I’m 30 some years into my 45-year career so here’s my view on corporate career progression.
Within two years of taking on any role, you have probably mastered most of the tasks of that role. So, in your third year, you might start looking for the next thing – but there’s an opportunity that many people miss.
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I’m 30 some years into my 45-year career so here’s my view on corporate career progression.
Within two years of taking on any role, you have probably mastered most of the tasks of that role. So, in your third year, you might start looking for the next thing – but be careful not to miss the opportunity in front of you.
I am not suggesting that every two to three years you change companies, although many people earlier in their career do. Instead, when you feel yourself starting to plateau:
ask yourself … ask your manager … ask your managers manager … if you have a mentor who’s in the leadership team, ask them:
“What else does the organization need
that would have impact on the business …
that you might have 60-70% of the skills necessary to accomplish …
you could be passionate about.”
If so, that could be your next gig.
Early in my career, I was with a company for nine years and had five different roles. Each time, leadership would come and say “Hey you know that thing you’re doing a little bit of? We need a full-time person doing that. Would you want to take it on?” Over those nine years, I went from being an individual … to a manager … to a director … to a senior director; each time taking on something new or bigger that the org needed and I had passion or vision to pour in to.
Some organizations have a growth mindset, so they might come ask you to take on new tasks. Other organizations might not be as agile, but most leaders would love to hear your impact ideas by asking the question from earlier:
“What does the organization need … that you have the potential to contribute to … and that you could be passionate about?”
And when you find that next gig, your clock resets – but you get to do it while leveraging the trust that you’ve already developed … and the institutional knowledge that you’ve already figured out. That gives you a massive head start over hiring someone from the outside to solve the same problem. Two to three years later, when you’ve mastered that gig, ask the same questions.
As long as there’s opportunities to keep growing AND you like the people, the culture, and the vision where you are, then why change? When you don’t see those things, then it’s time for a different conversation.
I had 9 years 5 roles with one company – six years and two roles with the next – six years and two with the next – you get the idea. You don’t have to switch employers to continue to grow your career.
There are also times where stuff outside matters more: young children … elderly parents … a volunteer cause … so sometimes you might slow down these work progressions for the stuff that really matters.
At whatever pace fits your goals, be intentional on your growth and how you spend the time.
See you next Monday
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