Do I Stay Or Do I Go?
What would you do if you were contacted by a recruiter, agreed to a first round interview, liked what you heard, and realized a job change was a very real possibility?
Did they stay or did they go? Our IT pro enjoyed a fast-paced interview process that opened-up conversations with potential colleagues and key decision makers up and across the organization. Their intention was simple – explore the possibility of making a career switch. It didn’t take long to discover that the proposed position aligns with their short- and long-term career objectives and offers a unique opportunity to learn a new line of business that will fill a significant experience gap. They’d be working with colleagues who are at ease taking risks and learning from their mistakes.
Unlike their current organization, this forward-thinking firm is executing a bold international strategy. Insider information was surprisingly easy to gather once they tapped into their network and reached out to current and former employees who confirmed that what they were hearing in their interviews was true.
Back on the job, the specter of something different and better amplified the frustration, nuisance of miscommunications, and daily negativity they’d grown accustomed to. Was the departure of two trusted colleagues an omen? When the job offer arrived, a significant increase over his current base salary tipped the scales. It was clearly time to GO. But were they ready?
Coaching helped dispel fear and doubt that stems from a decision to embrace change and accept the offer. But their resignation was guaranteed to shake things up. A boss might greet the news with anger, disappointment, or even betrayal. Colleagues might feel disappointed in losing a friend, upset at having to pick-up the slack, or self-conscious about their career prospects. Some subordinates could feel abandoned while others might view the departure as an opportunity for advancement. Coaching helped this job changer anticipate resistance in its many forms and thoughtfully navigate around pitfalls that would prevent a graceful exit.
Drawing courage from the memory of doing hard things in the past, they reached out to their boss and submitted their resignation. Minutes later, they spotted an email that arrived early in the morning, before they resigned. In a strange twist of fate and a final test of their resolve, the email presented a performance award with a generous award of stock options at the new organization. With a head shake and a chuckle, they turned back to their agenda, firm in their belief that the decision they made was the right one. Anticipating a fresh start and a new adventure, they’ll be using Carter Cast’s 6-step plan to build success, beginning on day one.
These days, most organizations don’t invest in career development or professional development programs which leaves it up to you to think strategically and design your own career. If you stretch your imagination and look ahead 18 – 36 months, what is the work you really want to be doing? Maybe it’s an extension of what you’re doing today or something entirely different. As your vision takes shape, sketch out a plan by identifying what are you currently doing that supports you in fulfilling that vision. Then, name the specific skills, experience, and education/certifications you need and how you’ll get them. Not sure? Reach out to people who are doing what you envision doing and ask them for guidance and support. Once you have clear idea of what you want and how you’ll get there, follow Carter Cast’s 6-step plan and Take Control of Your Career Development If Your Company Doesn’t Care About It | HBR
Understand what you are evaluated on
Solve for your own blind spots
Codify what you learn
Increase your visibility with the C Suite
Become an expert in increasing your important to the organization
Seek out good counsel, mentoring (and advocacy)?