional connections on the lookout for her.

4. Articulate your value. You are a smart, capable professional and your career matters to you… but who other than you really knows the value of your contribution?

I asked a room of professional women last week to share with the group what their greatest skills and talents were. Almost all began to squirm and expressed how uncomfortable they were to talk about themselves.

Ladies, it’s time we got past this. Being humble is a virtue …but it’s also holding us back.

To future proof your career you must learn to confidently articulate your value and how you have contributed to the strategy, results, bringing together a high performing team, negotiating outcomes, sales and everything else you do.

You can no longer hope that your good work will speak for it’s self. You must be speaking for it.

Which of these tips will you be focusing on to future proof your career?

The world of work is changing rapidly and opportunities abound for those who are ready. But if you are not… you could very easily find yourself irrelevant and without a clear career pathway forward.

Want some help to future proof your career?

The Leadership Connection is an exclusive 6 month transformational group program designed to support professional women to take the next step in their career.

No more going it alone. No more working in isolation. No more leaving your professional development up to chance.

Click here for more information and to apply for your invitation to join the group.

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May 30, 2017November 2, 2020

How to get the most out of your performance review

How do you approach your annual performance review? Do you see it as a golden opportunity to reflect on what you have achieved, how you have contributed and set your plan for personal and professional growth?

Or do you groan and see it as nothing more than a tick a box exercise.

Your view is likely influenced by past experience, the focus your manger puts on it and your sense of process fairness.

Whatever your perception is, let’s make sure that you are in an empowered position when it comes to this time of year. Given that the process is usually linked to payment of bonuses, pay increases and potential promotions; investing time and energy into showcasing your value and contribution is well worth it!

Here’s how to get the most out of your performance review.

1. Preparation is key. Throughout the year keep a file (hard copy or digital) of your achievements. A year is a long time so let’s make sure we capture them all – big and small.

Ideally your preparation does not start the night before your review… but if it does, go through your calendar to jog your memory of the activities and projects you have been involved with and your team success stories.

This is your opportunity to think a little out of the box about your broader contribution – for example to team moral, delivering exceptional customer service or embedding the business values.

2. Take control. This is your review, not your managers so set the tone, direction and be clear on what you want to get out of the process. At a minimum, make sure you have completed all the pre-work required and come to the meeting with a clear agenda of what you want the outcome to be.

Over the past 5 years I’ve facilitated a 360 degree feedback process for an organization. Each year there are a couple of leaders who come to the feedback session super prepared and in control of their own learning and growth. They are a joy to work with and their results year on year have surpassed those who have been more passive in their approach to the process.

So make sure you are leading the process not the other way around.

3. Be bold. Ladies… this is not a time to be overly humble. This is your opportunity to showcase your achievements and the contribution you have made. Don’t hold back and don’t assume your manager has noticed your good work.

Make sure you are not just talking about your technical skill. You need also to be demonstrating how you have contributed to the achievement of the overall business strategy and creating a team who are engaged and highly effective in delivering exceptional results.

4. Claim your career ambition. Take advantage of your performance review to voice your career ambitions. Too many women I work with sit back and expect that by delivering exceptional work that the promotion will come. It doesn’t work that way.

If you want a more senior role, you must claim your intention.

For many women, articulating their career ambitions can bring up fear and awkwardness. But like my client Cindy, who last week finally spoke with the CEO about her ambitions… the outcome of this conversation can set you up for a new level of career success.

5. Direct your development. If you have identified an area of development, ask for it. This might include an opportunity for secondment to another department, act in a more senior role to cover extended long service or maternity leave or enrolment in a professional development program.

Go prepared with a business case. Be clear on what the business will get from investing in your development and the value you will bring to the business through this opportunity.

As many of my clients who have received financial support to join The Leadership Connection (a women’s leadership development program) discovered, you will never get what you don’t ask for. Do your research; create a business case and ask for the development you really want.

So todays take home message is – this is your performance review.

Take control. Be prepared. And ask for what you want.

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May 17, 2017November 2, 2020

5 tips to boost the effectiveness of your meetings

As a senior professional you attend a LOT of meetings. Maybe too many? Some of them may be productive and useful but I’m guessing there are many you walk away from, frustrated with the lack of purpose, achieving little progress and without a clear outcome or action plan.

There is no doubt, meetings are important.

Meetings are where great ideas are born, collaboration happens, relationships are strengthened, problems are solved and momentum to deliver important projects is maintained.

But how effective are the meetings you attend?

Do you achieve tangible outcomes?
Do you get a reasonable return on the time and energy you invest?

Or are they your number one time waster and source of frustration?

I was speaking with the women from my inner circle program about the effectiveness of meetings within their organisation. Some are spending up to half of their week locked away in meetings, many of which venture way off track and achieve very little. That is a LOT of unproductive time!

Unfortunately, you can’t always influence the effectiveness or the outcomes of the meetings you attend but you can take charge of the meetings you run.

Mastering the art of running productive, effective meetings is critical to your long term career success.

Who would have thought… the humble meeting being important to your career success?

Let’s take a step back for a moment and think about what the purpose of most meetings are?

They are generally to support the team to deliver a task, service, project or new initiative… all of which are ultimately linked to the achievement of the business goals.

So becoming a skilled meeting facilitator can set you up to be seen as an invaluable contributor within the business and position you for some of the best opportunities on offer. They are your opportunity to make your mark and get you seen, heard and recognised as an influential member of the leadership team.

So let’s drill down into some simple strategies you can employ to minimise time wasted on ineffective meetings and maximise outcomes.

5 tips to boost the effectiveness of your meetings.

1. Conduct a meeting audit. Just hearing the word audit makes me cringe … but bear with me. Let’s start by eliminating those meetings that don’t have a clear purpose or outcome. Let’s stop having meetings for meetings sake. You know the ones. They are nothing more than a data dump or an update fest.

2. Banish the 60 minute standard. Why is it that almost every meeting is a standard 60 minutes long? Let’s take a moment and decide if this is the right length for every meeting.

Trust me. Your attendee’s will love you for booking just 45 minutes. It will give people an opportunity to grab a coffee, return an urgent call or gather their thoughts before dashing to the next meeting starting on the hour.

Or perhaps a couple of 20 minute desk-side catch ups would be better suited to keep track of progress and solve problems on the spot, rather than waiting for a longer, less regular meeting.

3. Agree before you start. At the start of every meeting be clear on the purpose and agree on what needs to be achieved before the end of the meeting. Getting this agreement will help shape the discussions and keep everyone on track.

And, if it does go off track (we all know how easily a meeting can be hijacked by an off topic discussion or issue), it’ll be much easier to steer it back on point and towards the outcome you all agreed to.

4. Focus on needs & wants. Let’s agree that data dumps and team updates are of limited value …. and quite frankly boring to sit through! Aim to keep updates to a minimum and focus on what people need or want from the group to move a project forward. Maximise the wealth of knowledge in the room to collaborate, brainstorm solutions or seek advice.

5. Make it actionable. Never again allow the attendees of a meeting you facilitate, leave the room confused or unsure of what the outcome is. There comes a point in every meeting when you must move on from brainstorming and general discussion and make a decision.

And be ok that you may not reach consensus. Pleasing everyone is not the aim. Taking a stand, making a decision and moving forward towards achieving the business goal is your role as a leader.

And to conclude the meeting… be very, very specific and get agreement on who is going to do what by when.

Which of these tips will you take action on?

If you have read to the end of this article, it suggests to me you know you have room for improvement. Pick just one of these tips and give it a go during your next meeting.

I’d love to hear how it goes.

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April 20, 2017November 2, 2020

How to position yourself to protect against corporate change

Change in the corporate world is the one constant we can rely on. No job is 100% secure. No role will remain exactly the same one year to the next. Cultures change. Corporate structures and strategies change. Boards Change. Executive leadership teams change. And all of this change will directly or indirectly impact you and your role at some stage.

The question is … are you ready and prepared to weather the storm?

I was speaking with a senior leader recently who had just been made redundant for the 2^nd time in less than 4 years. (A not so uncommon story.)

The first time around was tough. She struggled to come to terms with the loss of income, feeling out of control and suddenly loosing the certainty that comes with a being employed in meaningful work. And then with financial pressures looming, she took the first acceptable (if not totally ideal) role that came her way.

This time round it has been different.

In the last 3½ years she has strategically positioned herself so if she were to be hit by redundancy again she would be ready. She has worked to build up her professional profile, broaden her network and strengthen her skill base.

She has also set herself up financially; funnelling funds from her annual bonus into prepaying school fees and mortgage repayments.

Although she is just at the beginning of her job search, she is filled with confidence that she has the resources, networks and importantly the headspace to secure the perfect next role.

How would you fare if you were made redundant tomorrow or found yourself in a role that no longer suited you as a result of a restructure, take over or change of leadership?

And of course, lets remember that not all change is bad.

I know most of us instinctively are cautious of change and may even try to resist or be resentful of it. But change can also bring with it incredible opportunities.

Susan recently secured a seat at the executive leadership table for the first time, taking advantage of an opportunity that presented as a result of a corporate take over.

You could say that she was lucky to be in the right place at the right time.

The truth is… she has been working hard over the last 18 months positioning for this type of role.

She has focused on getting known around the organisation as someone who not only has the ability to unify and engage a team to perform above expectations but also has a reputation of bringing new ideas and effective strategies to the table.

Are you ready to take best advantage of the opportunities that inevitably come through change?

And being ready is all about positioning.

Focusing on positioning is a bit like having an insurance policy for your career success and fulfilment.

Suddenly working on building your visibility and profile when it’s time to move roles isn’t the best strategy. And ignoring your network only to call on them when you become redundant feels a little desperate and inauthentic.

Learning to position like a pro is key to the health of your career.

3 top tips to position like a pro to insure against change.

1. Build Strategic Relationships

In times of change and uncertainty the value of your network is priceless. It will be these people who will reach out to support you, offer assistance and make introductions that could possibly lead to job opportunities.

But given that building strong relationships takes time, make sure that you are ALWAYS prioritising (in good times and bad) building and strengthening your networks.

2. Raise Your Profile

You will never get considered for the best opportunities if people don’t know who you are, what you can do and what your career aspirations are.

One of the best ways to raise your profile is to be strategic about the projects you devote your time, energy and resources to. Leading high profile projects will give you a great opportunity to demonstrate your value, your strengths and your leadership skills.

3. Attitude Matters

Through my work with high achieving professional women I am convinced that attitude plays a significant role in determining the outcome of change. Time and time again I see the women who remain upbeat, optimistic and open achieve a more positive outcome than those who are negative, resistant and fearful.

I know that remaining upbeat through the turmoil and uncertainty of change can be difficult. So choose your support network wisely. Reach out to people who you know will lift you higher, keep you motivated and support you to consistently bring the best version of you to the office.

So… how prepared are you to cope with a corporate takeover, round of redundancies or change in leadership?

If you answered… not at all prepared, you are not alone.

And that’s why I have made positioning and preparing for change, a major component of The Leadership Connection, an exclusive 6-month program designed for smart professional women.

Click here for more information and to apply for your invitation to join the group.

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March 23, 2017November 2, 2020

Protect your professional reputation. Why you must stop doing and start leading.

What is your professional reputation? Are you known for your exceptional leadership skills or are you known as someone who can be relied on to get the job done?

Sadly too many women are being overlooked and missing out on the best opportunities because they get caught up “doing” the work.

Yes the work they do is to the highest standard but that isn’t what will get them seen, heard and valued as an effective senior leader.

The people who get paid the most, get the most interesting opportunities and receive the most recognition are not the worker bees! They are those who focus on creating effective strategies that deliver on the business objectives, drive high performing teams to deliver key KPI’s and are known for their big picture view of the business challenges.

I recently worked with Gillian, a talented, ambitious leader who had carved out a hugely successful career. But then something went wrong. Her career stalled.

Well to be honest… her career progress had not only stalled … it had actually taken a backwards step. And with it her pride, commitment and joy evaporated.

After a little digging to diagnose the problem it all came down to her professional reputation.

Even though she had a track record of being a strategic leader who could engage a diverse team to deliver on complex projects… somewhere along the way she had developed a reputation as a “doer.”

She now found her days filled with preparing contracts, tender documents and completing tasks that no-one else apparently had the skills to do. Yes she was good at these task, but they left her feeling undervalued, bored and without the time or energy to devote to the type of work that kept her challenged and motivated.

And worst of all… she found herself no longer included in the Senior Leadership Team meetings.

Even though she was reassured that she was not being demoted and she continued to get exceptional performance feedback, it was hard not to see this as a kick in the guts!

So what’s the solution?

The good news is, it is possible to resurrect and repair your professional reputation and be seen as a leader who can truly make a difference rather than just someone who can get work done.

How to shift your professional reputation from doer to leader.

1. Get strategic. Ok ladies it’s time to get strategic! Let’s start with being strategic about what projects you get involved in. Look across your portfolio and pick one project you could devote some concentrated time and effort to over the next 3 months. The aim is to showcase what you are capable of as well as demonstrate your contribution to the business goals.

OK … I’m hearing you! Right now you’re thinking I don’t have time Jane. I’m already too busy. And there’s the problem right there. You have been busy focusing on the wrong things.

Take a look at your workload. There is bound to be something that you really don’t need to be doing or something that you could down grade your efforts in.

For all you perfectionists out there, let’s stop the need for everything to be perfect. Flex your perfectionist muscle on the likes of completing your board report and let go a little on the rest. Trust that your 80% is absolutely more than good enough.

2. Get visible. It’s time to get yourself out there and known for the great work you do. Doing great work is never enough.

I’m here to encourage you to get out from behind your desk and prioritise time to grab a coffee or lunch with people of influence within your organisation and industry. Developing and maintaining a network of strong relationships is the secret to opening up the best opportunities.

And as much as you might believe that self promotion is irksome, I know you can find a way to share the value of your work in an authentic genuine way. Being a well kept secret will not get you the recognition you deserve.

3. Get delegating. If you’re in a leadership role there is a fare chance you have a team. It’s time to bring your team on board to do some more of the doing.

I get it… it’s quicker to do it yourself! But this is taking a short term view. If you want to be seen as an effective leader you need to step away from purely doing the do and start developing the team to operate at their peek.

The short term pain that comes from slowing down the process to coach one of your team to take on more responsibility will be well worth it for months and years to come.

The damage to your professional reputation will only get worse if you choose to do nothing.

And just like Gillian, I know that you are capable of so much more. And more importantly you want more.

And that’s why I have created a brand new program called The Leadership Connection, an exclusive 6-month program for smart professional women to connect and grow in their career success.

No more going it alone. No more working in isolation.

We need more women just like you to leading not doing.

Click here for more information and to apply for your invitation to join the group.

Click below to…

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March 2, 2017November 2, 2020

Being overlooked? Here’s why

Ever wonder to yourself “why am I being overlooked?” You are working hard. No… you are working really hard. You know you are good at want you do and you are getting great results. Your team members are engaged, love you and you know you are doing a great job building talent.

But yet…

You don’t feel valued. You are not getting promoted. And you suspect you are being paid less than your peers.

But why?

I blame The Good Girl Syndrome. It’s not the entire answer but it definitely plays a part for many women.

From an early age we learnt that being “good” got us recognition, praise and attention. I know this is my story.

As a little girl I was praised for being “good” when visiting friends. As I got older I spent hours perfecting my assignments and studying for long hours to get recognition for good grades. Then as I entered the workforce, working hard brought me promotions and opportunities without even looking for them.

So sticking to the model of working hard and following the system, structure and rules worked for a time… but then the interesting opportunities ran dry.

There is no doubt that working hard is a great strategy in our early career but it’s not enough as we step into the more senior leadership roles.

Relying on hard work alone, will only lead to resentment, frustration and ultimately burnout.

You are way too smart and have way too much to offer to remain overlooked and under appreciated. And, right now more than ever, organisations NEED what you have to offer.

It’s time to focus on what will get you a valued position at the leadership table.

If you are being overlooked… here’s what to do

1. Stop The Busy Bee Work.

For many women, it’s as simple as… they are working on the wrong things.

They are focused on the details rather than the big picture. They get trapped in the day to day implementation rather than being seen to be strategic thinkers who can move the business forward.

Don’t get me wrong. These tasks are important. But the question must be; are you the best person to be doing them or could you support one of your team members to take on this responsibility?

And when you focus on these tasks, what aren’t you getting around to doing? What big ticket projects or strategic pieces of work are you failing to complete in timely fashion?

Put it another way – you are a Busy Worker Bee when, to be truly seen, heard and valued, you need to be operating more like the Queen Bee.

Worker Bee work does not get you the recognition or access to the best roles or a seat at the leadership table. Queen Bee work does.

2. Get Visible.

Putting your head down and working hard usually means that you are too busy to be building strategic relationships and networking. If you want to stop being overlooked… you need to get visible.

You need to get known. And you need to build relationships with the key decision makers in your business and in your industry. And like any relationships, business relationships take time and energy.

It’s time to get out from behind your desk and connect in person. Make time for coffee. The people I have the best business relationships with are with those people who I’ve made time to meet in person in a more relaxed social setting.

And make sure that those that matter know what you do, what your career aspirations are and what value you add.

Career aspirations will never be realised if you keep them a secret!

3. Discover what part you play.

It’s now time for some soul searching. If you are being overlooked… there is usually a reason. We are usually doing something to contribute to the situations we find ourselves in.

I know. This is pretty hard to face up to at times. It would be so much easier if we could blame the boys club or the funding cuts or the leader who is blind to the talent they have right in front of them.

But the honest truth… there is always something we are doing that results in us being overlooked.

What is it for you? Let’s be honest.

Progress and change all starts with self awareness.

Is it that you’re focused on the Busy Worker Bee work? Is it that you are not blowing your own trumpet and letting people know about the results you and your team are getting? Is it that you are seen as difficult or unapproachable?

Is it that you are focused on driving the results at the expense of the team or is it that you are focusing on developing the team at the expense of delivering on the big picture business strategy?

Whatever it is… it’s very likely that it’s within your control to change.

Being overlooked is frustrating and can impact your confidence. But let’s see it as a sign that something needs to change.

The good news is… big change is usually not required. Tiny tweaks is all it takes.

Don’t stay stuck where you are…. being overlooked for the best roles.

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February 13, 2017November 2, 2020

Career Crossroads: Should I stay or should I go?

Have you been asking yourself; Should I stay or should I go? It’s a question most of us ask more than once in our professional career. And it’s never a particularly easy question to answer.

You’ve hit a rough patch and you’re wondering is it bad enough to start looking for something else?

Perhaps you’ve lost respect for your line manager or you are in conflict with the business culture. Perhaps you feel undervalued or doing less than you are capable of. Or you have outgrown your role and you’re ready for the next step but you know that career growth opportunities within the business you’re currently in are limited.

So it’s time to decide: “Should I stay or should I go?”

This is the question that my client Vanessa was pondering. She had achieved considerable success over the years but had found herself in a role that was no longer challenging or exciting her. She was bored and she knew she was not producing the level of work that allowed her to feel proud.

When I asked her how she would feel if she was in the same place in one year’s time… she answered “I’d rather be dead.” (Perhaps a little dramatic but you get the picture!)

And yet she remained uncertain about moving on.

Why?

Because she feared stepping out into the unknown! And every new role brings with it many unknowns – a new manager; a new team; a new work culture; new challenges; new expectations; a new routine.

It’s little wonder so many of us stay stuck in roles that no longer bring us joy and fulfilment given that we are hard wired to steer clear of the risk and uncertainty.

But when we make decisions from a place of fear, we miss the possibilities and the upside to change… of which there are many. A new role has the possibility of bringing with it fulfilment, growth, positive challenges, exciting projects, even more money.

So where is your focus? On the possible upsides or downsides of change?

And just like there are upsides and downsides of change there are upsides and downsides of staying put.

When we focused in on the cost of staying put, Vanessa realised that her reputation was at stake. Her attitude had taken a turn for the worse and her performance had plateaued. On top of that, she had noticed she was constantly tired and had been battling a range of recurring health issues she believed were associated with her unhappiness at work.

By the end of our conversation, Vanessa realised she had been focused on only one part of the picture. She had zeroed in on the fear and uncertainty associated with moving on.

By examining her situation from all angles, she gained clarity that it was time to dust off her CV, pick up the phone to her network and actively enter the job market.

Here are the 5 key considerations to discover the answer to: "Should I stay or should I go?"

1. Same same! Visualise one year from today. If everything remained the same as it is today would that be ok?

Of course nothing will be exactly the same because the world of work continues to flex and shift at an ever-increasing rate. But if you are passively waiting for your work situation to improve just by chance, then I’m here to remind you that not all corporate driven change will leave you in a better place.

2. The hidden cost. In my experience, there are always costs associated with staying stuck in a role beyond its use by date. What is the cost to your health, reputation, relationships and career ambitions?

Is your current situation impacting your family time? Is allowing your career to stagnate going to make it harder to land your ideal role further down the track?

3. What do you fear? Ask yourself: “what do you fear most about moving on?” Grab a pen and paper and write it down. Do you have legitimate concerns or do you purely fear the unknown?

4. Could you handle it? Ask yourself: “if the worst was to happen… could I handle it?” This is all about creating a back up plan to nullify the risk. For example, many people fear stepping into a new role only to find out it doesn’t live up to their expectations. Not ideal but not necessarily the disaster as it may at first seem.

5. Upsides. Finally, let’s look at ALL the upsides that can come from moving to a new role. And let’s be honest … there is just as much chance – if not more – that moving to a new role will be a positive rather than a negative experience.

Now to decide… should you stay or should you go?

Take a moment to work through these five questions. Be honest with yourself. Have you been focused only on the discomfort and risk that comes with change? What about the cost of staying put? And what about the opportunities you will be missing if you allow your fear to rule your decision?

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January 31, 2017November 2, 2020

How to reclaim control during a corporate restructure

With the rate of change occurring in the world of work it’s very possible that at some stage in your career you have or will experience the uncertainty that comes with a business restructure or a round of redundancies.

It’s not fun to be part of and it can leave you feeling totally without control of your professional future. It can throw you into limbo land; knowing that change is coming… but exactly when and how it will affect you, who knows?

One response could be to throw your hands up in surrender and wait. Wait to see what cards you are dealt. Wait to see if you can “tolerate” the job offer that comes your way. Wait to discover if you are lucky or unlucky enough (depending which way you look at it) to be handed a redundancy.

This is how Kym responded to news that her department was undergoing yet another restructure; the 3^rd in as many years. She had what I call … restructure fatigue.

She was tired, apathetic and resigned to whatever came her way. She felt completely without control of her professional future.

But there is another way to approach this situation in order to reclaim control.

Plan B is to move from a position of disempowerment… to being part of the process.

I know that in the world of restructure and redundancies you will never be totally in control. And I can’t guarantee the perfect outcome for you. But you are much more likely to stay strong and resilient through the process if you are actively participating in it.

Here are my 5 best tips to reclaim control... even when you feel like you have none.

1. Decide what you want. This I believe is the most critical element of taking back control. This is the first step to being an active participant in the process.

Decide whether you want a redundancy. Decide whether you want a role within the new structure. Decide what type of role you would like even if you have no idea of exactly what the new structure may look like. Decide where you think you can add the best value.

It is only once you have decided… that you can start positioning yourself for this outcome. It doesn’t mean that you will necessarily get what you want … but at least you have given it your best shot.

2. Look for opportunities. With every restructure come new opportunities. New roles. New reporting lines. New projects.

And change brings with it the opportunity for growth. This is the mindset my client Clare is taking into a period of massive change within her work environment. She is has been focused on her own personal development over the past year and is ready to take on a new challenge. And not surprisingly given her positive mindset, opportunities are flowing her way.

3. Know your value. It’s easy to have your confidence knocked when you are going through a protracted restructure process. This is your time to look within and embrace your unique skills and talents. Be clear about the value you bring to the team and your organisation.

And most definitely don’t be keeping yourself a best kept secret.

Ladies it’s time to speak up in meetings, take ownership for your best work and confidently sprinkle your value around the office (in your most genuine and humble way.)

4. Work your network. Now that you have decided what you want and the value you can bring to the new structure… it’s time to spread the word. Seek out key people within the organisation who can advocate for you and let your network weave their magic for you.

5. Attitude counts. It’s way too easy to feel disgruntled, even angry during a period of organisational change, but know that a negative attitude during this time will not work in your favour. Do whatever it takes to maintain a positive attitude. That might mean disconnecting from the Negative Nellies around the office, ramping up your meditation practice, taking a walk at lunch time to decompress or consciously choosing your mood before you walk into the office.

Resistance is fruitless… because change is the only certainty we can count on.

If you’re in the midst of an organisational change or restructure and are feeling anxious and out of control then know that what you are experiencing is completely normal.

But if you would like to reclaim control and be an active participant in the process but don’t have a clue where to start, then I invite you to consider coming along to the next Career by Design workshop. This one day, small group workshop for professional women is designed to help you to get clarity about what you want for the next phase of your career.

Click here for more information and to book.

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December 15, 2016November 2, 2020

Reflection to finish the year

If you could find the magic pill to create a powerful, productive and amazing year ahead… would you take it?

But before we go there… I wonder how this year turned out for you? If we were to focus on your career just for a moment, are you satisfied with what you achieved, what you contributed and the impact you had?

As I speak with each of my clients to round out the year, I’ve been reminded by how easy it is to forget how much we have achieved. We race through the year from one project to the next, rarely celebrating the accomplishments along the way.

Then there are those that focus only on the 2% of what’s not going to plan rather than the 98% that is. You may have done and achieved some great things but you ignore those in favour of being overly critical and beating yourself up, leaving you feeling deflated and defeated.

Crazy… I know. But I bet you can relate? I know I have been guilty of this more than once.

So I may not have the magic pill.

I may not be able to predict or script out the perfect year for you…

But… what I do have is a simple three-step process that will set you up for a powerful, productive and exciting year ahead.

It takes no more than 10 minutes and, although it’s super simple, it’s incredibly powerful.

Pull out a note pad and pen, settle in with a cuppa and take a little time for reflection on the year that was. And yes, writing it down is way more powerful that just thinking through the questions.

3 questions to close out the year and supercharge the next

1. What did I do, create or experience this year that I’m really proud of?

Everything is moving so fast these days that we rarely stop to digest and acknowledge what we have achieved. It’s only when we start to look back that we can truly recognise how far we have come.

What did you make happen this year? Look back through your calendar and note down the big wins, where you had impact, what you had influence over.

Think about what you did for the first time and how you have grown. Recognise how you have supported projects or specific people. Don’t just look at the big accomplishments… the little wins are equally as important.

Celebrating your accomplishments is key to building your confidence. It drives progress and puts you in a vortex of high vibrational energy. It’s been scientifically proven that once you are in that place of positivity and energy, it pulls great results towards you. You become a magnate for bigger and better things… so let’s get you into that state!

In short, we attract more of what we focus on – good or bad. That’s enough of a reason to focus on your accomplishments!

As you recognise and celebrate each achievement, take note of how this will positively impact your career. Anchor in the learning by writing down how it is important to you.

2. What mistakes did I make that taught me something?

This is about shining a light on what didn’t go so well. It’s not about dwelling on the mistake but rather focusing in on what you can learn.

This is about taking a more objective, big picture view of the mistake. From this vantage point, you can more easily spot the lesson or the growth opportunity without beating yourself up or letting your ego get in the way.

Ask yourself; what didn’t go so well? What opportunities did I let slip by? What do I want to do differently next year? How can I do better? How can I use my experiences of this year to grow?

3. What am I willing to let go of?

It’s time to de-clutter your days, your commitments and your mind.

Let’s start by taking a look at what you committed to this year. Did those commitments serve and support you and take you closer to your goals? Or did they take you away from those things, activities or people most important to you?

Give yourself permission to stop doing anything that no longer aligns with who you are and where you’re heading. If it doesn’t feel good, serve you or bring you joy, then let it go.

What can you get out of… or just walk away from?

Do you have any projects or goals that have been hanging around on your to do list that have been weighing you down for years? If they are no longer aligned with your future… let them go.

And let’s also look at the emotional baggage that is getting in your way and holding you back from what you know you are capable of. It’s time to clear it out and let it go. Let go of the belief that you are not good enough, old enough, smart enough, worthy enough to go after what you really want next year.

If it’s meant to be it’s up to me.

If you want to create a powerful, productive and amazing year it’s up to you.

Give yourself the best chance of creating an environment to give you exponential growth, remarkable experiences, meaningful connections and pinch-me moments this year.

I know you’ve accomplished more than you give yourself credit for.

Allow yourself to acknowledge this…feel it…and be proud.

Take the learning’s from this year and decide what you will let go of.

Settle into reflection mode, get plugged in and set up for a fabulous year ahead.

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Why being busy is killing your career progress

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