The Musings Of An Opinionated Sod [Help Me Grow!]

Why You Don’t Get A Career By Simply Wanting It Or Expecting It, But It Should Never Be Just On You …

One of the things I’ve always believed is that the role of a boss is to ensure that when their people leave – and they always will – they are going to a job that they didn’t previously think was possible for them.

A role where it is as much about who they are as what they do.

A position based on what they’ve made not just what they’ve written.

An opportunity created because they want to hire them rather than there’s a hire needing to be filled.

OK, there is one other scenario that makes me happy and that’s when someone leaves for love, family or to explore a personal passion … however in terms of ‘direct’ career moves, I feel I’ve done my job for my team when they leave for what I call, ‘a bigger life’.

Has this always happened?

No. No it hasn’t … however I am extremely proud that in the main, it has.

I should point out here I am in no way trying to take credit for my old colleagues success. The reality is they did it all by themselves … my only role was to ensure I created the conditions, environment and standards that let their talent and ambitions be expressed, pushed and celebrated.

This last bit is important because while the industry sometimes feels it rewards popularity more than experience, a career is built on what you do, not what you say.

Or said another way: What you’re willing to put in, not just what you want to take out.

Let me be clear, I am not suggesting you have to work to the extreme in terms of hours or workload.

Apart from that being completely counter-productive to enabling you to be the best you can be, who – apart from Tom in Succession – wants a career based on ‘being able to take more shit than someone else’?

That doesn’t mean you don’t have to graft – you do – but as I’ve written in the past, graft is very different to working to the bone or engaging in that other evil beast, hustle culture.

So what do I mean by graft?

Well, there are many interpretations, but for me – this quote by Nottingham Forest’s Taiwo Awoniyi, kind of captures it best.

The significant part is this: “I think I can make you who you want to be as a player. But it is your decision to come?”

Your decision to come.

YOUR decision to come.

The acknowledgement that to move forward, you have to choose to do it.

No shortcuts. No handouts. No guarantees. Yet you still have to show up.

But what I also love about that line is the bit that comes before ‘your decision to come’.

Because in just 14 words, the coach has told Taiwo they:

1. Believe in his ability but won’t make false promises.
2. Are focused on Taiwo’s ambitions and aspiration are, not theirs.
3. Will commit their energy to the pursuit of helping Taiwo achieve his goal/s.

Shared responsibility.
Shared commitment.
Shared effort.

In essence, he removed all the pressure being just on the player by saying to them, that they’re in this journey, together.

What this means is Taiwo knows the focus is on where he wants to be, not just what someone wants him to do.

That his graft will not be in vain.

That there’s a productivity to all he puts in.

And that success won’t simply be measured by what his boss achieves, but what his boss helps him achieve.

But, to have all that, the expectation is he demonstrates it through his actions and behaviours each day.

It won’t be easy.

It definitely isn’t a given.

But if you choose to take this chance – not just theoretically, but with everything you’ve got – then they will commit to helping you get where you hope you can be.

And maybe even beyond that.

Sadly I don’t know if that same attitude is embraced by our industry much these days. Of course it’s there with some people, but it’s unlikely to be the norm.

And why do I say that?

Because we’re seeing less and less training in companies these days … and what there is, is often outsourced to a ‘for profit’ individual/company who often are only doing it for self-serving reasons. And what this is resulting in is less independent thought and/or good people leaving the industry.

This kills me, because I love this industry.

Sure, it can drive me nuts but at its best, it’s something truly special.

Special work.
Special people.
Special possibilities.

It has also given me a life that – in all honesty – I never imagined was possible, however I had some bosses through the years who were like Taiwo’s and for that I am eternally grateful to them. [Just so you know, I also had some utter pricks, but I’m even grateful to them because they showed me who I will never want to be]

This post has gone on for far too long which is why I’ll leave anyone who has got this far with a gift.

If you want to know if you’re working for a company that really cares about your growth or cares more about their own, ask your CFO this simple question:

“What percentage of the companies budget is dedicated to staff training”.

Trust me, their answer will tell you all you need to know.

You’re welcome.

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