06/17/2020
In my latest blog post, I delve into a topic that's not just close to my heart but also critical to our growth as leaders - mastering career conversations. Through my experiences at FRONTIER Leadership, I've encountered countless ambitious women facing a common hurdle: transitioning from excellent performance to strategic career advancement. Despite accolades and achievements, many are at a standstill, puzzled about their next steps.
Reflecting on the myriad conversations I've had with ambitious women through my work at FRONTIER Leadership, a recurring theme emerges the critical juncture between simply performing in a role and strategically navigating one's career trajectory. It's a topic that fascinates me and drives my mission to empower women to lead with confidence, clarity, and purposeful action. My name is Kristina Sammut, Founder and CEO of FRONTIER Leadership, and I want to share insights into mastering career conversations that can transform your professional journey.
The blog explores a transformative approach: shifting from retrospective performance reviews to proactive career management discussions. It’s about asking the right questions, advocating for our aspirations, and becoming the architects of our professional futures.
Let's delve into a scenario that is all too common. A client came to me after a year of exceptional performance, laden with formal and informal accolades and even an organizational award under her belt. With her annual performance review on the horizon, she was understandably optimistic about a promotion. However, the outcome left her not only promotion-less but also deeply frustrated and confused about her future steps. This experience is not isolated but rather a reflective mirror for many women in the workplace
The Core of the Issue: Performance vs. Career Conversations
This brings us to an essential inquiry: where does the discrepancy between expectation and reality lie? Through my client's experience, we unearthed that the crux of the issue wasn't her performance or achievements; instead, it was the nature of the conversations she was engaging in regarding her career.
Performance conversations, while necessary, often gravitate towards a retrospective look at what has been achieved or missed. On the flip side, career management conversations are more fluid and forward-looking, setting the stage for what one aspires to achieve within the organization. Recognizing this difference is pivotal. It's about shifting the dialogue from what you have done to what you can and want to do moving forward.
In these career-focused discussions, three fundamental questions should be addressed:
● Do my leaders genuinely support my aspirations?
● Have I been identified as a candidate for advancement?
● How do I objectively evaluate my career trajectory without falling into the trap of comparison?
Answering these questions requires a blend of confidence, strategy, and proactive communication formed from an equity mindset. It's about confidently advocating for your value and journey, not just your immediate accomplishments.
For my client, this meant initiating a detailed plan to open lines of communication with her leader, seeking clarity on her standing and potential within the organization, and understanding the broader organizational dynamics at play.
Today's organizations are intricate entities, often navigating uncertain financial landscapes that can significantly impact career trajectories. As leaders and aspiring leaders, understanding these complexities and how they relate to our career paths is crucial. This understanding can inform our career management conversations, allowing us to navigate through and beyond immediate challenges.
The Path Forward: Empowering Women to Lead
For women, especially, mastering the art of these conversations can be incredibly empowering and takes practice. It's not merely about climbing the corporate ladder but about crafting a fulfilling career that aligns with personal aspirations and values. These leadership conversations are your opportunity to articulate your vision for your career, to align your goals with organizational objectives, and to ensure that you are not only seen and heard but also supported.
So, I pose the question to you: What's next in your career journey? Are you prepared to transition from a passive role in your career development to an active architect of your professional destiny? The lessons we've gleaned emphasize the power and necessity of proactive career management. It's about embracing our worth, articulating our ambitions, and paving the path toward the leadership roles we aspire to and deserve.
My journey with FRONTIER Leadership has shown me the transformative impact of these conversations. They are the key to unlocking potential, advocating for advancement, and ultimately, redefining what it means to be a woman in leadership. Let us not wait for opportunities to find us; instead, let's create them through strategic, empowering career conversations. Together, we can forge a future where women lead with strength, grace, and unwavering confidence.
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