If I asked a savvy senior career professional or seasoned company leader:

“What should you do to get known, get noticed, build your personal brand and ready yourself for your next two career moves?”

I bet after some time for consideration, they could develop a fairly comprehensive list.  They could then arrange the items on the list to formulate a strategy with priorities, target dates, a plan of action and a payoff assessment.

I have been carrying THE MESSAGE of staying ahead of career turbulence by incorporating career development/transforming activities on a daily basis in the way in which we conduct our business life.  I have coached, consulted, given speeches, written articles and extolled the virtues of:

  • being prepared for downsizings,
  • staying ahead of the competition and the obsolescence curve through personal development,
  • designing a multi revenue stream model for personal or family wealth-building,
  • creating a Five-Year Career Transformation Platform™,
  • incorporating a Reputation Enhancement approach for managing your personal brand,
  • clarifying and ‘languaging’ (articulating) your Value Proposition, etc.

While sitting with my IT Guy as he re-installed programs after upgrading my PC to Windows 7, it dawned on me why I ended up coaching leaders through career transition after they had been terminated, fired or downsized.

Change hurts.

Over the last year, I kicked and whined each time my IT Guy brought up the need for change.  He presented logical, valid reasons and talked to me about the benefits (too numerous to mention here) of the upgrade.

But I knew something that he didn’t know.

For me, there was a negative value when I thought about the amount of effort I would need to expend versus the benefits of this upgrade.

I had been staving off making the change to Windows 7 because – Change hurts.

Also, I did not see the connection between changing to Windows 7 and achieving my  business goals including: staying connected to and delivering greater value to my clients; being a better coach; refining my personal brand; participating in ongoing professional development; developing impeccable client tools; facilitating and engineering client transformations in leadership and career management; meeting the deadlines I established for completing chapters of my upcoming book, conducting interviews for the whitepaper I am writing or over-delivering value.

In other words, making this change was not in alignment with what is important to me, it was not a priority and (his many arguments to the contrary) I knew it was going to set me back even further in getting my day-to-day activities done.  In addition, I knew that  I was going to have to develop some new skills (not related to my core business), move away from the familiar to the unfamiliar, take twice as much time to perform even the simplest functions, etc.

Finally, if in some hazy future, I had a computer problem related to staying with my current platform – I knew I could always call my IT Guy and get it fixed.

Change hurts.

So if I was unwilling to take the time to upgrade when I knew I needed to do so, why was I surprised that people were unwilling to incorporate the changes I advocate to bullet-proof their career?

I am no longer surprised – I get it.

Change hurts.

A question for you to consider:

  • What are the top three career development moves you know you need to make?


© All rights reserved.

Christine M. Glasco consults to company executives, business owners and non-profit leaders on career management/career transformation strategies and strategic leadership development solutions. To provide you with clarity on how to achieve the next steps in your career, go to www.christineglasco.com and request a complimentary copy of Is Your Career on Track? Assessment and e-Workbook

Email: info@christineglasco.com Phone: 1.940.367.0837

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