Each of us gets fulfilment and satisfaction from our work in different ways. For some, they may want to be able to create brand new ideas or invent groundbreaking solutions. For others, they may not feel they have achieved much unless there is an empty inbox and all of their to do list has been completed. It is crucial to understand what your particular way is, so that you can understand what type of role or career is going to give you the most satisfaction and therefore greater chance of increased performance and greater opportunities.
Unconscious bias still prevails
Typically, we have pre-conceived ideas of what qualities are going to get us ahead in our chosen field. However, unconscious bias permeates many of these ideas, and as such, it is challenging to be treated according to what you can do rather than what is expected of you.
For example, studies have found that women are more able to multitask than men which would suggest that women are happiest when they are doing and completing tasks, which would make them ideal implementers within their organisation. In truth, women have the same drive to contribute in the same varied ways as men, and much of the frustration women feel when there are blocks on their career progression relate specifically to being put in the role of implementer when they feel they are better at creating new ideas or focusing on strategy.
Research by Zenger Folkman in 2012 suggested that men outscored women on “the ability to develop a strategic perspective”, although admitted that women outscored man of all of the other qualities measured. This is significant because if we think of senior leadership roles, and the qualities we expect to see these leaders exhibit, ability to think strategically would rank high. With research seemingly validating the opinion that women can’t be strategic, this may go some way to explaining why it is so difficult to get a woman in a senior position with as much credibility as would be afforded a man.
It is critical to understand the type of contribution you like to make at work, so that you can understand whether such preconceptions are going to limit your opportunities to grow your career the way you want. You may be able to develop skills that do not come naturally, but we know that when organisations place people in roles that play to their strengths, the better they perform and the more engaged they are.
By knowing your particular preferences, you can have a meaningful conversation on where you can add most value to your team, and in turn can challenge those pre-conceived ideas that may be impeding your ability to show your full potential.
The most effective way of understanding your natural approach to contribution is via the GC Index©. The Index profiles the way you want to contribute and make an impact at work, in simple language making it easy to understand what it means for you and your career.
For further details, please email Lee Lam or click the image below visit the website.
