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10 Essential Career Change Questions To Ask Yourself In 2017

10 Essential Career Change Questions To Ask Yourself In 2017

If you are thinking about changing your career in 2017, then now more than ever you need to take charge. That means thinking about the direction of your career and its role in your life.

It’s important that you answer these 10 essential career change questions. They matter not only because now is a time to reflect but also because the world of work is changing rapidly and if you want to change or advance your career, you need to be prepared.

Changes in the workplace will make a difference in how we think about our work. Workplace trends in 2017 include jobs that “require human creativity, flexibility, judgment, and ‘soft skills.’ They don’t need skills that are repetitive or could be automated, so knowing how you fit in is key.

Early in 2016 Seth Godin wrote “Ten Questions for Work That Matters.” Those are helpful guidelines for creating work that matters to the world. Here are the 10 most up-to-date questions you need to ask yourself it you’re planning on changing careers in 2017.

1.What does your career do for you? 

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Some people work because they want the paycheck, some want the prestige, some have an end goal or level of advancement in mind. Some people believe in the mission they are working to accomplish. What does work do for you? Why do you get out of bed every day? Is it simply for the paycheck, or is there something more? Do you have career aspirations and goals?

2. Why are you making a change?

Sometimes people are sick of their boss, co-workers, office space, or the rut they’ve fallen into. In that case, what they might need is a new job. Sometimes they really do want to do something different. They are tired of the challenges at their current career and are ready to take on something new. Other times the industry they are in is no longer thriving and they want to do something that has more potential. Do you need a new job or new career? What is really motivating you to make a career change?

3. What matters to you?

Making a change to something you don’t care about might not be a great idea, but are there other things that matter to you? Maybe it is that fat bonus you bring home and your first priority is finding another job that you can tolerate that will replace it. Whatever matters most to you, define it, and then find a career that matches with these values.

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4. What makes you happy?

What matters to you might not be your happiness – it might be your family’s happiness or something else, so this question is separate. Still, you should stop and ask yourself what makes you happy. What motivates you at work? What would you bounce out of bed to do all day? You’ve likely thought about this and then dismissed it as a fantasy. Possibly only because you haven’t been able to see the path to get there, or how to take elements of that dream and make it a reality. You can find ways to have career happiness, even if it’s not exactly what you thought it would look like at first.

5. What makes you human?

When you’re a career changer, you’re likely competing against people who have been in the field and have experience you don’t. That means you have to stand out in a different way. Luckily, as we just learned, softer people skills are going to be essential while the technical skills of (almost) any career will be considered teachable. This doesn’t mean you won’t have to work your way up or that you can become a neurosurgeon tomorrow. It does mean that you have a shot at things you might not have had a few years ago.

6. What makes you stand out from the crowd at work?

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What’s your superpower? It’s essential that you know yourself well enough (and that you’re confident enough) to be able to nail down exactly what you can do better than anyone. If you don’t know, your potential employer won’t have a clue why they should hire you over the next guy.

7. What do you do that is essential?

I admit, I basically stole this question from Seth Godin, but it’s so awesome I couldn’t help it. I mean, how many times have you wanted to crush that alarm clock with your bare hands and go back to sleep but then thought, “No, I have to . . . “? Why do you do it? What do people miss if you don’t show up? Why can’t someone else just pick up the slack? Whatever your reason, THAT’s what makes you important my friend. And it’s not just that you happen to know everything about that project at that moment in time. There’s a reason you’re juggling all those balls. You’re a good juggler. Learn to talk about that and how awesome you are at it.

8. What do you do that a robot can’t do?

Automation could crush certain industries and tasks in the future, which is why focusing in on the things you do that a robot can’t, and building your skills in that direction is smart. Future-proof your career by doing something a robot can’t do.

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9. What are you learning from your work and what do you want to learn?

Your learning and creativity are key to keeping you interested and valuable in a career. Otherwise you become a disengaged worker. So, what fascinates you? What sparks your excitement? What courses do you want to take? Learn these skills and apply them to your new career.

10. Who are you serving or giving back to with your work?

Mission driven careers are not just about feelings. Did you know that conscious companies often outperform traditional companies? In fact, Firms of Endearment companies run in a specific, socially conscious way, have have out performed the S&P 500 by 14 times in a 15 year period. It matters to the success of the company that the mission matters to you. Find one you care about.

Remember, your resume isn’t a showcase of what you have done as much as it is a demonstration of how you can get the job done and why your future employer should hire you. When you have asked and answered these questions, you’ll be prepared to make a career change in 2017.

Featured photo credit: freephotocc via pixabay.com

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Jessica Sweet

Career Coach

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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

Reference

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