Each day when we wake up, we can decide to keep going down the path we’re headed, or take a new one.
When it comes to work, that fork in the road can be based on many factors. Rarely is it about money. Instead, recognition, growth, development and challenging assignments are often what make us consider whether we stay where we are or look elsewhere.
It’s a question of whether we still see our current grass as green, and new grass as being any greener.
Honestly, our career is a field of never-ending grass. How green we see it is all a matter of our perspective and our investment in making it the grass we want.
Considering a new position
Before considering any change, it is important to go back to our definition of success. That should be the baseline for any evaluation of where we are and where we want to go.
It is possible that much of our success is defined outside of work – time with family or other personal pursuits. As long as our job supports those endeavors, our career expectations maybe very different than someone where work has a key role in defining success.
Regardless of our priorities, evaluating our current position against our expectations of the future should be the first step in deciding whether or not to move on.
Assuming we have decided it’s time to look for new grass, what type of grass should we look for?
Who we are vs who we can be
Talking with a recruiter prior to a series of interviews, he said “All you can do is your best.” My response was “No, all I can do is be myself.”
It is a fine line. We should absolutely put our best foot forward. At the same time, we need to be honest about who we are and our capabilities. Otherwise, we have to maintain a facade for the foreseeable future, and/or hope we can fill in any missing skills before they’re needed.
When we are honest about who we are and what we know, hiring managers have a better sense of what they are getting. And if that is what they want, all the better.
While some believe you should “fake it ’til you make it”, there is an alternative school of thought. Managers do not hire for what we’ve done and what we know now. Of course, they want there to be a base level of experience and knowledge to come in and begin contributing. However, there is an expectation that we have an ability to learn and do more.
As part of the interview process, if there are certain skills that are missing, we could upsell what we know or downplay what we don’t. Instead, the alternative is to accurately reflect our knowledge and experience, as well as showcase our ability to learn.
It’s not all about what we know
When you are offered a new job, it is not about what you know. If you already knew everything about the job, you should be considering the next job. Leaders want someone who can be challenged and stretched, not someone who can come in every day and coast.
I once had a team member who thought he needed to know everything and would not ask for help. That makes him less effective and does not take advantage of a critical resource available to him. Me. It also does not allow me to do my job.
While it is admirable that he wanted to learn on his own, how much time was lost when his learning curve could have been shortened? Is it better to learn everything on your own, or maybe leave the struggling to those things where there is little precedent?
What color is your grass?
Consider for a moment a job you are just starting. It is exactly like another job you have done. Same challenges, same opportunities, etc. While there is a honeymoon period in any new job – the excitement of a new team, for example – soon you will realize that the grass is not any greener. It is the same grass.
Now consider a job where you have just enough skills to feel comfortable that you can be successful in the role, but there are new things you need to learn to really master it.
You have the opportunity to learn from team members who have been there and have experiences you do not. You are able to look forward to your development and growing into the role, without being overly frustrated that you cannot perform. It is a balance, but has more upside than down.
The honeymoon period is extended because you still see opportunity on the horizon, rather than knowing all your challenges are behind you. It takes you longer to feel like leaving and pursuing new endeavors. It feels like different grass because of how you perceive it relative to your career growth.
The pursuit of happiness
The reality is that some people want to come into the office each day, knowing what is expected. They want to do their job and do it well. They are not interested in more because they get more outside of the work environment. They want work predictable because home is not.
There are many reasons why someone may want the stability of a known role. And that is okay. Companies need people who can keep the business running. They also need some number of people who strive for more. If everyone wanted to strive for more all the time, it could be chaos.
Decide which one you want, and then go after roles appropriate for your desires. If you regularly strive for more, pursue roles that are a stretch, instead of a slam dunk. Keep that honeymoon going as long as you can by keeping your grass growing strong.
Have you found roles where the grass stays greener (or the honeymoon period lasts) longer? What did they have in common? Please share your thoughts in the comments.
