When you make your career all about you, whether it’s in a positive light or a negative one, you reduce your potential to grow.
Many leadership consultants will tell you that being a leader is about the ‘we’ and not the ‘me’ philosophy. Career success is no different. After all, you are the leader of you and your own career, but it’s not just the role you have in getting to the next level, it’s also the people you involve along the way.
If there was one attitude adjustment I needed earlier on in my corporate career and business, it’s that I didn’t have to have it all figured out. That I didn’t have to have each and every detail mapped out before I took any action. I’m sure there were other adjustments I required, many of them as a matter of fact, but this attitude really caused a lot of stress in my life. Because I was caught in this wicked cycle of not knowing what I didn’t know and not being able to figure it out, I became a champion of overthinking, ruminating, and self-doubt.
Does this sound familiar to you?
When you make it all about you, whether it’s in a positive light or a negative one, you reduce your potential to grow. You miss out on opportunities that can lift you and support you to your next level of career by not allowing anyone else to be a part of it.
Instead of isolating yourself, brainstorm with other smart, savvy business professionals and possibly uncover the very solution you need or perhaps one even better. When you feel uncertain of your direction, reach out and allow others to point out your talents and gifts. These are the things you are naturally good at but may not be sure how to utilize. They can help. If you’re procrastinating, others can hold you accountable for your goals. There’s nothing like making a commitment to get it done and the deadline’s tomorrow, for some great motivation.
Are you playing small in your career? The right mentor can encourage and advise you to reach for more.
Do you get excited about an idea only to have your negative self-talk go on a rampage until you’re talked right out of it again? Have conversations with people who have tried it. They can share what worked and what didn’t so you’re not reinventing the wheel.
Quit the overthinking and ruminating and get clear on what is really important to focus on so that you are getting the results you deserve, just make sure you’ve got other people along for the ride.
This article first appeared at Debbie’s website HERE.
Debbie Peterson helps professionals get extreme clarity on what it takes to create career success on their terms! As a business keynote speaker, author, trainer, and coach, she helps organizations fill their leadership pipeline with high potential talent that reaches for and realizes success by harnessing the power of their thoughts.
To Learn more about Debbie, go to Getting to Clarity.
The 10 Events That Will Drive (or Tank) the Economy in 2019.
John F. Kennedy Jr. famously said, “The time to fix the roof is while the sun is shining.” As we enter the 11th year of this recovery, it is definitely time to do a full assessment of our roof, testing where the vulnerabilities lie and fixing them now. Most Americans are going to need an outside opinion for this. Why? Would you hire the roof contractor who let the storm flood your home last time? (more…)
In 2004 Dr. Charles (Chip) Mok founded Allure Medical in the metropolitan Detroit area, and quickly established a very successful practice. When he decided to expand into a national company with multiple practices in major cities, Chip made the decision to implement a unique management structure – one that would eventually lead his employees to fire their boss!
A woman who stays on top of ‘work + life’ issues tagged me in a recent LinkedIn post where a professional woman announced she was leaving the workforce to be at home with her young son. The post basically went viral with nearly 13,000 ‘likes’ from women (and a few men)—and more than 500 comments showing overwhelming support for her decision to change her title from Public Affairs professional at a major company to Family CEO.
I’m the first to say that work and motherhood can be a very difficult mix. When both my daughters were young, I continually fought off feelings of guilt when I would set off on the train to New York City, leaving my babies in the care of nannies. When I would share these feelings with my husband (including the occasional fear that my daughters would love the nannies more than me), he would remind me that most women must work and their children not only love them, but they turn out just fine. My daughters are now 19 and 28—they’re successful, independent young women who have loved me through three entrepreneurial ventures, work-at-home and at-employer offices, and periods when I had ten freelance projects at a time.
Despite the fact that I have worked steadily since age 16, I’ve always pursued flexible work that allowed me to be very present in my daughters’ lives. While working for leading companies and turning out high-profile projects, I was also a room mother, field trip driver, Pumpkin Festival PR Mom, lunchroom monitor, Thanksgiving paper turkey cutter, carpool driver, homework overseer, field hockey snack mother, Mommy and Me dance partner, Halloween costume maker, elaborate birthday party creator, and so much more.
That’s why I worry that everyone who ‘liked’ or commented on this woman’s post may not know that today, it is much more possible to work in a flexible way than when my daughters were young. A full exit comes at a big cost: every year out of the workforce a woman forfeits up to four times her salary. I’ve been coaching returning professional women since 2002, and I’ve seen that women stay out of the workforce for an average of 12 years. That’s 144 paychecks that are not earned, saved, and invested. It’s great if your intention is to return to work, but few return in “a couple of years,” and it’s very hard to recoup the cost of the typical gap.
Women will say that any amount of money lost pales in comparison to the loss of time with your child. But I have been on the other side of the off-ramping decision—too often helping women desperate to return after a once solid-earning husband loses a job, gets sick, or flies the coop. I’ve had a steady stream of women who suddenly wake up to the fact that multiple college tuitions have price tags that eclipse one household income, realize in the 11th hour that their retirement savings are woefully short, or are startled by the fact that once affluent parents now need around-the-clock care that strains their depleted nest eggs. Every day it’s a different story of a woman who felt justified leaving the workforce and paid the price of focusing on whatever financial comfort they felt that day. We all need to fund a long retirement that could last 30 years or more and so many life ‘you never knows.’ Life is long—and expensive.
Here’s the reality: if you feel you must focus on your children 24/7, they are the very same children you could burden if you run out of money down the road.
Though it is certainly controversial, I put my stake firmly in the ground: it’s wise for women to always work. I’m not talking about the kind of work that requires 60-hour work weeks, long commutes, overnight travel, and basically being on-call to employers 24/7. I’m not talking about the traditional tied-to-your desk corporate job and the quest for the most power at the top. I’m not even talking about the new holy grail for driven women—entrepreneurial ventures that can be exponentially scaled and sold. I’m encouraging you to develop your own brand of ambition and success—and pursue some kind of reasonable, sustainable, flexible work that fits your life throughout two big care giving roles – children and aging parents. Some work that keeps you earning, saving, and investing toward long-term financial security.
Today women can have flexible full-time jobs with reasonable hours and work at home all or part of the time. There are professional part-time jobs that fit neatly into school hours and even include health benefits if you work 30 hours for a company that has 50+ employees. Job shares that keep your career moving with a 50% time commitment. Freelance projects or a consulting practice that allow you to decide how much you want to work and give you the freedom of time off during the summer or school vacations. And entrepreneurial ventures that never have to be the topic of headline news.
The bottom line is that today women have so many options to nurture both family and financial security. Always working is a form of caregiving for yourself and your family, too.
More reasons why it’s wise for women to always work and how to find the flexible work that’s right for you can be found in my book, Ambition Redefined: Why the Corner Office Doesn’t Work for Every Woman & What to Do Instead.
This post was originally published on my 9 Lives for Women blog.
As an author, speaker and coach, Kathryn Sollmann’s mission is to keep women working toward financial security in a flexible way—alongside child and aging parent caregiving roles. In her book, Ambition Redefined, and in discussions with women nationwide, she encourages no-apologies independence from the “lean in”, “break the glass ceiling” mantra: her message is to find your own brand of ambition and success, take full advantage of today’s more flexible workplace, chart alternate career paths that accommodate and fund life and tuck all generations of your family into a future that is financially secure and safe. A mother of two daughters (ages 19 and 28), Kathryn has worked non-stop since the age of 16 in many flexible ways. As her family needs ebbed and flowed, she negotiated flexible full-time and part-time schedules with demanding employers, launched a variety of entrepreneurial ventures solo and with partners, established independent marketing communications and career coaching practices, worked in a home office as a telecommuter and generated a wide range of freelance projects—while managing a household, carpooling, attending school plays, tending to sudden health issues of aging parents and in-laws, taking dogs to the vet and making yet another dinner.
To learn more about Kathryn Sollmann, visit www.kathrynsollmann.com
Gaining a new perspective has helped Michael Ellison finally kick off a plan he’s had for years. As President of Corporate Insight, Inc. – a New York based research and consulting firm that helps companies improve their digital offerings – Michael has long considered viable options for buying out his business partner, who’s looking ahead to his retirement. But it wasn’t until he spoke to his fellow entrepreneurs at the Birthing of Giants Fellowship Program that he decided it was time to get the ball rolling.
Buying Out Your Business Partner Takes Strategy
“It’s always been something on my mind, but they helped me recognize it even faster.”
Initially, Michael set himself the one year goal of putting together a stellar management team to help take his company to the next level. He was surprised by the response this plan received.
“I had it all wrapped up in a nice pretty package,” he reflects. “And then I presented it on the last day and everyone said, ‘That’s not your goal. Your goal is you need to move forward in buying out your business partner.’”
His partner – a founding member of the company – is actively exploring retirement planning. Michael was mindful that this event was on the horizon, but thought prioritizing business growth was a better one year plan. After attending the Birthing of Giants Fellowship Program in September 2017, Michael came away with a different focus – generational planning. He broached the topic for the first time and began conversations with his advisors. By June he intends to present three vetted options to his partner, along with a vision of where he sees the company going.
“It’s given me confidence to realize I have support for when that next step comes,” he says.
For more on how our Fellows have handled exit strategies and partner buyouts, you might like How Bill Roark Takes Stakeholder Capitalism to the Stratosphere.
Sharing Challenges With Entrepreneur Peers
Meeting with his fellow entrepreneurs has also given Michael a much-needed opportunity to talk frankly about his business and the challenges he faces.
“It’s nice to talk business with people,” he says. “I have 50 employees, and I can’t talk about all the challenges to all of them. There are things they don’t need to know and that they wouldn’t understand. So it’s nice to have an environment where I can connect with other business owners, share war stories, and wrestle with some issues.”
The Birthing of Giants community offered Michael a fresh set of eyes to help him see what was right in front of him. He says he’s learned a lot from the other fellows, and enjoys the opportunity to pick their brains.
“You get an outside perspective from folks who are not so close to the problems you see on a day-to-day basis,” he explains. “Even though we’re all in different businesses, we all have successful businesses and we all have challenges.”
Birthing of Giants is a gathering of business owners of fast growth companies focused on advanced education via strategy-planning programs lead by a team of leading entrepreneurs in American business. Our programs, including the One-Day MBA and the Birthing of Giants Fellowship Program, allow business owners and entrepreneurs to gain from the wisdom of thousands of top business leaders. We help you implement proven strategies for sustaining and enhancing business growth.
Article originally posted on birthingofgiants.com
Lewis Schiff is the author of Business Brilliant: Surprising Lessons From the Greatest Self-Made Business Icons, the executive director of the Business Owners Council and the co-founder (with Norm Brodsky) of BEN Global Mentorship that helps business owners transform their companies into scalable enterprises and, eventually, enduring institutions with help from rockstar entrepreneurs from around the world.
This week I’m shining a spotlight on Birthing of Giants Fellowship graduate, Bill Roark. Sixteen years ago, Bill co-founded Torch Technologies, a technical services provider for the U.S. Defense Department. His mission was to create a company where every employee shared in its growth and success. The result is a $350 million, 100% employee owned company. Here’s how he did it. (more…)