Growth and Advancement Opportunities

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We have reviewed many areas where the organization can create career

growth opportunities for employees, but ultimately it is up to the employees

to take charge of their careers. Managers can hold employees to their

part of the bargain by challenging them to do the following:

Master the job you have now, first and foremost. Remember that

fortune favors those who do a brilliant job today.

If you are in the wrong job, change to the right one. Love what you

do, which means figuring out who you are in terms of talents, interests,

values, and motivations.

Know how the money flows through the organization, what factors

cause profit and loss, and what part of that you can control.

When no promotional options seem open, seek lateral or cross-functional

assignments, or create a job that meets unmet company needs

and makes use of your talents.

Seek continual learning by formal and informal means.

Familiarize yourself with career paths of those in positions to which

you aspire, gain their advice, get realistic previews of their jobs, and

ask them to be a mentor to you.

If a position you desire is not currently available, seek mini-assignments

that will help prepare you and try out pieces of the desired

job.

Exhaust all options for enriching your current job by seeking new

challenges and satisfying activities in your current job before pursuing

applying for other jobs.

Communicate your aspirations, talents, ideas, and plans to your manager

so he or she can provide appropriate feedback, coaching, or

sponsorship.

Re-energize your career by acting like an entrepreneur, by starting a

new service or line of business for the company.

Before deciding to leave the company, communicate to your manager

or to a trusted mentor the source of your career frustration and

ask for ideas and assistance.