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The Difference between a Job and a Career

The Difference between a Job and a Career
When I think of a job, I think of a task that needs to be completed – now, today, this week.  Taking a step back from any job you should immediately see a start, middle, and end that you can easily define.  A career, on the other hand, is a different beast altogether, it has a start, but what roads and paths we travel to get to the end, could be completely different from whence you started.  While a job can be considered a singular occurrence, a career is the culmination of many jobs, events and changes in our life that shape and define us over time.  However, in our race to finish first and be the best, we can sometimes lose sight of the path we want our career to be on and instead focus on finding a job, sometimes the right job, sticking with the job, working on the job, staying up late for the job, etc, etc.
When perhaps what we really need to focus on is whether this job is aligned to our career path and goals.

Our Job is not our Definition

A job is an act of completing a task – I clean the yard, I deploy a new server, I exercise, etc, etc.  A job can be of short or long duration, but it always has a beginning, middle, and end.  Over time, our jobs have become our definition of who we are and what we have accomplished.  When we meet someone new, the conversation inevitably turns to the question of “what do you?” which we answer with our current job title. While LinkedIn is an incredible platform for connecting with people and sharing content, it also proliferates this idea by connecting with people by our job placement and title.   It is easy to say to someone, I do X for Company Y and have been there for Z years – done and done – we can move onto the next conversation.  It is a completely different scenario when we talk less about what we are doing, but rather what we have done, are doing and where we are going.  All of a sudden the conversation changes from the job and to our career – why am I branching out into new avenues, what am I trying to accomplish, where do I want to go.
If you want to stop being defined by your job, then stop talking about your job as if it defines you and start talking about your career directions instead.

Our Career is our Path

Careers and jobs have a somewhat symbiotic relationship, you can’t have one without the other. Jobs are the opportunities that define our career path, letting us try new things, succeed, fail and build upon those learnings. Careers are the collection of those opportunities that start the creation of the path we want to go down where to start to focus on questions that go beyond our job.
Where do we want to go?
What do we want to accomplish?
What jobs do we enjoy that we want to do more of?
How can I better myself through my professional life?
Why am I doing this?
While it is perfectly normal to jump from job to job to learn and grow as professionals we always need to be mindful of the path that we are on and ensure that the jobs we are taking align to where we want to go.

Where they come together

If you are coming home each day from working on the “job”, stressed out from the day’s activities, not looking forward to what’s next and overall feeling as though you are burnt out from all that you are doing – it’s a sign that your current job is not in alignment with the direction of your career and the path you want to be on.  Does this mean it’s time to leave?  That answer depends on whether the job provides you any additional value to furthering your career.  If not, then perhaps it is time to move on.  If it is, then find a way to get through the stress and the drudgery and make it interesting and inspirational once more.
When we don’t map out our career path, we find ourselves going from job to job, hoping the next job puts us back on the path we want to be on when this could not be further from the truth.
Your career is your responsibility – not someone else’s.
The onus is on you to understand where your job and career intersect and identify how one fuels the other.  If you are in a job and not thinking about your next step, your career path and where you want to go – then you need to be and you need to be doing it now.  Start simple and put together a 6, 12, 18-month plan and then identify whether your current job aligns to that path.  It doesn’t need to be complicated – start with what you are doing and what you want to be doing and draw the lines between them.  If the lines don’t connect how can you start to make them connect?  What do you need to do to start having that feeling of fulfilment needed to align your job and your career?
Break the cycle of thinking that jobs and careers are one and the same – and start planning your future.

Featured photo credit: Marius Boatca via flickr.com

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Greg Thomas

Software Architect

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

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