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Year: 2017

With the changing business landscape, the dynamics of employment have also undergone a sea change. The priorities of employees have changed, too, and unlike a decade or score ago, growth opportunities have supplanted loyalty. The workforce today doesn’t believe in sticking with one company for the rest of their career. Therefore, the taboo attached to job-hopping has been mitigated but not entirely gone.

While it can be contended that not everyone’s career takes off with the first job, and sometimes, it takes a couple of switches to find the job matching one’s aspirations, the onus lies on the employee to prove that there was some value-add for the employers.

What prompts people to switch-jobs?

The need for instant gratification lies at the core of job-hopping. Unlike career-driven individuals who are fuelled by long-term goals, job-hoppers look at short-term positives. The search for a better work-culture, fatter paycheck or simply, the perfect job, are prime reasons why such people look out for a new job.

Job search mistakes

Sometimes, job hopping could be the result of an oversight or an ill-advised career move. Some people fail to be discreet in their job search and accept the first job that offers them a decent paycheck. Finally, when they realize that their career aspirations are not in line with their current job, they feel antsy to correct the career misstep and find themselves back in the job market. One can prevent such oversight by conducting a proactive job search and getting a full clarity on all aspects of the job before taking up the offer.

The illusion of perfect job

The myth of perfect job has ruined many careers. Many employees run away from the challenges of their current job in search of a job where the boss will be nicer, colleagues will be co-operative or simply, the salary will be better. The employment statistics prove that too many candidates leave jobs due to short-term obstacles and take new ones to obtain instant relief.

When this process goes on for far too long, the job-hoppers find themselves in the vicious circle of dissatisfaction and under performance, devoid of any sense of long-term commitment. While job-hopping might seem like a quick solution to an immediate problem, it doesn’t really pay off in the long run.

The lure of instant gratification

The millennial mind-set, driven by instant gratification, is to blame for the lack of resolve among the millennials, the Gen-Y and the Gen-Z, to iron out any obstacles in their job. This means that the initial phase of their career during which the foundation is built and skills are acquired, is just a spotty patch of mismatched jobs.

In a world that propagates instant gratification- be it fast food, same day service, instant access, etc., the millennials are beginning to forget the virtue of patience. It is important to learn that every job has its ups and downs. When faced with obstacles, one must exhaust all the alternatives to fix the problem before looking out.

In the eagerness to build a career, you must not get jittery if your boss is not giving you any “important tasks”. Every job has a learning curve and you must prove your potential by performing each task efficiently. Same goes for all other aspects of your job- be it the work culture or colleagues. You have to be a creative problem solver at every step of your job, if you wish to leave a legacy behind when you quit the company.

When job-hopping isn’t all that bad

While job-hopping is generally frowned upon by recruiters, some highly dynamic industries call for versatile and diverse skill set. In such cases, recruiters would be willing to make allowance for job hopping if you have switched jobs to acquire new skills. If your resume can show a person who contributes and adds value to the company, your prospective employers might want to give you a chance. They might overlook your lack of ability to stick around if you show them how your previous employers have benefited from your services.

Decide wisely

Overall, career is a highly personal choice as the factors that drive each of us are different. Even if you have changed several jobs, the job market will still look kindly at you if you have been able to create any value-proposition for your employers. However, if you are switching jobs just to run away from obstacles or chasing big bucks, you might end up having a job that pays your bills, but not a fulfilling career.

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Success is a very relative term, meaning different things to different people. Yet, regardless of the varied goals and intents of people, the rule book of success remains the same. Whether you are aiming for a healthy bank balance, owning your dream house or simply want to win the Best Employee award – regardless of your interpretation of success– you will thrive only if you are passionate about the journey. After all, it is the joy of loving what you do that ultimately fuels the passion and the drive to succeed.

“Focus on the journey, not the destination. Joy is found not in finishing an activity but in doing it.” – Greg Anderson

Destination vs. Journey

For some professionals, their career is a destination. From the beginning, they aspire to be successful- whether in terms of achieving a particular role, getting into a certain organization or getting recognition in their line of work. On the other hand, the professionals who treat their career as a journey seek to build their professional repertoire by experiencing work from a variety of perspectives. Their focus is on excellence and they strive to imbue their learning trajectory with the pursuit of knowledge.

While both the types might succeed in their endeavours, the ride is much more joyful and fulfilling in the latter case, which is studded with consistent efforts to imbibe the experiences and grow professionally.

Task-oriented vs. Result-oriented

“Success is the sum of small efforts – repeated day in and day out.”- Robert Collier

Some of us focus only on the big picture while some take the time to look at the tiny dots that join together to form the big picture. The former pivots only around the end result whereas the latter embraces the journey. The problem with the result-oriented approach is that, in a rush to reach the destination, there is a real peril that we might miss the milestones, or worse, the warning signs.

The task-oriented approach allow you to grow organically through applying yourself to each task, imbibing new skills in order to deepen your learning curve, and building strong credentials to your name. With such a mindset, you will see every success and failure as another milestone.

Each success will remind you of how far you have come whereas every failure will be a reminder of how much more you need to learn before you earn a place in the sun. Also, as you start achieving smaller milestones, you feel more empowered and your motivation level continues to rise steadily. Such a mental state will inspire you to enjoy the ride and persevere patiently until your dreams reach fruition.

However, with the result-oriented approach, there is a slight chance of getting lost in the big picture. Sometimes, constantly thinking about our goals and dreams can overawe us and the haste to get there might weigh us down. Also, such mental framework doesn’t adapt to failure well, and breeds a sense of despondency and frustration whenever your efforts are waylaid by an unforeseen turn of events. Too much obsession with the end result can sap the vigor from your dreams, and make the work less enjoyable for you.

Focus on excellence and all good things will follow

“The way of success is the way of continuous pursuit of knowledge.” – Napoleon Hill

Hunger for knowledge is the fuel that stokes the fire of excellence. Knowledge plays a key role in enabling you to expand your professional toolkit. When you focus on doing a task to the best of your ability, and are open to new learning experiences, working will be anything but a drab, tedious affair. Following the trail of excellence will gradually set you upon the path of becoming your best version, which, in terms of Dr. Maslow is called ‘self-actualization.’ A self-actualized person is driven by a desire for self-fulfillment and strives for maximizing his potential. For such a person, the joy lies in the journey and not the destination.

Once you develop such a mindset and start enjoying what you do, work will become a joyride and success will follow by default. After all, all the good things – fame, success, money, etc. – are the by-products of excellence.

What does career mean to you? Let me know your thoughts in the comments below. Reach me at sanish@careerxperts.jobs

You get to choose a lot of things in life, but family and co-workers aren’t among them. While family ties are set in stone, your work eco-system (and colleagues) comes with the job. But either ways, both your personal and professional relationships demand sincere effort and attention. It also stands to reason that when your day is mostly divided between family and work colleagues, differences and disagreements are bound to creep in. You know your family members – their disposition, sensibilities, etc. and can reconcile any differences easily with them. However, you might or might not have the luxury of knowing your coworkers so well, so how do you deal with any recalcitrant colleagues and develop a cordial working relationship with them?

Accept what you can’t change

The first rule of any conflict – real or perceived – is to accept what you can’t change. Sometimes, there is dissonance even among family members, but we learn to live with it if we can’t remedy it. Following a similar approach at work will let you steer clear of any flashpoints. It will help you develop a well-adjusted outlook and dial down your expectations from work colleagues so that you can have a functional relationship with them.

Manage your emotions

When so many people work together, conflicts are inevitable. Learn to choose which battles to fight and which to steer clear of. Maybe, you are smarter than your peers, but you’ll be labelled as difficult and argumentative if you try to counter every suggestion they make. So, reserve your dissent only for areas which substantially affect the outcomes. And when you do that, don’t let your personal biases hijack the argument.Be professional in your conduct during a disagreement and present a fact-based and reasonable argument. Remember the rule, “10% arguments happen because of what you say and 90% by how you say.”

Spend time with your colleagues

“There are three ways of dealing with difference: domination, compromise, and integration. By domination only one side gets what it wants; by compromise neither side gets what it wants; by integration we find a way by which both sides may get what they wish.” Mary Parker Follett

Instead of avoiding the colleagues you don’t like – as counterintuitive as it sounds – engaging in projects with such colleagues will help you see their perspective. Spending time with them will allow you to gain insight into their mind-set. You might discover the reasons behind their actions, and find that they have nothing to do with you. Maybe their personal life is in shambles, which is dictating their behaviour at work. This realization might make you more compassionate. However, if this experience doesn’t offer you any positives and your co-worker continues to stonewall your efforts for a harmonious working relationship, do what your better judgement tells you.

The last resort

“When dealing with people, remember you are not dealing with creatures of logic, but creatures of emotion.” Dale Carnegie

If all else fails, you might want to talk to your co-workers and give them an honest feedback. While doing so, choose your words carefully and talk only about the behaviors that they can control. Read the person’s temperament carefully before you do so. If they are receptive to feedback, give them an honest assessment of how their behaviour impacts your work performance, but if they come across as resentful and vindictive, you might want to tread cautiously. Also, be open to receiving feedback yourself. Chances are that there will be grudges on both sides. Remember, it takes two to tango.

Conclusion

In the end, remember that the feelings of frustration and disillusion stem from the belief that you have no control over things – be it your boss, or your difficult co-workers. You need to shake off the victim mentality and assume control. You can’t change their behaviours but you can manage your reactions to them. That, in itself, is an empowering feeling that allows you to navigate around such people effectively. Also, remember that everyone is trying to do their job, so strive to understand your colleagues’ perspective and never make it personal.

“If you have learned how to disagree without being disagreeable, then you have discovered the secret of getting along–whether it be business, family relations, or life itself.” Bernard Meltzer

Source: LinkedIn

“The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.” – Jim Ron

Historically, leadership has been held synonymous with emotional detachment, and the ability to take dispassionate decisions has, for long, been recognized as the true hallmark of a successful business leader. However, the changing employment landscape is slowly chipping away at the head-in heart-out precept of leadership and making compassion the centerpiece of management focus.

The rise of Compassionate Leadership

Much credit for the popularity of compassionate leadership goes to the new-age leaders like LinkedIn CEO Jeff Weiner and Salesforce CEO March Benioff. In his book, Compassionate Capitalism, Benioff talks about philanthropy and how it can be absorbed into the cultural fabric of a corporation.

Similarly, Jeff Weiner – a strong advocate of compassionate leadership – has adopted compassion as the core value at his organization. In his blog, Managing Compassionately, he has professed his endeavor to “expand the world’s collective wisdom and compassion,” and how he constantly strives to live up to his aspirations of being a compassionate leader.

Benioff’s and Weiner’s compassion-driven leadership style is highly inspirational, too. According to Glassdoor Employees’ Choice Awards, both the CEOs received a whopping 97% approval rating from their employees, making them America’s most-loved CEOs. This fact is especially significant for tech industry, where the war for talent has reached epic proportions. In an era where employees are spoilt for choices and companies are going out of their way to retain the top talent, compassionate leadership style could be a game-changer.

Compassion breeds innovation

Compassionate leadership style promotes trust among employees and fosters a culture of experimentation in the organization. In such an environment, the employees are less worried about making mistakes and more willing to put forward fresh ideas. Research corroborates that the most innovative companies are driven by leaders who demonstrate compassion, and allow room for risk-taking and mistakes.

Compassion with discernment equals success

A common misgiving about the emotionally intelligent and compassionate leadership is that it is not assertive, and hence not effective. This apprehension was tackled by Wharton Professor Adam Grant in his best-selling book, Give and Take, in which he has substantiated through extensive research that the people who care for their colleagues (Givers) – are over represented at the top of the success ladder compared to the self-centered ones (Takers). It is not hard to see why! Givers, being more empathetic and personable towards others, naturally enjoy more influence than the inward-looking Takers.

However, Grant says that the major difference between successful and unsuccessful Givers boils down to strategy. When Givers learn strategies to prevent others from taking advantage of them, their likeability becomes a propelling force and elevates their career prospects.

Compassionate Leadership is good for business

The leadership style has a bearing upon the fortunes of an organisation. In the best-selling book Good to Great, author Jim Collins describes how some organisations progress from being ‘good’ companies to ‘great’ companies, whereas others fade away. He links an organisation’s journey to greatness to its leadership style and chronicles how a compassionate leader can bring about this feat.

The Level 5 Leadership

While researching the leadership styles of various organisations, Collins found that the organisations that made the most successful transitions were led by what he calls ‘Level 5 Leaders’, who have the seemingly contradictory qualities of “great ambition” and “personal humility”. Collins observed that the focus of Level 5 Leaders’ ambition is not themselves but the greater good of the organisation. Such leaders enjoy a high degree of trust among their employees; are able to inspire them, and hence, enjoy the bottom-up support needed to be successful.

Characteristics of a compassionate leader

Leads by example: True leaders lead by example. They are able to nurture relationships, through small actions that build trust and confidence.

Transparency: They engage in transparent dealings and communication with the employees, which helps the employees align in a better way with the company’s vision.

Flexibility: A compassionate leader is capable of putting aside the rulebook and taking decisions on grounds of humanity.

Compassion is a trainable trait

While many people have compassion as an innate characteristic, studies suggest that it is a trainable behavior and can be developed over time with practice, coaching and introspection. The Dalai Lama sums it up the best when he says, “Every human being has the same potential for compassion; the only question is whether we really take any care of that potential, and develop and implement it in our daily life.”

Source: LinkedIn