In many professions, the expected career trajectory is that, after a certain amount of time in a position, you are ready to become the leader of your department. You should want to become the leader… Uh, you do want to be a leader at some point, right?
No? Really, you don’t? Well, guess what?
THAT’S OK!
It’s a little frustrating to hear it said that becoming a manager, a director, or a CxO is what everyone should aspire to in their career path. At the same time, one of three things are assumed if you are not in a leadership position:
- you are new to the field and are building your skills,
- you are not as competent as others who are promoted to managerial positions, or
- you are lazy.
Hogwash, I say!
Who decided that having a goal to become a leader is the gold standard in managing your career? Why is that necessarily what everyone should be striving for?
The reality is: being a manager is not a good fit for everyone. If you’ve been in your field for a while and you enjoy what you are doing right now, then, by all means, manage your career path so that you have success in this and other similar roles. Doing so doesn’t mean you are less able to do your job. It doesn’t infer that you are lazy or “not living up to your potential.”
If you are happy with what you are doing and you want to keep performing in that position, it actually denotes a higher level of awareness about who you are. You aren’t being swayed by the pressure to become a leader or falling for the hype that would try to glamorize something that, you know in your heart, just isn’t for you. Really, when you think about it, because you know yourself so well, you are actually building an authentic personal brand.
For some, leading or striking out on their own as an entrepreneur is the dream. But others, for whatever reason, have other dreams — dreams that entail staying at the same level in the organizational hierarchy, whether it be for their current company or another one. And that should not be denigrated or treated like a consolation prize. It’s a valid choice based on some factors that have nothing to do with competence and everything to do with personal preference.
What do you think? Should everyone work toward being the leader, or is it OK to stay in support roles?
Image courtesy ofsmemon87
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Twitter: ryanrancatore
says:
I think you are 100% correct, Melissa. Some folks are great leaders of people, others are great at managing their own work…definitely opportunities for both types to succeed.
.-= Ryan Rancatore´s last blog ..By: Brand Conversation with Ryan Rancatore =-.
Twitter: jfavreau
says:
I think you need to do what you are comfortable with and if you feel you can grow working in the same position or the same position at another company. Then you should stick to what you feel you need to do.
You should also be welcome to growth in the position because staying at the same level might be comfortable but unless you reach a level of discomfort you may be lacking growing in your career.
Everyone makes choices it is about learning from them and learning how to make your career work for you that makes life worthwhile.
.-= Jamie Favreau´s last blog ..What Role Does Technology Play for You? =-.
Twitter: TheJobQuest
says:
@Ryan: Thanks for stopping by and for your comments! Yes, people can experience success at all levels of the hierarchy. It just is sad that if a person chooses to not try for the next “logical” step (i.e. a managerial position), they are looked down upon. Utter nonsense…
@Jamie: I appreciate your addition to this conversation! You make a very good point about being welcome to growth. I agree with that wholeheartedly — the reality is that basically all jobs will change over time because of advances in technology, the development of new products/services and procedures, and so on. People who are unwilling to accept the changes that inevitably occur (even when staying in the same position) are, in essence, planning for their own obsolescence.
Twitter: jorgensundberg
says:
It’s good to see companies like Accenture actually offering people to become specialists in their areas instead of the old “up or out” dogma they loved in yesteryear.
.-= Jorgen Sundberg´s last blog ..How to Get Speaker Bookings: Write a Fact One-Sheet =-.
Twitter: TheJobQuest
says:
Thank you for visiting and commenting, Jorgen!
That is encouraging to hear that some companies providing alternatives to managerial roles for promotions. There’s a lot to be said for having an in-house consultant who can troubleshoot on a project and provide a guiding force without having to be responsible for the daily management of a team.
I completely agree that not everyone is management material. If we’re all leaders, who will we manage? Also, in my experience, management delegates and supervises. Someone has to do the actual work!
Twitter: TheJobQuest
says:
Very true, Jennifer, though I will say that what a manager does is a lot of work, too! As you said, they delegate and supervise, but they also motivate, train, put the right people on a given job, ensure the team has the proper tools, create a safe environment for the work to happen in, etc.
It all comes down to knowing one’s strengths and interests. To follow society’s prescribed management track simply because of those expectations does a huge disservice to individuality.