Consider this. It’s 2025 and the world we knew 6 years ago has changed dramatically. The workforce no longer hinges on hierarchies and what worked in the past. It’s about what could be possible and new agile systems schematics. Data Analyst has toppled Dentist as the top job and Tech Ethicists are highly sought after.
those are only a smidgen of what I imagine will be different in the 2025 world
of work. We’ll be scratching our heads as
we think back on some illogical and inane practices, unwritten rules and
beliefs we worked by.
are my top 5 head scratchers on the workforce and why they’ll seem absurd in
the near future:
1. Why was there an invisible barrier between employees and leaders?
I get it – executives are busy people. In
the past they opted to put their faith and time into a tight circle of people
surrounding them. So how could they
possibly tap into the ingenuity lying below them? They often didn’t.
Conversely frustrated experts and
innovators weren’t able to affect the value chain without ruffling feathers
trying to leap over their manager to access senior leadership.
There’s a reckoning now with Millenials
and Gen Zs; they’re unimpressed with hierarchies and prefer cross-functional
relationships within an organization. They expect access to whomever they need
in order to work collaboratively and achieve results.
We’re more comfortable now with flatter organizations and less hierarchy with glass ceilings in between.
2. Why did we believe high performers automatically made good managers?
It’s an easy assumption to make. If an
employee proves to be a superstar in their role as a subject matter expert and
sole contributor, why wouldn’t they make a superstar manager?
Did we ever get
that wrong. Finally we realize that leading and inspiring others requires it’s
own unique expertise. And, most people don’t come with the natural aptitude to
be successful managing others.
Companies invest in
their managers, ensuring they have the critical people skills to guide and
nurture their teams to success.
figured out the path to healthy employee engagement: having a specialized
stream of people managers, whose only or primary role is the responsibility to
develop, lead and motivate teams of people.
This also enables experts to become functional managers focusing on what they’re good at, without the added stress of human resource related issues.
3. Why did we believe employees be required to manage people to get a promotion?
This organizational policy always baffled
me. Sure, in theory it may have seemed
like a good idea as a way to build soft skills and get a different perspective
on leadership. But like head scratcher #2 above, it ran the risk of
demoralizing both the manager and their direct reports.
survey revealed that more than a quarter (26%) of new managers felt
underprepared for their new responsibilities and a staggering 58(%) reported
receiving no management training.
The result? Gallup’s recent workplace survey found that almost half of all employees left their jobs because of their manager. This begs the question: why have this policy when the potential for failure is 50%?
4. Why did we believe there was only one way to solve a problem?
For years we
followed tradition. When success followed a certain approach to our work, we
continued to rely on that method. Sure it may have moved us forward, but the
kinds of challenges that are emerging don’t always lend themselves to “old
I remember being
referred to as a “maverick” by my supervisor because I challenged the status
quo. I was always looking at new ways of
getting buy-in to change and looking at possibilities rather than “tried and
globalization, complexity and ambiguity, we’re in a time of disruption:
everything we know to be predictable is on the chopping block.
This means addressing challenges in new ways. Whether it’s how we work, how we developing new insights to inform decision-making or shifting our focus on new technologies.
5. Why did the 9 to 5 work schedule ever last so long?
Just ask Camilla Kring why this was never
a good idea. Founder of Denmark’s Super
she’s on a mission transform
the industrial work culture towards one that’s more flexible.
Her research on our personal circadian rhythms
debunks the long held beliefs that to be successful we need to be an early
bird. That’s great for certain people, but the rest of us may have family
dynamics, work methods and biological rhythms best suited to working later in
the day or evening.
Think about it. Are companies supporting
flexibility more likely to have engaged and happy employees? Apparently yes
according to Kring.
But that’s not the only reason for
workday flexibility. With globalization, many of us need to be available to
work with clients and colleagues in other time zones. It’s a 24-hour world;
being able to adjust our schedules is now a necessity.
The Future is Now
As we move ahead in this VUCA
(volatile, uncertain, complexity, ambiguity) world, questioning the status quo
is required. Being open to possibilities, collaboration and asking “what if?”
will become the norm in order to solve challenges and ignite new approaches.
You’ve finally decided to change your career. It takes all your energy to stay focused until you leave your current position.
While you’re excited with the prospect of moving forward, there’s a good chance you’re also feeling anxious, and a little bad to be leaving (think loyalty) – unless the decision to move on wasn’t yours.
Either way, taking your leave gracefully is paramount. Why? – For many reasons.
Making a clean break with as little emotional baggage as possible is top of the list.
Leaving with the lingering feeling you’ve angered or frustrated a co-worker or employer never feels good. You’re going to need as much positive and focused energy to be successful in your new career.
Whether you’re leaving of your own volition or not, your self-respect deserves to stay intact. Either way, reflecting on what you gave to the position and company will shed light on the value you’ve brought to the company. It’ll also give you the chance to understand what’s best left behind and what’s most important to take with you (hint: a negative outlook should be left and confidence should go with you).
Trust is the second (and as important) reason to be graceful. Your current employer relied on you to bring your professional skills and effort to the company. A graceful exit is your final commitment.
How exactly do you change careers gracefully? The following do’s and don’ts list seems so obvious! Unfortunately, too few career changers get this right:
Prepare a story to explain your career change. Making your leave about you and your future prevents others from creating assumptions.
Give the company your all – no “checking out” in the months preceding your departure. Your current employer is paying you to give 100% so keep your end of the bargain.
Ask for a reference letter from your supervisor at least a week before you leave the company.
Don’t commit to staying in touch if you have no plans to follow through. While it’s true that once we leave a company we may be quickly forgotten, it’s still a commitment you’ll be expected to live up to.
Be thoughtful in your exit interview with your supervisor or HR representative. Giving constructive feedback on the work and company culture is far more productive and gracious than giving negative comments on individuals.
Leave with your work handed off to your successor or team and your desk/office tidy.
Don’t take any documents or company owned materials.
No badmouthing your employer or other staff during and after your exit. Period.
Thank those who’ve most supported you in your current career – managers, colleagues or direct reports.
Wait until you’ve left your job to update your LinkedIn and other social media profiles.
A graceful leave shows others you live by your values. You’ll be able to close this chapter feeling confident, inspired and ready to start anew.
Lately I’ve had a spate of clients who struggle with understanding why their current position isn’t satisfying them anymore. They know something isn’t right but are caught in the “can’t see the forest for the trees”. They may even know something needs to change but through fear, stress or loyalty, they are stuck.
I know the feeling – I’ve been there. I never aspired to work in the public sector, but there I found myself. We had two young children and my husband starting his own business. Pension, benefits and a regular paycheck were my WHY.
It worked brilliantly for a long time – until it didn’t. This didn’t happen overnight. As my children got older I started to question my values and aspirations. My values weren’t lining up with the company’s culture.
In retrospect I can see that my original WHY was no longer working for me. But at the time I was caught up with the stress, the loyalty and no idea for my future.
My story isn’t unique. What I’ve learned is that as we move through life, our context changes and for many of us, we don’t recognize the need to change with it. Simply put, as we change, so too might our WHY.
Let’s take a closer look at what your WHY really means.
Basically your WHY is your motivation. It’s your purpose. For many of us it can be strongly influenced by our external context at a point in time.
I researched articles and studies on how motivation (your WHY) impacts your work and job choices. I’m intrigued by the work of Lisa A. Mainiero and Sherry E. Sullivan, whose research focused on a five-year study examining women and men’s career patterns. Their term Kaleidoscope Career describes:
“…a career created on your own terms, defined not by a corporation but by your own values, life choices, and parameters. Like a kaleidoscope, your career is dynamic and in motion; as your life changes, you can alter your career to adjust to these changes.”
Their work found that a complex interplay among issues of authenticity, balance, and challenge are behind why we shift careers through our life course. It’s about taking stock of career decisions and making changes to meet:
1. An individual’s needs for challenge, career advancement, and self-worth juxtaposed against
2. A family’s need for balance, relationships, and caregiving, intersected by
the person’s need to say,
3. “What about me?” “How can I be authentic, true to myself and make genuine decisions for myself in my life?”
While Mainiero and Sullivan found subtle differences between how men and women approached their career shifts, ultimately it’s the shifting context of their lives that impacts their need to change course.
So what does this mean for your career? And even more important – what does it mean for YOU?
If you’re like many of my clients who come to me disenchanted with their current work, it’s time to assess what’s beneath this feeling. It takes a bit of inner work and reflection, coupled with honestly assessing your current life context.
Here are steps to help you discover what exactly is going on and how to move forward:
1. Get clear on how you’re feeling and behaving – are you irritable, bored, stuck or blaming your discomfort on your workplace? These are key signs something’s up.
2. Make a list of your top 10 values. Ask yourself if these align with your work and your workplace. A strong misalignment is a sure sign it’s time to move on.
3. Reflect back on why you started on this career or took your current position. What were your reasons?
4. Consider what’s different in your current life stage and context?
With this data, you can look at your situation from the outside in. Has your original motivation for career or job choice become stale? Is your passion to excel and deliver still ignited?
Next is the critical question – what exactly is your WHY now?
If it’s the same reason it’s always been, then great. This may mean it’s time to shift companies or reach forward to a new level.
But if your WHY has shifted, it’s time to make a plan toward aligning your WHY with a career change. I can’t tell you what that would be. It’s yours to discover. What I can do is suggest next steps.
Google has pages of blogs, how-to’s and articles on mid career changes. I’d highly recommend working with a career coach. They have tools and roadmaps to help you uncover potential opportunities and plan next steps. Talk with family to understand how this will impact your status quo (i.e. financial, location, time etc.) will help solidify your plan.
We’ve all heard the saying, “you only live once”. But that one life shifts and changes over time. What worked well in our twenties and thirties won’t necessarily fulfill us in our late forties and fifties. Being aware of your WHY and assessing that against your current reality means taking responsibility for you, your career and your future. If this article describes you, it’s time to discover your next chapter!
Sometimes we all find ourselves in a grey fog. It’s that place where we think we don’t have control so we literally feel overwhelmed or even stuck, unable to move forward. With the pace of change these days it’s not surprising we find ourselves in the Grey Zone more often than we’d like.
Here’s a simple, yet effective process to help find your way through the Grey Zone!
The biggest reactions I see in clients facing change are fear and eroded confidence. We could debate that the notion that lack of confidence fuels the fear, but really, what does it matter? The fact is that change brings out two emotions we’d all rather keep under wraps.
When a major shift is staring you in the face, you can either run for the hills, face it head on or take a step back and assess what it’ll take for you to understand it, know it, accept it and embrace it?
Tons has been written, researched and TedTalk’ed about change. So, bear with me as I give you a slightly different way to approach it.
We can learn a lot from corporate change management practices. These are designed to mitigate the discomfort and maximize success of large transformation initiatives. There are variations in change management models, but what they share is a structured and intentional approach. It starts with knowing the “why” of the change and turning that into a compelling story. It ends with measuring the success of and sustaining the new reality.
Make the case for change
Build champion coalitions
Scope the change
Communicate the message
Assess the cultural landscape
Prepare for the unexpected
Sustain the change
Knowing this planned approach is used for wholesale corporate shifts, what if I say, “In order to manage what’s coming ahead, what if you take this structured and intentional approach to your impending change?” It’s likely you’d say “huh?”
And you’d be right to be quizzical. After all, we so often wait until things happen and then react. Think about the last time major change happened to you and the amount of energy you gave away by facing it without a game plan? And let me guess – the resulting experience brought up fear and a strip off your confidence?
So let’s tackle this by applying what the OD (Organizational Development) experts do for wholesale change in companies. Let’s say you switch positions within the same company. You know it’s coming. Your not convinced it’ll be successful even though senior management is behind your transfer.
Let’s follow the change management best practices above to set you up for change success:
Making the case for change – get clear on why you’ve been chosen for a new position. What expertise or attitude makes you the choice? Does it make sense? Do you even want the position? If not, ask senior management for more information. At the end of the day, you have to own the why.
Identifying resources – what do you need to make the shift and be a success? This can be anything from bringing your administrative support along with you, to a closer parking spot (no harm in asking)
Building champion coalitions – Figure out who in senior management is gunning for this change. Think of them as your new mentor(s) and keep them close for support down the line.
Scoping the change – Is this a long-term assignment? Does it come with specific deliverables etc.?
Communicating the message – What is your self-talk telling you? Is it giving you red flags? Do you need to ask for more information? Pay attention and keep asking questions to get to the bottom of any hesitation.
Assessing the cultural landscape – Does this opportunity align with your vision, values, ethics and beliefs? Will the position be a “good fit”?
Listening – Avoid making assumptions by paying attention to how this change will play out for others (family, co-workers, executive etc.).
Preparing for the unexpected – How will you protect yourself against what you don’t know yet?
Facing resistance – Listen to your own intuition and let it guide you safely forward – even if it means turning the position down.
Sustaining the change – How will you know when this has been a successful transition? What will that look like?
You’re on the path toward change. You’ve prepared, anticipated and asked the right questions. You’ve turned the unknowns into concrete information. Little is being left to chance. So how is your fear level now? Do you feel ready to step up? If not, go back to the best practices list and look for gaps or niggly bits that still don’t make sense.
For most of us, change isn’t a picnic. But it is part of life and sometimes we don’t have a lot of choice but to move with it. The point here is not to reach 100% buy-in; it’s to do the best preparation possible to set yourself up for success.
Have you ever found yourself desperate to find and move to a new position or career? Or you’ve been let go (outplaced) and need to find your next corporate home? The pressure is on. You start applying for everything under the sun. You’re sure the “right fit” is just around the corner.
Whoa! What you might really need is a time out. And I don’t mean taking a holiday or battening the hatches.
I can’t tell you the number of clients who’ve found themselves in this spot. And, more importantly, they share one thing in common. In their frantic quest, what they don’t realize is they’re doing more harm than good to themselves.
Let me explain. Ever heard the expression, “I can smell a rat a mile away?” Well, there are two things prospective employers can smell right away in a candidate: low confidence and desperation. Yup, walk into an interview with either odor and you may as well walk right back out the door.
Heck, the best piece of advice I got when I lost my job was, “Don’t even think about applying for positions, let alone search the want ads for at least a few months. You aren’t the best version of yourself right now, so wait until you can bring your best to an interview.”
Here’s the truth: nobody wants to hire someone who has a current dip in their confidence, no matter what the reason. Nor do they want to work with someone desperate. Not that there’s anything bad about being earnest, but desperation tends to make others suspicious.
Moving from one job to another means cleaning up your last job – be it emotional, spiritual or a whole lot of paper to be shredded – and moving forward with clarity, positivity and an open heart. You just can’t take your baggage with you.
So what does it take to realize you are in one or both emotional states and what do you need to do to get past them and job-hunt ready? Remember those clients I mentioned? I’ll tell you exactly what they did.
First, they listened to me asking them to listen to themselves. They discovered their self-talk was less than compassionate and kind.
I asked how they thought they’d appear to prospective employers? For most, it doesn’t take long to get an “aha” – meaning they may not be putting forward the best version of themself.
Net we reacquaint them with their strengths, talents and gifts. We all need to be reminded of how we make the world a better place. Then we move into readjusting their expectations of time. Getting the next job isn’t going to happen right away.
This whole process is done within the construct of coaching (check out my Essential C process). The clients do the work; they have everything they need to figure it all out. I just help steer them to a place where they can clean up and put away any outstanding issues while reminding them they’re capable, experienced and have much to offer.
I know this sounds easy but it takes courage and a lot of self-reflection to move from here to there. Especially since for most of us, identity and self-worth are tied with our work.
I use a metaphor with my clients. It goes like this: when we’re feeling low and all consumed (as we are when our confidence is low and desperation high) we look downward. I’ll ask the client to look up and over the fence toward the horizon. Practicing this throughout the day opens up their chest, breathing and vantage point. It moves them from being an isolated island to being part of something bigger. It’s called perspective.
I know the client is ready to put all their hard work into action when I see them look up at me and I hear “I can do this”.
They can move ahead realistically and with sureness. Having an open attitude improves their chances of finding the “right fit” position.
To recap, if you find yourself lacking in confidence and over the brim with desperation, here are 7 steps to move you from the sour odor of despair to the scent of a front runner:
1. Check if your self-talk is negative, self-sabotaging or unrealistic.
2. Think about how a prospective employer would view you should you interview with them today. Who and what would they see?
3. Talk with a trusted friend or family member about how you view your situation. Or hire a coach to guide and be your champion.
4. Think back to a time you were in a job you enjoyed. What made you successful? Write down the skills, attitude, and service you brought to that position (only the positive ones). Read the list every single day.
5. Take an athlete’s mindset. Set a realistic time frame – like several months – before you start applying for positions. Use the time to train to be successful again.
6. Practice lifting your head and noticing things around you everyday. Whether at home alone or in a crowd of people, notice what is going on way over there.
7. When you hear your own voice say, “I’m good. I’ve got this”, you’re ready to go and create your future.
So go ahead and put on your best scent – you’ve got this!