His work was all task-based, and no longer a challenge. He showed he could perform at a higher level when he temporarily filled in for managers and presented strategies, and he applied for various promotions and lateral moves, yet he remained in what felt like a small box where ‘they needed him’. He worried that he was stagnating and losing pace for a robust career.
That was the starting point for our coaching sessions. Here’s that client’s journey:
Our short-term goal was to develop new key words for describing his strengths and the kind of impact he wanted his work effort to have. Our other goal was to focus and deepen his networking skills to have meaningful conversations.
These goals were important to him because he wanted to experience enjoying work so much, that he could lose track of time (versus dread the morning alarm and watch the clock all afternoon.) He wanted to collaborate with lots of colleagues who encouraged his curiosity and challenged him.
Through coaching he learned two key things about himself.
- He emphasized technical skills on his resume because they were the clearest way to show accomplishments, which is what job descriptions have trained us to do – but he didn’t articulate the non-technical strengths he wants to bring to a team.
- He had picked up common assumptions about how people with executive titles would react to outreach for a chat, which put a lot of pressure on crafting any outreach perfectly.
Together we created frameworks for different elevator pitches and conversations to be less prescriptive and to reveal more of his personality and ability to connect with people – and he put them into practice. We also got more specific about what he needs in his next role (internally or externally) and their priority ranking, so he can assess and negotiate potential opportunities.
He deepened an existing relationship with a leader he admired, with no expectation that the leader would have openings, but as soon as a recruitment process was initiated, he was encouraged to apply – and he ultimately got the job, which was a promotion, and an environment in which he can thrive. When he shifted from looking for posted roles that he “fit” technically, to finding people to share his curiosity and interests with, he was “seen” for more than his checkbox resume but as an aspiring leader. And though he was prepared to change firms and even industries, he didn’t have to.
He noticed his symptoms, didn’t dismiss them as “I’ve tried everything, guess I’m stuck here”, identified that coaching was a solution, and made an investment – in himself.
I wish I had learned much earlier in my career journey about ways to talk about career possibilities with senior executives, and about how self-advocacy can be effective. So as a coach, these are some of the tools I offer so my clients can thrive.
If you see yourself in this story, with similar symptoms and important goals, and you’ve been trying training programs, podcasts, and books, but haven’t felt momentum, yet alone a transformation, perhaps the solution you’re seeking is – coaching.
Hop on my calendar for a chat to learn more.
