By User12601034-Oracle on Jan 20, 2015
You’ve probably heard the stories about helicopter parents – those moms and dads who show up to their kids’ job interviews and don’t hesitate to call the hiring manager to find out why little Johnny didn’t the big grown-up job.
Now picture this kind of parent “helping” you at work. He or she makes an appointment with your manager (and maybe you in the room) to ask why you don’t have a career path mapped out in order to be CEO by the time you’re 32? Your manager turns to you and says “Because you didn’t make one. And you didn’t tell me anything you wanted to do. Nor did you ever tell me you wanted to be CEO. Further, I’m not a freaking mind-reader.”
No good manager is seriously going to be that blunt (probably), but he or she will get the same point across through many 1-on-1 conversations with you about your development and your career. The point of the scenario above is that you – and only you – own your own career and development. You have to put in the thought to figure out what you want to be, what goals you want to achieve, when you want to do it, and what you need to know to get there. You are also responsible for coming up with the steps you’re going to take to obtain that knowledge.
So, what does a manager need to do? Think of your manager as a tour guide. They are there to guide you, to open doors, help define possibilities, fine-tune your development or career plan so that it works with the goals of the business (this assumes that you’re not wanting to change careers from a programmer to a children’s book artist or something like that). They do this by having conversations with you where you share what it is you want and how you think you might achieve it.
What does your manager not do? The things you would expect a helicopter parent to do. Your manager does not decide what your career path looks like. Your manager does not assume that you want to achieve a specific role unless you tell them. Your manager does not question your level of achievement by a certain age. And you manager definitely doesn’t read your mind to know exactly what you want.
Now, you might read this and think it’s all good and well, but then you say “But my manager doesn’t have development conversations with me.” My response is going to be “Take the initiative.” Send an email to your manager requesting 30 minutes to talk about your career. Tell him or her you would like their advice on how your aspirations can help build the department or contribute to the company. Any good manager will welcome a conversation like this. It’s called managing.
Defining where you want to be in 5-10 years helps you determine the steps that you need to take and the help that you need to ask for to get there. However, the key is that you need to be the one defining the end goal. After all, you want to be happy in your career – not in someone else’s.