For my career and my life, I would have to say that both approaches have served me well.
As a brand-new salesperson, I had the gall to tell my first sales manager that I expected to spend 5 years being the most successful salesperson I could be and then I would move up to management. I sure had ambition and still chuckle at my younger self looking back now. I will always be grateful that my sales manager expressed his commitment to helping me get there, and he did. But he also passed on immediate advice saying, “just bloom where you’re planted for now.” He encouraged me to stay in the moment, learn as much as I can from the process, and prepare for what will come. He emphasized the importance of not being so focused on the future that I would not succeed in the now. I have taken that advice throughout my career. If we are so focused on where we want to be next, we can completely miss and fail at what we need to do now to be successful – which is what gets us to the next place.
Coincidentally, a dear friend gave me this little plaque around the same time. It has moved with me to every office since 1996 and sits on my windowsill today. It is a great reminder to be in the moment and do my best to succeed at what I need to succeed at today. The future always takes care of itself, right? Or does it?
Let’s look at some of the statistics when it comes to career advancement and career changes. Yes indeed, times have changed, and most people will change careers 5 to 7 times in their working careers. What is fascinating though, is that people are not necessarily changing jobs or moving careers because they’re feeling called to do something different or more meaningful, or more aligned with their education. They are just frustrated! According to recent stats, 39% of people who change careers list salary increase as the main factor. That makes sense. Most people would tell you they want to make more money. What is concerning though is that the remaining number choose to change because they feel hindered by micromanagement activities and oppressive workplace practices. Sixty-five percent of workers report feeling isolated in the workplace because the environment is hostile/unhelpful.
As leaders we can do something about this. And as individuals, we can find ways to be successful at what we do so we can change our circumstances and move on.
That brings us back to blooming or pushing for advancement. It comes down to both from my perspective. At least for me, I have done both throughout my career and that has served me well. I am a lucky member of the 13% of today’s population who are largely satisfied with their work experiences. (Gallup). It would not be possible without the following factors that have supported my career success and happiness:
- Alignment of talents and preferences to the job requirements
- A network of collaborative peers, helpful mentors, and supportive leadership
- Knowing when I needed to change and changing for the right reasons
Alignment of talents and preferences to the job requirements
It is truly magical when you can fall into a career that matches your authentic personality and the things you love doing. The advice I love to give students and young professionals is to take time to know their strengths, aptitudes, and preferences. The best way to do this is to take advantage of a personality, strengths-based assessment; I said this even before I joined The Omnia Group.
When your strengths align to the job requirements, success is more likely, and happiness ensues. Knowing your strengths is the ultimate guide for knowing what advancement opportunities will work best for you. How much you fit with the job requirements is just as important as the money you will be making, so before you take that new job for higher pay, consider if it really matches to what you love doing and do well. Starting in sales worked best for me with a natural sales style that incorporated a high level of assertiveness, self-motivation, and drive. Those traits are not necessarily the best for serving people who go into management positions though. I could easily have failed at that first shot at sales management had I not had the right leadership traits. Being a great salesperson is about individual success. Being a great leader is about others’ success. What I learned of myself is how much satisfaction I get in creating plans and working through teams to make things happen. My biggest joy comes when I see someone else succeed and knowing I had a part in that.
Thankfully, when I did get a chance at a leadership position, it was a good fit. Others who are fabulous in their craft do not always make the best leaders. Knowing where you thrive is key to your success. I’ve worked with many successful salespeople who have chosen to specialize in industries or expertise and advance successfully in position and pay without taking on management of staff. So, a word to the leaders reading this – knowing your team and their strengths is critical to engaging and helping them grow in the right places that will bloom for your organization.
Surround yourself with a network of collaborative peers, helpful mentors and supportive leadership
My grandfather used to tell us all the time to choose our friends wisely. The same goes for the people you choose to be around you in your career. When I started out in sales, I interviewed the top 3 salespeople the prior year and took copious notes. I found ways to sit with them in learning sessions and team meetings. Many organizations provide formal mentoring and coaching programs. Take advantage of those if you are lucky to work for a company that does, but don’t leave it to chance if they don’t. Seek out people you admire and ask them for help. Most people will be happy to spend a little time helping you out, and more are likely to be in it for the long haul. That sales manager I mentioned at the beginning of this article has continued to be a mentor throughout my career and is now a friend. It also should be said to make sure you identify the people to avoid. Stay away from the naysayers and negative talkers. They are not good nutrition for your soul and will only bring you down. When you are starting out, you do not always get to benefit from choosing who you’ll work with or who you work for. You can quickly decide who you associate with, and as you become successful in your job and choose to advance you will be able to decide who you want to work for and with.
Know when to change and when to stick it out
At one point I was in a role I loved, aligned to my strengths and natural traits, but my boss was a real jerk. I decided to stick it out and believed I could outlast him. That took a toll on my health and work life balance, but again, I loved the role, my colleagues and the company so sticking it out was worth it at the time. Thankfully, I worked for a great company and senior leadership decided in due course it was time for a change. In my parting 1×1 with said boss, I dug deep to come up with one positive thing I could say to him. I told him I had learned so much from him that I would take through the rest of my career (and held back saying what I had learned was how not to lead people). He said that I was the most resilient person he had ever managed. Well, that is what he brought out in me, so in truth all was not lost. Resilience, measured by the Omnia Assessment, is one of the top traits of a successful salesperson so I have that boss to thank for strengthening that muscle. Knowing when to leave is also important. Many years down the road when I found myself working for a similar type of manager, in a culture I didn’t align with, I decided it was not worth the strife or health impact. I cut my losses quickly and found a new place with great leadership, a supportive culture while continuing in a role that aligned with my strengths. Timing is everything.
Finding a job and career that aligns well with your natural traits, surrounding yourself with a supportive network, and knowing when to change worked well for me. Thankfully most larger organizations today are making investments in employee engagement, development, and formalized career mobility programs. If your organization is one of those, take advantage of it all. If not, take it upon yourself to know your strengths, do all you can to bloom, and surround yourself with the right people so your career will take off. If you’d like to have a conversation and learn more about your natural traits, I hope you’ll contact me. In the meantime, I wish you all the best in finding joy and blooming where you’re planted now.
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