This post was originally published on this site.
I’ve been on somewhat of a bent lately — sharing both observations & articles (my own included) concerning job fit. Perspective is key here. Particularly if & when, we are stuck with one way of examining how we align with our work. At a root level, this topic occupies a good deal of bandwidth within my own career & with those of clients, whether that energy is selection or development focused.
This is for good reason.
Job fit matters.
This week I’ve re-shared my most well-read article of the past 10 years, both here at LinkedIn and at my personal blog — 7 Telling Signs Your Job is a Poor Fit. As my readers often do, they pose the questions that need to be asked. In this case from Supriya De:
“Thank you for the insights Marla. Are you planning a follow-up piece on what to do next when in this predicament?”​
I wasn’t actually planning on writing that piece, but realized that I should. In this case, it may be helpful to continue the conversation by considering specific topics that might address and hopefully improve job fit. (Please note that I’ve written on these topics previously, but had never thought house them under the topic of job fit.)
Here are a just few to consider:
- Non-Negotiables. Understanding the unique set of work life elements necessary for us to truly engage (and excel) at work, is vital to find a role that truly suits us. Self-knowledge reigns supreme here — as no one else can conceivably complete this step for you. Indeed this requires a look inward, toward the work-life moments that either drained you or lifted you toward your potential. Yes, this demands both time & contemplation — but it is truly worth the trouble. Start with a list of 5 non-negotiables elements that you require to approach job fit. Own them. Declare them to others (diplomatically, of course) if necessary.
- The Goal Test. Goals are a funny element to ponder, because we are endlessly told to acquire them — but never how to “give them the boot”​. However in many cases, goals can be the root of our job fit undoing. As human beings, we rarely allow for how we inevitably evolve. As we do, as both people & contributors (often unbeknownst to us), our goals also begin to shift ever so subtly. When we fail to realize that our goals have become misaligned, trouble can follow. Goals actually have an expiration date — and reach a point where they no longer serve us. I’ve seen this manifest with coaching clients (at various levels) who are very uncomfortable, but do not identify job fit as the issue. This forces these questions: “​Is this setting fulfilling? Are the goals espoused here in alignment with any of your current goals as a contributor? Do you wish to remain here longer-term?”​
- Career Envy. When I first read about career envy at Gretchen Rubin’s blog (she experienced envy before leaving law behind and becoming a writer), it hadn’t really struck me personally. However, with time — it struck me as well. (I found myself quite envious of creative endeavors, wishing I’d chosen a field such as marketing or advertising. (I’ve since collaborated with creatively-centered organizations.) What I’ve learned is this: the pangs of jealousy may hold a window to our future. Reflect and carefully observe the career paths that evoke envy; then note the specific elements behind that emotion. Is it the setting? The types of projects that are completed? The end-products delivered to a client or customer?
I realize that this short list is only the beginning of a host of topics that we could consider. However, as we start to emerge from the pandemic, I can’t think of a better to time to take stock and note how we have changed — and what we might require to achieve job fit.
Attempt to reflect upon your own industry, your organization and role.
How are you doing fit-wise?
Above all — embrace the you of today.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist and a charter member of the LinkedIn Influencer Program. She is the co-founder of Goba — a consulting practice that helps people & organizations build stronger work life foundation through core stability. Her thoughts on work & organizations have appeared in the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post