5 Steps for Taking Your Career Up a NotchNov 17, 2020
It’s not just human resources professionals….Business people in all professions look to move beyond administration and become a strategic contributor. So why is it so hard for so many in the HR field? Because we allow others to control our destiny. We wait to be asked – instead of just showing up. Now you just need to figure out how to convince your leadership that you are the person for the job! Taking a road map from my 3rd book Taking Your SEAT at the Table, I’d like to share 5 steps for making that happen for your career!
- Show that you are more than just your job description. Don’t wait for someone to change your job description. See what needs to be done and start doing it. Start by looking at your manager’s goals and what’s behind the strategic plan. Figure out how you can contribute in a way that will get you noticed. Be that person to ask “why” all the time, and then determine how you can best move your organization forward. If you know what needs to be done, but there are vital skills you’re lacking, consider joining peer-to-peer advisory groups or a non-profit board to learn things you don’t know—if you want to learn finance, become a treasurer.
- Metrics that matter. Is the data you are collecting moving your organization forward? Or are you just tracking what you always tracked? My favorite example from human resources is tracking the number of days it takes to fill a position. Who cares?! ? What matters to management is the success of new hires – days until they are productive on the job – how long before they come up with their first innovation. That’s what moves business forward, not just filling a seat. Think about what your leaders care about – and what really makes a difference in your business. Then create metrics to ensure you are driving on the same road with leadership.
- Inspire with emotion, seal the deal with logic. This is a quote from my #1 power partner – Deb Calvert of People First Productivity Solutions. Deb and I share the belief that you are responsible for building bridges in your organization. They aren’t going to come to you – you need to meet leaders in a place that is meaningful to them. Approach managers and leaders in areas other than your own, and if they don’t seem receptive invite them to lunch. Everyone loves to go out to lunch! Find out what your leaders care about — it most likely won’t be the color of the ID badge lanyards — and align your communication message with their priorities. Deb is going to be the speaker for our December membership group – click here to learn more and join!
- Use vendors to get your job done. Outsourcing is a critical component to get day-to-day work off your desk. Many vendors have sophisticated technology and processes to accomplish things that take you hours. Be sure you are using your budget, and your vendors, wisely. Thinking about all your vendors you will likely find many agreements were created years ago. Revisit old contracts to see if they’re still relevant to what your organization needs today. Determine what you need to get off your desk and be sure you have the right vendor to handle the task. Then hold them accountable to get their job done.
- Ambition and drive are visible competencies. Show your leaders that you want additional responsibility and authority. Work smarter, not harder. Constantly evaluate what you do and how you do it. Are there some tasks you can automate or delegate? Then do it. Be a problem solver. If your plate is full, it’s OK to say no, but then find them someone who can. Add value by finding the resources you need to move forward.
Use these tips as your first roadmap to a career that will take you where you want to go. Once key step is being a credible professions showing leaders you know your stuff!
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