You and your career
Learning and development is undoubtedly necessary to stay at the top of your game professionally. Therefore we all try and take the time to keep updated on current trends in our relevant industries. However, what other steps can be taken to ensure that you keep moving your career in the direction you want? Technical knowledge will take you so far, but in order to truly grow and continue your career trajectory in the direction you want, it is necessary to take a look inwards, at oneself and see what interpersonal skills need to be developed and honed. Technical ability might help you achieve the promotion to manager, but in order to become a leader, personal development is required. This is where career coaching and psychometrics can help.
Career coaching is not simply somewhere to go to voice your dissatisfaction with your current role or circumstances. It is a highly tailored approach to evaluating ones goals and objectives and mapping out a plan to allow those to be reached. Steps are identified and agreed with the coach and he/she will hold the coachee accountable for reaching those steps and ultimately achieving their goal.
Dealing with people effectively is much more achievable if the person has a good degree of self-awareness and self-knowledge. People often take it for granted that they know themselves, but how often does one sit down and really think about one’s personality and what makes them tick, or conversely, what stops one from being as effective or as efficient as they should be? Psychometrics, or more specifically, personality assessments can help one gain a clear picture of themselves, identifying what their strengths are and how to draw on them, as well as figuring out what their potential development areas are and how to tackle those effectively. This can also be achieved with the help of a career coach or organisational psychologist, to explain the results of the assessments and helping the person to think objectively about their own personality and how to get the most out of the process.
Finally, 360 reports are a tool which is tailored towards eliciting structured feedback from one’s peers, direct reports and those they report to. It is anonymous and therefore should be candid and honest in a way in which people might shy away from in a face to face situation in which they do not have to worry about the potential for offending the recipient.
If none of these tools are currently a realistic option, take the time to honestly assess yourself. What are your strengths, what have you done well this year and why did it go well? Identify your strengths. But just as importantly, try to identify potential areas for development. What has gone badly this year and why? What could you have done differently?
Also consider asking trusted friends, family and colleagues for feedback. Explain that you want to learn and work on any potential development areas. Reassure them that you want them to be honest and take their feedback in a gracious manner. Do not try to defend yourself or make excuses. Simply thanks the person for their feedback and then take the time to reflect on this and what actions you might take to work on this feedback. A coach can also be employed for a number of sessions at this point if you feel that you need help to work on the areas identified.
Our sessions are tailored to the individual and their requirements, so if you would like to arrange a coaching session, please contact our office and we can match you with a coach who will best fit your specific needs.