A fact of life in our world is that you will inevitably face the prospect of having to reinvent your professional self. For many this is a daunting task that gets put off along with getting in shape, painting the house and writing a book. The dream is nice, but the lack of action keeps it firmly out there somewhere in a hoped-for future.
By now, we all know people that have been adversely impacted by the current economic circumstances and are in the midst of looking for their next job and even their next career. We also know others that are hunkered down behind walls hoping to survive.
In both cases, it is critical for the individuals to think clearly about and act on the need to reinvent themselves as professionals.
Some thoughts for the audiences that I engage with regularly:
- Marketers, most everything has changed. If you cut your teeth on marketing in the 90’s or earlier, and have not stayed on the painful and bleeding edge of what is going on, you are in deep trouble. While core notions of identifying vexing problems and solving them in great ways will never go out of fashion, the way people buy, how they communicate, what they respond to, where they look for information and how they respond and react to marketing tactics is no longer recognizable.
- Mid-level managers, you are in danger of extinction. You had best find a way to standout and develop as a senior contributor or you will go the way of the Dodo bird.
- Product Managers, your role is critical, but you face an uphill battle in gaining a “seat at the table” of senior leadership, in spite of your very customer and market focused existence and your strategic perspectives.
- Technical Professionals, the skills and knowledge that helped reach this point are insufficient to take you forward. Grow your technical skills or recognize the need to grow your professional skills as leaders and businesspeople, but do something!
- Project Managers, what are you doing to improve your ability to lead laterally, integrate strategy with projects and improve your batting average in developing high-performance project teams? Your process expertise is not enough to earn you a future seat at the table.
As for those of you in other roles inside or outside of corporations, if moving into an entrepreneurial role is a dream, are you planning and acting on the steps that will move your dream closer to reality?
And finally, for those of you that have hit the panic button after realizing that the job you’ve trained for and worked is no longer out there, well, since you didn’t have a plan, it’s time to get going.
Suggestions:
- Recognize that only you own your career, not your company. Do not wait for your company to retrain you and help you develop skills for the new world. Invest wisely in yourself for the type of training and development that will help you move forward or that will at least keep you employable.
- Take time now to begin investing in developing the knowledge, skills and credentials that you will need for the next step. If you want to be a teacher someday, start taking classes now.
- Develop great habits. Read something related to your professional development for 30 minutes a day. Use the DVR to tape your show and watch it later, but read.
- Start building your brand now, not after you are out in the street following a round of lay-offs. Speak, publish and lead somewhere in your industry or your community.
- If you have entrepreneurial dreams in the future, start researching, planning and saving now. Can you find a job that will get you one step closer to your entrepreneurial self?
- Work through your ideas with your significant other. They are a critical part of whatever you do, and particularly if your vision involves risk, I cannot over-emphasize the need to balance your dreams with your partner’s ability to tolerate ambiguity and risk.
The Bottom-Line for Now:
There’s no doubt that many of us identify closely with our jobs and titles, and the loss of job or title can stimulate a real personal crisis. Strive to view yourself as something other than your job and recognize that you can succeed and be happy in many different environments. Then take action. Just do something to move forward and your activity will beget energy and more activity. It’s a great day to take control.
Art – your 6 suggestions are on point and recognize that if we aren’t stimulating the “gray matter” and evolving ourselves, no one else will be stimulated by us as well. Several things that I’ve adopted and continue to use along with your lists are:
– Mentors: I have several mentors that I use. While I’ve been in a lot of roles, I’ve attached myself to numerous resources, how challenge me, teach me and assist in stretching my capabilities. I talk to them regularly. I also champion others and try to lose myself in creating a Greater Than Yourself connection.
– Social Media: In the past year, I’ve become more engaged with bright people with similar goals and aspirations. Communities on Twitter, Facebook and LinkedIn provide great avenues for discussions and thousands of talented people are willing to share thoughts, ideas, suggestions, links and offer their time to elevate you.
Many of us may wonder, “what is my brand?” I have spent some time looking at my “distinctive competence.” I have applied this principle taught by Pragmatic Marketing to me and have often asked friends and colleagues, “what’s your distinctive competence?”
Jim, some great additions! My Leadership Caffeine piece on Monday highlighted the need for more of us to serve as mentors, and you are right, they play a role in our own self-development.
Complete agreement on the social networking component as well. I’ve lost track of the now tremendous number of great professionals that I have met through various social networking approaches.
Thanks as always for sharing your insights! -Art
Art –
Great information. I continually shake my head at those Dodo birds you mention. I have tried to make helpful suggestions and watch as they continue to bury their heads.
Of course you are preaching to the choir here. I got the RIF treatment a few months back and have proceeded to execute on all your suggestions. I have also laid out a 3, 5, and 10 year plan. Ambitious, but when I return to the “real” corporate world I want a touch stone to keep me true. Just like a good business plan keeps a company on a defined path so too will my career plan.
Larry, kudos on your execution and great forward planning. I love the idea of having that long range plan to come back to time and time again. Keep me/us posted on your progress. -Art
Art,
Your points remind me of what my first mentor at Frito-lay said; “leaders are readers, and it is your responsibility to grow you as a product, not our companies’”
We all must take an active role in sharpening our saw.
I think it was Abe Lincoln, when asked how long to chop down a particular tree he replied: 4 hours…3 to sharpen the axe, one to chop the tree down”
In addition to continuing education, we must continuously be “market sensing”… what will the leader of tomorrow need to be? We must all be getting ready as the largest exodus in the history of leadership is about to occur. With all the downsizing the focus has been doing more with less, and not mentoring the next generation.
Therefore my mentor’s advice from Frito-lay is even stronger…WE must be accountable for OUR continuous improvement. If you wait for your company to recognize the need and act…you will be disappointed.
Mark, thanks for adding on with some great thoughts and wisdom. Love the Lincoln example. It’s always the tremendous amount of prep work that pays off with a great outcome in the end. -Art
Art, great insight! The world is definitely changing around us, and those who take the ‘ostrich approach’ will find a different world when they come up for air.
Your suggestions are spot-on. I have personally seen the benefits of all six. And Jim’s additions fit in perfectly as well (As an aside– Jim is one of my mentors to whom I am deeply grateful).
These great principles lead you to believe in yourself. You need to have confidence that you can really do what you want to do, and then go for it. Today is the best time to put your plan into action and move forward with confidence. -Michael
Michael, thanks for chiming in and for sharing your thoughts on confidence. It’s great as well to see someone publicly thank a mentor. Jim, that’s high praise for you!
-Art
Wonderful post. I would like to tie two thoughts to this idea of change and development.
1. I worked in a corporate environment for several years, went back into a major acadamic institution, and am now back in a corporate environment. One of my learnings during these career transitions was the immediate impact that a new culture of workers (millenials) is going to have on our workforce. The demand (not desire) for customization of everything one touches will continue to shape our workforce into one that must be more flexible. From our policies to our competencies the learning agile and flexible will succeed.
2. The impact of the economy on job security in ever industry has generally shifted the workforce towards a “look out for me first” mentality. While this mindset is needed regardless of economic high’s or low’s to a certain degree, it is the balance of developing myself while looking for opportunities to develop and lead others that sets us up to succeed in the long term.
Short term outlook = Long term pain.
Garrick, thanks for joining the discussion with your very thoughtful perspectives.
I love your comment on the impact of the Millenials. This is a topic that many are under-estimating and that I like you, believe that it will have a profound impact on our work environment sooner instead of later. As an aside, look for my note via this blog on my feature article on this topic running in the May issue of Communication World-On-Line.
Thanks again for sharing your perspectives! -Art
Hi Art,
A timely reminder of (self-) continuous improvement. One of the good things that I learned in my current company is the need to have a yearly ‘development plan’. This plan should touch on aspects of technical/functional skills learning, leadership development, and management development.
Normally, this is done through a formal process with one’s line manager, but in principle, it doesn’t have to be. A person could easily do this in a simple 3-column chart and list down items in each with a time frame for doing each action item.
However, having said that, the process starts with ourselves – we can only drink the proverbial water, no one can make us drink it!
Cheers,
Lui, thanks for joining the conversation. Kudos for having the discipline in your company to conduct a yearly development plan. Many firms use the performance review as a means of doing that, and in my opinion, they are two important but separate discussions. Agreed on the need for us to drink the water. -Art