Your career progression is not your manager’s responsibility

At NEP we work with amazing clients. And while many of them are lucky enough to have their company put them forward (and pay for) a coaching program, many of them are investing in the programs themselves.

Now we don’t mind what level in their career our clients are. Some of our highest performing and most inspiring clients are not necessarily at the top of the corporate structure (although many of them will definitely be there one day if they want to be!), and here are a few reasons why.

They design their ideal career from scratch and then work out a plan to get them there.

So many people just end up doing certain roles because that was just the next obvious career progression for them to take. And while that’s great if that’s what you really want, often it’s not but it’s easier than having to think hard about being proactive to make things happen.

High performers are prepared to get out of their comfort zone and start to think differently about how to create their perfect life (and yes career is included in life). If you are not truly happy in your work (and yes, life) then you and only you are responsible for that.

They move away from job ads until they are really clear on what career they want to create for themselves and then how to move towards that. Now that’s not to say that they shouldn’t be open to opportunities as they arise, in fact quite the opposite. But they will take conscious control of making a decision to deviate from the path by making sure the new path is truly better for them at that time.

And most importantly they assume they will be successful at whatever path they adopt. They know that any other belief is not a great starting point.

They believe their career progression is their own responsibility – not their manager’s responsibility

So many average performers have one thing in common – they look to their managers to basically manage their career for them. High performers are different. They know that their career is their own responsibility to manage.

For example, high performers don’t wait for their manager to put them forward for a course or program or a promotion. They will firstly think about what they would like to learn and then approach their manager to support them in their quest.

And managers aren’t mind readers……they are usually very happy when you are proactive about voicing what support you need from them.

They invest in themselves

And of course if the manager doesn’t support them in this quest, or suggests that they need to wait until next year until they have budget (yep that old chestnut!), the high performer knows that it’s better for them to go out and do it anyway and pay for it themselves. They will probably end up claiming a tax deduction for it anyway.

If you would like to learn more about taking control of your career we can help you to take that next step.


If you’d like to find out more, join the conversation in our next open workshop.