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You Want Engagement? Then Start Being Clear!

You Want Engagement? Then Start Being Clear!

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      How to keep the wheels turning even when you aren’t looking…

      The Problem: you want your staff to go the extra mile. You want your team to take some risks. You want your employees to ‘get the big picture’ and do what it takes to make it happen. You want the wheels to stay on the bus even when you aren’t there.

      What you want is engagement. But no one’s buying. If you want something done you have to spell it out in detail, or just give up and get to that ugly “I’ll just do it myself” place of the defeated manager. You feel like every time you turn your back, the wheels come off the bus again. You’ve got zero engagement.

      Engagement was defined by John Gibbons (writing for the Conference Board) as “a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work”. Notice the line from emotional connection to greater discretionary effort.

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      Discretionary effort is the phrase that describes what every employer wants: for the employee to figure out what is needed for success in the bigger picture, and to do whatever is needed to get there – without anyone standing over their shoulder… Stuff just gets done.

      So how do you get your team to this place? What do we require to become fully engaged? In my experience, three things are needed: clarity, hope, and commitment.

      Clarity
      In his book The One Thing You Need to Know… Marcus Buckingham writes that the one thing you need to know about great leadership is “Discover what is universal, and capitalize on it.” Buckingham tells us that what is universally required of leadership is clarity. Specifically, an optimistic clarity about the future.

      We’ll work our hearts out for you (that’s discretionary engagement) if you can make us see with crystal clarity the great future we are all headed for.

      Leadership is the work of leaders. That means get out front and lead. You must see what others cannot yet see. You must see the future with an optimistic clarity that inspires others to follow. Leadership does not just require clarity; leadership is clarity.

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      If you can’t see the future more clearly and more optimistically than the rest of us, what makes you a leader?

      Hope
      If there is clarity about the future, then the next link in the chain is possible: hope.

      Hope, as I have defined it, has two components: an optimistic vision of the future, and the belief that we have what it takes to get there. As a leader your clarity of vision creates the precondition for that kind of hope. We must see where we are going, and we must believe it is a place worth getting to, before we decide to invest our blood, sweat, and tears to get there! The success of every great religious leader, every reformer, every leader of any expedition across any ocean or continent has been dependent on their clarity of just how much greener that grass over there is.

      When we can see that where we are headed is better than where we are now, clarity becomes hope.

      Great managers play a critical role in inspiring hopefulness in teams. With their defining work in understanding the strengths of every employee (Buckingham again), great managers help us understand exactly what our role is, and leverage our strengths in achieving the goals of the organization. Great managers support our contribution by constantly encouraging further growth where they know we are strong, and by giving us opportunities to use those strengths for the greater good.

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      Great managers act as match-makers between our strengths and the jobs that need to get done. The result, when all is right, is that powerful feeling of a team that is firing on all cylinders, and every member is clear about their role in the success of the overall project. And like so much in life, success builds more success: feeling like we are successful contributors to the greater good, and being part of a successful initiative, builds the confidence and hopefulness that leads to more success.

      When clarity and true hopefulness exist in an organization, the stage is set for the third component of total engagement: commitment.

      Commitment

      When our leaders give us clarity and hope about our futures and the future of the organization, the stage is set for us to make a commitment. Starting on a journey of change and growth requires clarity and hope. But there is no journey at all without commitment. Commitment is the action piece. It’s time to start walking. Commitment is, to paraphrase Nike Corp., ‘just doing it’.

      If organizational change sometimes feels like going over a cliff, then clarity is envisioning just how we will make the tricky descent, and hope is the confidence we will make it to the bottom in one piece. Commitment is taking the first step over the edge. Commitment is the point at which there is no turning back.

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      If clarity is the domain of leadership, and engendering hopefulness the domain of great managers, commitment is the responsibility of the whole team. Literally, if clarity and hopefulness are the call, commitment is the response. We are all going over the edge together, and my commitment as a team member is that I will take that first step with everyone else, and every required step after it, until we reach our goal.

      Now we have engagement.

      So you want complete engagement? Give us complete clarity. Don’t complain that you can’t get anyone involved/engaged/committed in your project, your vision, if you can’t help us see it. Do your job as a leader, or we will wander off somewhere else. Require that our managers provide the kind of intelligent feedback and empowerment that strengthens our confidence in ourselves and in the organization we work for, or we will falter and lose our commitment.

      Do you want your employees to tap into that mysterious ‘discretionary effort’ that means the wheels stay on the bus even when you are out of the building? Then make sure that you have done your part to be clear, and to connect our strengths with the task at hand. If you’ve really done your part, then you’ll get passionate engagement and everyone will take that first step towards extraordinary growth and change together, and then keep on walking!

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      Last Updated on October 22, 2019

      How to Make a Career Change at 40 and Get Unstuck

      How to Make a Career Change at 40 and Get Unstuck

      There are plenty of people who successfully made a career change at the age of 40 or above:

      The Duncan Hines cake products you see in the grocery store are a good example. Hines did not write his first food guide until age 55 and he did not license his name for cake mixes until age 73.

      Samuel L. Jackson made a career change and starred alongside John Travolta in Pulp Fiction at the age of 46.

      Ray Kroc was age 59 when he bought his first McDonald’s.

      And Sam Walton opened his first Wal-Mart at the age of 44.

      I could keep going, but I think you get the point. If you have a sound mind and oxygen in your lungs, you have the ability to successfully make a career change.

      In this article, I’ll look into why making a career change at 40 seems so difficult for you, and how to make the change and get unstuck from your stagnant job.

      What’s Holding You Back from Making a Career Change?

      There are a flood of amazing reasons to make a career change at 40. Heck, you could argue the benefits of making a career change at any age. However, there is something a little different about making a career change at 40.

      When you are 40, you probably have lots of “responsibilities” that come into the decision-making process. What do I mean by responsibilities, you ask?

      Responsibilities tend to be our fears and self-doubt wrapped in a bow of logic and reason. You may say to yourself:

      • I have bills to pay and a family to support. Can I afford the risk associated with a career change?
      • What about the friends I have made over the years? I cannot just abandon them.
      • What if I do not like my career change as much as I thought I would? I could end up miserable and stuck in a worse situation.
      • My new career is so different than what I have been doing, I need additional training and certifications. Can I afford this additional expense and do I have the time recoup my investment?
      • The economy is not the best and there is so much uncertainty surrounding a new career. Maybe it would be better to wait until I retire from this company in 15 years, and then I can start something new.

      If you have experienced any of these thoughts, they will only pacify you for a short period of time. Whether that time is a few weeks, a few months, or even a few years.

      Since you know that you prefer to do something else for a living, you start to feel stagnant in your current position.

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      Your reasons for inaction that used to work are no longer doing the trick. What used to be a small fissure in your dissatisfaction in your current position is now a chasm.

      Ideally, you never stay in a situation until that point, but if you did, there is still hope.

      4 Tips To Change Your Career at 40

      You do not have to feel stagnant in your current role any longer. You can take steps to conquer your fears and self-doubt so you can accomplish your goal of changing your career.

      The challenge of changing your career is not knowing where to begin. That feeling of overwhelm and the fear of uncertainty is what keeps most people from moving forward.

      To help you successfully change your career at the age of 40, follow these four tips.

      1. Value Your Time Above Money

      There is nothing more valuable than your time. You are likely receiving a pay-check or two every month that is replenishing your income. Money is something you can always receive more of.

      When it comes to your time, when it is gone, it is gone. That is why waiting for the perfect situation to make a career change is the wrong mindset to have.

      Realistically, you will never find the perfect situation. There will always be something that could be better or a project you want to finish before you leave.

      By placing your time above money, you will maximize your opportunity to succeed and avoid stagnation.

      If you feel disconnected when you are at work, understand that you are not alone. According to a Gallup Poll, only 32% of U.S. employees said they were actively engaged at work.[1]

      Whether you think your talents are not being properly utilized, the politics of promotion stress you out, or you feel called to do something else with your life; the time to act is now.

      Do not wait until you retire in another 10 to 20 years to make a career change. Put a plan in place to make a career change now. You will thank yourself later.

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      2. Build a Network

      Making a career change is not going to be easy, but that does not mean it is impossible.

      One benefit to being further along in your career is the people you associate with are further along in their career as well.

      Even if most of the people in your immediate network are not in your target industry, you never know the needs of the people with whom they associate.

      A friend of mine recently made a career change and entered the real estate industry. The first thing he did was tell everyone he knew that he was a licensed real estate agent.

      It was not as though he thought everyone he knew was getting ready to sell their home. He wanted to make sure he was in the front of our mind if we spoke to anyone purchasing or selling their home.

      You may have had a similar experience with a financial adviser canvasing the neighborhood. They wanted to let you know they were a local and licensed financial adviser. Whether you or someone you knew was shopping for an adviser, they wanted to make sure you thought of them first.

      The power of your network being further along in their career is they may be the hiring manager or decision-maker.

      You want to let people know you are considering a career move early in the process, so they are thinking of you when the need arises.

      Let me put it to you in the form of a question: When is the best time to let people know you have a snow shoveling business?

      In the summer when there is not a drop of snow on the ground.

      Let them know about your business in the summer. Then ask them if it is okay to keep in touch with them until the need arises. Then you want to spend the entire fall season cultivating and nurturing the relationship. As a result, when the winter comes around, they already know who is going to shovel their snow.

      If you want to set yourself apart from your competition, start throwing out those feelers before the need arises. Then you will be ahead of your competition who waited until the snow fell to start canvasing the neighborhood.

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      Learn about networking here: How to Network So You’ll Get Way Ahead in Your Professional Life

      3. Believe It Is Possible

      One of the greatest mistakes people make when they want to try something new, is they never talk to people living the life they want.

      If you only talk to friends who have not changed their career in 30 years, what kind of advice do you think they will give you? They are going to give you the advice that they live by. If they have spent 30 years in the same career, they most likely feel stability of career is essential to their life.

      In life, your actions often mirror your beliefs. Someone who wants to start a business should not ask for advice from someone who never started one.

      A person who never took the risk of starting a business is most likely risk adverse. Consequently, they are going to speak on the fact that most businesses fail within the first five years.

      Instead, if you talk to someone who is running a business, they will advice you on the difficulties of starting a business. However, they will also share with you how they overcame those difficulties, as well as the benefits of being a business owner.

      If you want to overcome your fears and self-doubt associated with changing your career at 40, you are going to need to talk to people who have successfully managed a career change.

      They are going to provide you a realistic perspective on the difficulties surrounding the endeavor, but they are also going to help you believe it is possible.

      Studies show the sources of your beliefs include,[2]

      “environment, events, knowledge, past experiences, visualization etc. One of the biggest misconceptions people often harbor is that belief is a static, intellectual concept. Nothing can be farther from truth! Beliefs are a choice. We have the power to choose our beliefs.”

      By choosing to absorb the successes of others, you are choosing to believe you can change your career at 40. On the other hand, if you absorb the fears and doubts of others, you have chosen to succumb to your own fears and self-doubt.

      4. Put Yourself Out There

      You are most likely going to have to leave your comfort zone to make a career change at 40.

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      Reason-being, your comfort zone is built on the experiences you have lived thus far. So that means your current career is in your comfort zone.

      Even though you may be feeling stagnant and unproductive in your career, it is still your comfort zone. This helps explain why so many people are unwilling to pursue a career change.

      If you want to improve your prospects of launching your new career, you are going to need to attend industry events.

      Whether these events are local or a large conference that everyone attends, you want to make it a priority to go. Ideally you want to start with local events because they may be a more intimate setting.

      Many of these events have a professional development component where you can see what skill-sets, certification, and education people are looking for. Here you can find 17 best careers worth going back to school for at 40.

      You can almost survey the group and build your plan of action according to the responses you receive.

      The bonus of exposure to your new industry is you may find yourself getting lucky (when opportunity meets preparation) and creating a valuable relationship or landing an interview.

      Final Thoughts

      Whatever the reason, if you want to change your career, you owe it to yourself to do so. You have valuable in-sight from your current career that can help you position yourself above others.

      Start sharing your story and desire to change your career today. Attend industry events and build a mindset of belief. You have everything you need to accomplish your goal, you only need to take action.

      More About Career Change

      Featured photo credit: https://unsplash.com/photos/HY-Nr7GQs3k via unsplash.com

      Reference

      [1] News Gallup: Employee Engagement In US, Stagnant In 2015
      [2] Indian J Psychiatry: The Biochemistry Of Belief

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