There are two ways to view an opportunity to move to a new location, new position. The glass is half-full, or, consider taking a bye on the opportunity.
Relocation can be a huge value-add, here is a “half-full” summary:
- Experience adapting to a new location
- Gain new perspectives
- Learn a new job
- Apply your experience in a new context
- Experience new leadership
- Broaden your business acumen
- Enrich your career
- International Assignment — Understanding the business in a global dimension
- Bottom Line: You will differentiate yourself from the pack if you take the move and make a success of it! If it is an international opportunity it adds exponential value.
Note: This may go without saying — moving kids can be tough. Like adults, the older they are their flexibility can wane for a number of reasons. Do some homework if you are considering moving kids, teens, or young adults.
Here is a collection of skills and behaviors a first-class leader would have. It is a list to work on as one develops a career. This should not be looked at as overwhelming, but more of a target list to enhance personal performance and careers. Some are position-level sensitive — acquired with increasing levels of positions as work content becomes more complex. For example, “Business Acumen” might be developed over a range of experience that comes with varying position assignments.
There are also some great life traits in this list that apply anytime, anywhere.
The master of all would likely make a great leader.
Matrix structure competent
Assuming you like your employer/work culture, but need a job change, here is an idea that can help you move forward! It kind of goes around the “system” but does not violate it in reality (e.g. posting, bidding process). Tell the boss about the open position you are interested in, and tell him/her that you want to write a note to that manager expressing your interest, and why you would be an excellent choice for the job. Your boss should be OK with this if you:
- Have been on your current position three years or more,
- Have proven your ability,
- Have delivered results,
- Have had good feedback and respect from your boss, customers (internal/external), peers,
- Know that the position of interest is one that is a good move for your career, and one that you are qualified for…
The above list can be used as the rationale to obtain the bosses OK.
When you send the email, or internal note, to the boss with the open position, keep it brief and to the point. Use bullets for easy reading, the bullets being a list of:
- Why that department/team/ would benefit having you in that position,
- Why you are qualified,
- What you have done on prior jobs that are relevant to the new job and,
- Competencies (behaviors – analytical, hard work, commitment, good communication and team player, etc.) that are your strengths.
You will differentiate yourself among the competition! I have seen this work and have used it myself successfully. And, I assure you this will work at any level in the organization.
Recognition is a powerful motivator. And it has so many forms – special project assignments, project awards, one-on-one meetings, informal department lunches, positive feedback on work, taking time for career advice, remote temporary assignments, “thanks for a job well done”, or, “great work”, to name a few. I had a boss who handed out plaques for people who made significant changes — Bronze plate on a wood base, or similar, not expensive. People who received it proudly displayed it in their office. When presented in the presence of peers, that made it even more significant. Here is the quote on the plaque…
I followed up on the practice! I once received feedback that it might “demotivate” others. That is not the case if the accomplishment is significant enough to differentiate the recipient in their function, or department, or in the business. And, most co-workers will agree; those who don’t probably have issues.
For leaders and professionals and more… “20 Simple Reasons…”
That “HR Soft Stuff” is not HR soft stuff – it is organization-wide stuff. Just take a sec and look at “20 Simple Reasons Your Top Performers Quit”, from George Dickson’s blog, October 04, 2017. Here’s the link:
Why organization wide? Every supervisor and manager can have a positive impact on many of these “20 Simple Reasons” in his/her department and organization. HR’s job is to drive it. Top management’s job is to direct it – see that it gets done. Of course, you should have an HR executive who drives this through the organization, many don’t. No help there!
I looked at talent turnover statistics from many varying sources over many years… and many of the same factors continue to surface as the culprits that are the root cause of top talent turnover.
If you are a boss you can do an organization analysis and address these issues, as applicable. If you are an employee and these negative factors are part of your current work culture, you can always leave. Make sure you weave some the “20 Simple Reasons….” into your interview questions, in a positive way, to make sure you’re heading toward the work culture that is right for you.
People join companies, people quit bosses! So, “join a company, quit a boss”!
11/13/17. A short note on leaders — One does not have to occupy a supervisor/manager/executive position to be a great leader, or, have people reporting to them. Those who have people reporting to them can be leaders, not all are. That is unfortunate for those who report to them. Good leaders can help people in so many ways. They are found in large and small companies, in volunteer roles, churches, first responders, armed services; it is a long list.
Moving forward, this blog will address many traits that make great leaders, great careers, and superb personal performance. I hope readers find it helpful.