Most people use these terms when describing action they wish they could change in hindsight. But those terms can also reference a more positive experience; the opportunity to start with a clean slate in a new job. The challenge and the opportunity will be how you write the story of your performance and career on this clean slate.
Our experience as an IT staffing company has given us the opportunity to see the “clean slate” experience for countless professionals.
You are typically hired based on a combination of factors. Generally speaking those factors include past performance, education, years of experience, industry knowledge, level of responsibility, compatible personal chemistry, and others. More importantly it will be based on the belief that you can perform at a higher level than your interview competition, and that you will positively contribute to the success of your new employer.
So what are some of the more important factors you should consider to increase your success with your new employer?
First, never forget that actions speak louder than words. You can wax eloquent all you want, but your employer hired you for results. You can only talk about what you want to do or how you are going to do it for so long.
Second, have the outline of your game plan in place when you start. Let’s call it your 90 day plan. It is hard to have a great ending, if you do not have a great start. Sales professionals typically have to do this when they start in a new sales role, but having a game plan is as valuable whether you are a Business Analyst, Dir of Development, CIO or President. The duties and goals will be different, but the end game is to improve your performance.
Third, there is a difference between a “can do” attitude, and a “will do” attitude. Winston Churchill once said, “Sometimes doing your best is not good enough. Sometimes, you must do what is required.” Doing your best and failing may still earn some respect from peers or even your manager, but it is not what you were hired to do. Figure out how to succeed in your new job above the expectations of your manager.
Fourth, identify a good mentor in your new firm. Mentors take many different forms, and they are not necessarily your immediate manager, or even your manager’s manager. You might even have more than one mentor. Identify professionals who have clear expertise and the respect of the company in specific areas you wish to improve. Every successful CEO will tell you that at some point in their career development, they had a great mentor who contributed to their development and success.
And finally, remember career success is almost always a collaborative effort. Unless you are competing in a solo sport or a one person company, your actions influence the actions of others. Individuals who give more of themselves while succeeding in their role develop stronger supporters and relationships than those who are clearly only concerned with their personal success. Great leaders, and not just good individual performers lead great companies.
Wayne Rampey
Vice President
No comments:
Post a Comment