By 0

Having interviewed thousands of people over the years it becomes clear what drives frustration, stress and ultimately resignations/terminations. Albeit it’s not clear initially!

Most have heard the saying “people don’t quit companies, they quit managers”. Certainly a toxic workplace will cause stress and frustration. Being underpaid or having a long commute can also contribute to stress and frustration, but let’s dig a little deeper. What about those that are not necessarily in a toxic environment but are not happy, engaged or not growing in their career? Perhaps they are not given the latitude to make decisions that affect their job. Or, perhaps they are still trying to understand the elusive “why” they are doing what they do.

An outside-in career, is influenced by the skills and traits required by the job but are not necessarily a strength of the employee. When this happens, the job is now driving the employee, causing stress and frustration. How can someone identify if they are being asked/forced to adopt or use a skill or trait that is not their strength? It could be that it’s not a strength because they require training to hone that skill. It could also be that regardless of training, they will never excel in that skillset. They may “get by” but never really excel.

To use a classroom analogy, if a student gets straight A’s in everything but gets a D in math, the odds are that they could improve in math but may never become exceptional at it. They might get to a C+ but that is only mediocre. Just imagine how much fun there will be in doing remedial math for several years only to reach mediocre! Whereas if most of the time were focused in the areas of strength and areas that feel most rewarding and empowering when doing them, exceptional can be reached. That A- is now an A+.

An inside-out career, uses internal traits and strengths that are inherent to growth and happiness. Career growth, learning and purpose when foundationally rooted in someone’s inherent strengths and traits are necessary to be exceptional and fully engaged in a career.

Now the employee is driving the job. Now the leader is driving the business.

Once fully engaged and empowered, the road to understanding that “you were meant for more”(#meant4more) becomes clear. There is now confidence in championing new initiatives and being a driving force in the company. Stress turns into challenge and frustration turns into initiative.

If you know that you were meant for more and want to learn about how to get clarity on the right path for your career or business, …………………. Call me? It all starts with a conversation.

(0 votes. Average 0 of 5)