What do you do when the job you have is the job you hate? Did you know it may be possible for you to turn around your challenges? This strategy is appropriate for those of you who want to change your current job and stay within the same organization.
Over the years I have observed that the majority of work in a knowledge economy is project based. Many workers today have three to seven projects that they are responsible for at any one time. Each of these projects has specific tasks, accountabilities and timelines associated with it. Some people have their work organized into ongoing projects that they always are responsible for. Whereas others are involved in projects that have specific start and end dates. The team will also have a collective set of projects and accountabilities. The individual’s team will also have a set of projects and accountabilities.
Through my direct work with individuals and teams, I have witnessed that some people like several of their projects but not all of them. When a person has a large number of projects that are unsatisfactory, they will experience more frustration with their role. This stress can build over time causing the person to be so dissatisfied they want to leave their job altogether.
This is a scenario that can change! Gerry’s scenario outlines the steps for changing the job you hate into the job you love!
When Gerry first started working on his team, he was recognized as a genius for resolving sticky technology management issues. Gerry loved a challenge and found it very rewarding to solve puzzles that no one else could understand. Gerry’s manager recognized his talent and rewarded him. This was done by making him the manager of the projects he had successfully troubleshot. Over time his days became filled with managing these projects. He began to resent his job. When I met with Gerry he told me stories of his earlier successes and came to realize how the job had shifted over time into something he did not enjoyed.
We worked on a plan of action. Gerry initiated a dialogue with his manager. He explained what he felt had happened and that he wanted to re-work the projects that he was responsible for. He then discussed his plans with his team.
There were others on the team who actually wanted some of his projects and the team was able to re-work the balance of the their work. This began the process of freeing some of Gerry’s time to take on new projects that came to the team. Next Gerry approached his internal business partners. He let them know that the team was able to accept short-term trouble-shooting projects. Over a period of six months Gerry was able to shift 80% of his work.
These were projects that were meaningful and challenging to him!
This is a strategy that I have found to be successful with many of my clients. It includes the following steps:
- Know your strengths – be clear with yourself about what you like to do and what you do well.
- Develop your ability to market your strengths to others. Be sure to focus on how your capabilities will benefit the team and the organization.
- Engage in dialogue with others. Communicate with people to learn about what their challenges are. Present opportunities to help them understand how your abilities may benefit their projects. Remember, dialogue is a two-way street.
- Negotiate win-win outcomes with your manager, team members and business partners.
- Be patient, this strategy is effective but it does take time. Remember that Gerry’s scenario took six months.
I invite you to consider what aspects of your current work could be enhanced through this type of a strategy.
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Photo courtesy of Pro Adventure U.K.