Professional stagnation. The four most common self-inflicted mistakes

Professional stagnation.  The four most common self-inflicted mistakes

Professional stagnation. The four most common self-inflicted mistakes

Ego and inability to adapt can affect corporate career development

Often you will find the culprit of career stagnation by looking in the mirror.
Often you will find the culprit of career stagnation by looking in the mirror.

When things are not going your way, it’s easy to blame someone or something. Sometimes it can be true; Bad bosses and economic uncertainty are factors that are beyond your control and their consequences can ruin your career. But Sometimes the culprit of a career deadlock can be found by looking in the mirror.

“People kick themselves in the foot and do not know they are doing it,” says Eli Joseph, author. Perfect Denial: A Guide to Building a Career through Failure. “It’s more common than you think. If you feel that your career is not going the way you want it to, you should stop and review what you are doing to make sure you are not guilty. ”

Here are four career mistakes you can make to yourself:

1. You do not know yourself

Many of us have come up with the idea that growth thinking is what it takes to climb stairs, but it’s an empty vessel, says Marcus Buckingham, author of the book. Love and hard work: How to find what you love and love what you do.

“They think that if they showed enough courage or diligence, they would be able to acquire any kind of skills they wanted,” he said. “They think that the problem with their current job is that something is wrong with the manager or the company. So they jump from job to job and never take the time to figure out who they are. ”

To advance in your career, you need to understand what you like to do and what you do not.. “A lot of things can change in small ways, but a lot of them are a constant part of you,” Buckingham says.

2. Burn ships

Having a strong network of contacts is crucial for career advancement. As you climb the ladder and gain more experience, it is important to realize that people of the past are allies, says Joseph.

“We should not burn the bridges with the network of contacts that was built. It is always important to have allies when exploring new opportunities. “ Adds a specialist.

The usual way to burn bridges is to lower the level of commitment after you have announced that a person is changing jobs. “Temptation is an unusual behavior, ‘I will go anyway.’ Or he thinks, “I don’t need these people anymore.” “It means sabotaging yourself because you never know what will happen in the future.”

3. Lack of ego management

Both the leader and the employee are part of the team. If a person fails to get critical feedback in a positive way and becomes defensive when offered leadership, he or she not only hinders his or her own development, but he or she can also be seen as a person with whom you do not want to work.Claims consultant Shade Zahrai.

“The defensive attitude and ignorance caused by egocentrism suppresses the ability to listen to others,” he said. “Instead, these employees are motivated by personal interests. “While some organizations with this approach are growing rapidly because of self-confidence and self-confidence, they often stagnate quickly, and this behavior harms their future prospects.”

4. Inability to adapt

The rigidity around change that often occurs in times of uncertainty is another career killer, says Zahra. Employees who take on their roles often do not respond well to the need to adapt to new ways of doing things. “This resistance to learning, adapting and acquiring new skills that will help them perform better and faster becomes the sand that stops them and gives them a reputation for being resilient dinosaurs,” Zahra said. “Navigation over uncertainty is becoming more and more a core business competence: if employees are unwilling or unable to show that they can accept change and uncertainty, they risk their own extinction.”

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Source: La Nacion