We all know a really good manager can help in your development but what if your manager isn’t good at developing her/his people? Do you try to find a new position with a different manager? Or move to different company? We know that roughly 57% of the people who leave their jobs, leave because of the manager. What if you really like the job you do and the company? Yes, you can, and certainly should talk to your manager about what you need. Regardless of your manager’s abilities, or lack thereof, ultimately your professional development is your responsibility. So take ownership of it and grow in spite of your manager. How do I do this you ask?
Start by assessing your strengths, weaknesses, and knowledge base.
- What are you good at? Be specific. Ask for assignments where your strengths can really shine and add value.
- What about your weaknesses? Own up to those areas you need to develop and work on them. If you want feedback on areas to improve, ask your manager, your peers, family members, and others whom you trust to provide you with honest and helpful feedback. If your deficits are technical skills, access online modules, classes, or experts to teach you. If you need help with people skills, find a mentor (or business coach) who you admire for that skill and ask to meet with them.
- What knowledge do you lack? What resources can you access to increase your understanding and/or expertise?
Start by taking one thing and begin to work on it. No matter how small your steps, you only make progress by beginning.
Yes, a good manager should develop their people to build a strong team but your development belongs to you! Take ownership – or don’t. You have everything to gain and nothing to lose.
#ownership #selfawareness #selfimprovement #takeownership #peopledevelopment #yourock