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Pick Your Job Based On What You Love To Do, Not How Much You Have Invested In.

Pick Your Job Based On What You Love To Do, Not How Much You Have Invested In.

Have you ever continued to pursue something even though it no longer served you? Maybe it’s a degree program or the dead-end job that you refuse to give up. Perhaps you’ve stayed in a relationship for no other reason than the fact that you’ve been committed to it for so long. From time to time, we all justify staying the course by considering the effort we’ve put into our current situation.

Many of us decide to take a job just because it’s a good use of our training. When we invest time and money in getting a degree, we expect that we should use it. Maybe you hate your job, but you can only envision yourself taking similar positions with equal or greater pay and responsibility. You may feel trapped by the decisions you made before, but you don’t have to be.

Whatever you do, do it because you love it.

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    When you are trying to figure out how to decide on a career, it is easy to be influenced by the types of work and training you’ve already undertaken. In general, you get a degree or training in a field that interests you, and this leads you to a job in that field.

    If you should ever decide to leave your job, there’s a high probability that you will look for work in the same field with similar pay and responsibilities. You are less likely to consider whether you still like the work that you do — you feel obligated to continue your career trajectory regardless of how you feel.

    This is how people get stuck doing jobs that they don’t like. Instead of thinking about what would make you the best and happiest version of yourself, you may face temptation to maintain the status quo. Many of us do this because we fear wasting our efforts.[1]

    Others feel that their persistence will eventually be valued, and changing course doesn’t fit well within the story they are creating about themselves or their business.[2] They may willingly take on sunk costs with the belief that their situation will improve.

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    Don’t get sucked in by sunk costs.

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      The sunk cost fallacy is the assumption that you must continue follow a trajectory because you have already put lots of resources into that particular career path or personal endeavor. We can be so loss-averse that we avoid the possibility of greater gains through changing our approach.[3]

      If you are wondering how to decide on a career, and you take a job solely because it makes use of your years of training, then you might be worrying more about sunk costs than your future happiness and success. Refusing to leave a career that is unfulfilling could be a sign that you are caught in the job investment trap, which is a variation of the sunk cost fallacy.[4]

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      Businesses also fall into this pattern of continuing down a failing path just because they already put time and money into initiatives. For example, an entrepreneur might take out a loan to open a second business location. They reason that since business is booming at Location #1, success in Location #2 should be a cinch.

      After about a year, the owner realizes that Location #2 is hemorrhaging money, and the only way to stop the bleeding is to scale back to one store. The numbers don’t lie, but despite the irrefutable evidence, the owner may still have trouble cutting his or her losses. The business owner thinks about the effort, time, and emotion that went into Location #2.

      From an outsider’s perspective, it is easy to see that the business owner in the example or the person stuck in an uninspiring career should try something new. It is harder to let go of sunk costs when we are faced with them ourselves.

      You aren’t a one-trick pony.

      Just because you took a particular course of study in school doesn’t mean that you are bound to that discipline for the rest of your life. When you are figuring out how to decide on a career, ask yourself the following questions:

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      • What are you interested in doing? If you are passionate about your work, then it won’t feel like a burden.
      • What skills do you need to do this job? We often think of our degree or primary training as our default career option, but the default may not be the best choice. If you need to change focus, what transferable skills do you have, and what additional training will you need to be successful?[5]
      • Is there room for growth in this job? Today, the average employee stays with a company for 4.2 years before moving on.[6] What types of skills can you build in your current work? How can you leverage your growth to position you for a fulfilling career?
      • Do you have opportunities to work with different people? Forming meaningful connections with people is one of the best things you can do for yourself professionally. You’ll not only be happier at work, but if you decide to change careers, you will already have a solid professional network. [7]
      • What can this job offer you in 3 years? Consider your expectations for income and authority-level in the next three years. Is this job going to give you what you want? If not, how will taking this position help you work toward your end goal?
      • Can this job help you to become the kind of person you want to be? Being inspired by the work that you do can brighten even the toughest days. Do you feel that your work is meaningful?[8] Does it bring you closer to being the optimal of yourself?

      Know when to hold and when to fold.

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        You can’t recover sunk costs, but you don’t have to perpetuate a cycle of loss. “I’ve already put so much time into this,” isn’t a good enough justification to continue down a particular path.

        Deciding to change directions doesn’t meant that you have failed. It makes zero sense to continue to put resources into something that isn’t working for you. Although you may feel like you have wasted an experience or lost time, remember that you have probably learned some valuable information as you undertook the process. Just because it didn’t go the way you expected doesn’t mean that it’s a total loss.

        Being successful and following your dreams are not mutually exclusive. Use what you know to keep growing, and don’t be discouraged if you have to change course along the way.

        Reference

        More by this author

        Angelina Phebus

        Writer, Yoga Instructor (RYT 200)

        Foods That Can Suppress Appetite And Help With Weight Loss Quality or Quantity? Why Don’t You Sleep On It What it Feels Like To Be The Child of Your Children? Pick Your Job Based On What You Love To Do, Not How Much You Have Invested In. How to Become Successful 10 Times Easier: Don’t Focus on Improving Your Faults

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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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