9 steps to get your career goals back on track

By on October 21, 2014   /   Career Planning   /   1 Comment

Train-tracks-words

 

By Karen Adamedes

Despite the very best of intentions, well formulated goals and detailed plans – life happens and those well laid plans to achieve your career goals can go off track.

Whether it’s attending network events, devoting time to developing your skills or spending time on something you love (like blogging about career skills for instance!) sometimes other things take precedence.

People get sick, you move house, an urgent deadline, client demands, unplanned activities, house guests…all sorts of things can get in the way of those plans to do more to develop your career and work towards your goals.

You may have deviated from your plan and be disappointed about the lost time but if you really want to achieve those goals the trick is to get back on track.

Here’s 9 tips to get your career goals (and in fact any type of goals) back on track:

1. Don’t beat yourself up

Whatever has taken you off track has happened. It is what it is.

It is wasted time and energy to beat yourself up over the fact that you haven’t done what you were going to. Not only will it just make you feel bad, it’s time and effort you could be putting into getting back going.

There is some advantage though to putting a little bit of thought into what happened and why. Which might just prevent it happening again.

2. Review your old plan

It might not be written down but if you are working towards your goals there would at least be a plan in your head (or you wouldn’t be off track now!)

Review the plan you had and assess whether you set yourself up for failure… some of the common issues are:

  • Not writing the plan down – did you lose track what you were going to do?
  • Not having specific actions identified – was the action too vague? Did you identify what you were going to do when, how you were going to do it and when?
  • Being too ambitious – did you have more on your plan than you could reasonably achieve?
  • It wasn’t  the right plan – did you not have the actions that would help you achieve your goals?

Or did unforeseen circumstances just get in your way?

If that’s the case, just acknowledge the fact and move on.

But if there is something you could have done to prevent going off track…adjust your plan so it’s easier to stick to and will help you work towards your goals.

It’s your plan and your goals…why shouldn’t you make it as easy on yourself as you can?

 3. Reaffirm your goals

Have an honest appraisal with yourself, or a chat with a mentor or trusted adviser, and reaffirm that you are working towards the goal/s that you really, really want.

It’s hard to stick to the course of a plan if it is not your priority. Or if it is not moving you towards something that you really want.

Career development is a non-mandatory activity. There is (not usually) anyone telling you what you have to do and when. There are often no greater implications than disappointing yourself if you don’t follow through and the later loss of potential opportunities.

But there is not a manager or a partner or parent holding you to account. It’s why so many people have personal trainers to work towards their fitness goals. They pay to be held to account because they are committed to their goals (well that’s the justification I tell myself when I am being yelled at anyway!)

It’s you holding you to account. Make sure it’s for what you want.

4. Evaluate where you are

Once you’ve reviewed what took you off track and confirmed that you have the right goals for you (or set new ones)…evaluate exactly where you are now.

It’s like your reading your credit card statement each month…there is no point leaving it unopened and be in denial about what you owe. You have to know how far in the red you are to work out how you are going to pay it off.

It’s the same thing with working towards a career goal. Know where you are now so you can work out what to do next.

5. Make a specific and actionable plan

Set yourself specific objectives. What you are going to do. And when you are going to do it.

If its networking. Who with? Reconnecting with people you know to keep contacts current? Or meeting new people? Decide who you want to meet with and when you are going to do it.

If its to learn something. What do you want to learn (and why)? How can you learn it? Who do you need to talk to? Is there a course you can do? When is the course or person available?

If its to find a mentor. What do you want to learn? Who could you learn it from? When are you going to approach them? How? When?

You get the drift…

6. Prioritize where to start

Once you have your action plan – prioritize where to start.

What is most important? What can you fit in with your other priorities? What will get you a’quick win’ to give give you inspiration to keep going? What’s first?

7. Tell someone what you are doing

I’m not suggesting that you make an announcement on social media but sharing your plan with someone you trust can give you ‘fresh eyes’ and feedback on your plan. More importantly, it can provide you with some accountability to make sure you stick to your plan.

When I was writing my first book I told lots of trusted advisers (I like to think out loud. To be completely honest I just like to talk). I received lots of encouragement, support and feedback. And I just had to finish it once I had made it know that I had started. For me that accountability probably made the difference between an idea and a reality.

8. Start

So all the best laid plans don’t amount to anything if you don’t do something about them. The only way to actually get your goal back on track is to start!

Review Step 6 …what’s first?

9. Keep going

Once you have started – keep going. Be realistic about what you can do. But don’t make excuses. Celebrate the small wins. Be flexible, other priorities will try and get in the way. Keep going.

And you’re back on track! It might not be the same one as before. It might be even better! And you’re working on your dreams and goals.

Enjoy the process!!

 

Like more career tips? 

[mc4wp_form id=”1429″]
Back to Top

5 People You Need On Your Career Team

By on August 18, 2014   /   Career Planning, Manage Your Career   /   1 Comment

By Karen Adamedes

Who's on your career team?

Who’s on your career team?

Nobody stands up at the Oscars, the Golden Globes or any other event where individuals are recognized and says in their acceptance speech, “Thanks, I did this all myself!”.

Not only would this be seen as arrogant (to say the least) but the reality is, it’s not true or even possible. No one can really ‘shine’ without the expertise, coaching, knowledge, support or help of other people.

When Morgan Freeman won the Oscar for Best Supporting Actor for Million Dollar Baby in 2009 he said, “I want to thank everybody and anybody who ever had anything at all to do with the making of this picture.” He credited everybody who was involved for his success.

At the 76th Academy Awards where “Lord of the Rings: Return of the King” won all 11 categories it had been nominated for, host Billy Chrystal quipped “It’s now official. There is no one left to thank in New Zealand.” (which was where the movie had been made). Everyone thanked everyone because those that were acknowledged knew they had not done it on their own.

Politicians who get elected (or not) thank the teams behind them, winning sports competitors, recipients of academic awards and Nobel prizes, top business people, in fact, any individual who achieves success, knows that they needed the support of others to achieve their individual accomplishments. It makes sense that this theory applies to us mere mortals and the achievement of our goals….because they are just as important to us as internationally recognized accolades are to actors in Hollywood or players in Grand Slam tournaments.
If you play a sport, you may have a coach or a personal trainer if you work out as an individual. The physio you go to if you injure yourself. And perhaps a sports masseuse if you treat yourself to a post game/workout massage. A family member who supports you in your nutritional choices, your friends who are interested in how you are playing/progressing and even the team at the sports nutrition shop that are providing your vitamins. No matter what you are trying to achieve, whether as part of a team or as an individual, there’s a lot of people needed behind the scenes that contribute to you achieving a goal.

What about your career development?

Do you have a team behind you?

I don’t mean the actual group of people you work with…but a team you have assembled, behind the scenes, to help you achieve your potential?

A “career team” may never know they are part of your personally appointed entourage, hold a meeting or even know about each other – but they all can play a vitally important role to make sure that you can be your best. From my experience there are 5 people who are vital to have on your career team:

1. The Manager

Sometimes in organizations you get the experience of working with an amazing manager who provides you with knowledge, develops your skills and supplies valuable insights. Other times, you get a shocker (I’m guessing no further explanation is needed?). 

Regardless, there is always something you can learn from a manager.
In the case of a “bad” one you might learn what not to do. There is no gain in having a painful relationship with them and being adversarial…it will only make your life miserable. Even worse this person has a degree of organizational positioning over you and could block your development or opportunities in other ways. At the very least, you want a relationship where they are not going to stand in your way. You need them on your side. On your team, however they can contribute.
But when you get a good manager – one who you can learn from and is genuinely interested in your development – this is gold!
Take full advantage and learn everything you can and develop a relationship where they can become a mentor, sponsor or trusted adviser.
Sometimes organizational restructures happen or people move roles and you don’t get the chance to work with a manager as long as you would like or for as long as you need to learn from them. If they (or you) are moving on ask if you can still stay in contact. Be direct and let them know why. It might be because you really like their thinking, they have a certain skill you are learning or they challenge you in some way. Whatever it is that makes you want to continue to work with them in some way.
Tell them and ask if they would could continue to work with you as a mentor. Or if that seems too much to ask – at least confirm whether it would be okay to stay in touch to discuss <whatever it is> in their new role. Most people are a) flattered and b) interested in spending time with people who want to learn. It’s pretty rare that you get a no. What have you got to lose by asking?

2. The Mentor

Your manager may fulfill the criteria of a mentor providing you with coaching, expertise and guidance…but you get them for free with your job.

The opportunity is to broaden your team and add one or more people who can help you with the specific skills, experience or knowledge that you have identified you need or want to develop.

You may have one or several…it all depends on what you have worked out that you need to learn.

3. The Trusted Adviser

This is the person that you trust absolutely, knows you well and that you respect.

Where a mentor might gently guide you – this is the person you can go to when things go wrong or you don’t know where to turn. The person who will tell you like it is.

Often these relationships are built on mutual trust and respect so you might also play the same role for them.
Your trusted adviser may be someone you have worked with in the past, a previous manager, a colleague or a friend from another company.
They are the person that when things go wrong or you’re really not sure what to do you can ring, text or somehow send an SOS to ask for advice or just bounce around ideas.
They will be empathetic and “on your side” – which some days you just need!
They can give you “fresh eyes” on a situation and provide you with a different viewpoint or perspective and some really practical advice to get you back on track.
They are your secret weapon when you need them.

4. The Sponsor

This person might not seem to be playing an active role in of your team.
They may not be in your immediate sphere and in fact, you might not even know them that well.
There’s a good chance that they don’t even tell you that they are recommending or speaking well of you.
But they’re there, in the background…talking you up, recommending you for projects, roles or promotions. If your career antenna is working – you’ll get to hear who they are. Even if you never know – they can make a tremendous contribution.
People ask other people for recommendations of good people.
The best way to develop sponsors and to be the person that is recommended is to build a positive professional reputation by doing a great job and working in a way that people want you on their team. 
People will recommend people who do a good job, are easy to work with. And the recommendation will reflect well on them for putting you forward.

5. The Fan

This may seem a bit self indulgent but having a fan (or more than one) can be good for your ego.
Developing a career is a bit like a marathon and some stretches are harder than others and it’s just really nice to know that someone thinks you are doing a great job and admires you. 
A fan may be someone that you mentor, or who comes to you for advice or feedback or someone you’ve helped along the way.
A fan can help you ‘lift your game’. When you have someone looking up to you as a role model it can keep you motivated to do your best (or not slack off!)

So what about your career team?

Do you have all these people on your team?

Who’s missing?

Who do you need to add to your team?

And, when are you going to do it?

The Career Tip To Go: Identify who you need and build your career team!

 

Include Career Tips To Go in your career team…

[mc4wp_form id=”1429″]

Back to Top