Do you ever feel like you’re running on empty? I think it can happen to all of us when things get really crazy at work, or over the holiday season when there’s lots to do and so many people to see. It can even happen to us simply in day to day living.
Sometimes you can feel like you’re running on empty in your career, too. It’s a shame we don’t have a little light that goes on (like our cars do) to tell us when it’s time to refuel. Or do we? If you’re paying attention to how you feel – to your energy level, your engagement level – you probably know when it’s time. The question is, do you act on it? In my experience, many people know the warning light has come on and don’t do anything about it.
“There are many ways of going forward, but only one way of standing still.” – Franklin D. Roosevelt
I love when I randomly come across something that speaks to me! With the work I do in career development I’m always on the lookout for a new way to get a message across to my audience. This quote perfectly describes what I believe to be true about a career. It also reminds me I’ve been meaning to write about one of our consultants, Laine Jubinville, and the ways she moved her career forward.
Are your managers having the right conversations? That’s the title of an interesting article I just read about the impact managers can have on employees by engaging in meaningful discussion about employees’ strengths. The article links to studies that show developing their strengths helps employees to be more engaged, happier and healthier. Engaged employees are less likely to leave an organization, and even more significant, they drive business results.
A discussion about employees strengths – that’s a good part of what a career conversation should look like, and that’s what we encourage when we work with managers to help equip them to have meaningful career conversations with their direct reports.
Why don’t we just talk about it? What is it that keeps us, leaders and employees, from having career conversations with each other? What is it that makes career conversations so difficult? These are the questions I was exploring in my last post and I shared some of the obstacles I’ve heard about in my work. In this post, I’ll give you some ideas on how can start to build your confidence as an employee, a leader, or both, to have career conversations.