We all talk about our desire to have some growth and development, both personally and professionally. But do you know the difference between career growth and career development? Did you know you can have one without the other and still do tremendously well in your career?
Table of Contents:
Career Growth vs. Career Development
Career growth can easily be visualized as a ladder. While a ladder only shows vertical movement, that is moving upwards (promotion) or downward (demotion) in the career landscape it also includes lateral movement (moving departments)
Career growth is the goals you set and steps you take to meet them. It includes compartmentalized stages that are industry specific that you work towards. It usually comes in the form of promotion from one role to a higher one based on performance and experience.
- Career growth involves moving to a higher position
- Quantitative – moving up the corporate ladder
- Focuses on set goals
- Mainly strategic
On the other hand, Career development is about the transformation that happens as you strive to achieve your goals. It’s the byproduct of all your skills and experience you gained over the years.
- Involves an integral movement in skill and talent
- Qualitative – improving your skill set to become an expert
- Focuses on how to achieve those goals
- Mainly transformative
Bayt in collaboration with YouthGov conducted a survey in the MENA region to explore the dynamics of career development and found that:
- Overall, 85% of respondents claim that career development is very important to them.
- The great majority (82%) would leave their current company for better training opportunities.
- Lack of motivation (38%), followed by no clear objectives (31%) are the most mentioned internal barriers for career development.
- Almost 8 in 10 respondents are trying to identify learning opportunities inside and outside of their company.
What having a growth mindset really means
“If you imagine less, less will be what you undoubtedly deserve,” Debbie Millman
Carol Dweck and her colleagues were fascinated why some students rebounded from their failures while others don’t. After studying the behavior of thousands of children, Dr. Dweck coined the terms fixed mindset and growth mindset to describe the underlying beliefs people have about learning and intelligence.
- Fixed Mindset means individuals believe their basic qualities like intelligence, talent are gifts that they were born with.
- Growth Mindset on the other hand refers to individuals who believe their talents can be developed often through hard work, grit and perseverance.
According to Carol, we can differentiate the fixed and growth mindsets across a number of dimensions, let’s look at them:
- Individuals with Growth Mindset seek and thrive on challenges, they want to get out of their comfort zone, they want to grow and learn.
- Individuals with Fixed Mindset avoid challenges because they fear rejection and not being good at it. They lose interest when things get difficult.
- Individuals with Fixed Mindset let the smallest setbacks get to them. They feel like one bad grade, evaluation or outcome defines them.
- Whereas, in the Growth Mindset individuals know they can’t let their one score or grade define their ability and potential.
3. Efforts and Outcomes:
- Individuals with Fixed Mindset believe that they can only be successful if they have the innate skill, talent or intelligence, and since they believe that they can’t outwardly develop it, they don’t bother putting any effort.
- While, individuals with Growth Mindset believe the opposite. They believe that you have to work hard to achieve success and that it doesn’t come naturally.
As Angela Duckworth perfectly summarized it in her book Grit: The Power of Passion and Perseverance
Does your organization tend to cultivate a “culture of genius“? Is there a belief that talent is something your employees either have it or not. Then the organization has a fixed mindset.
If your organization cultivates a “culture of development” they believe that people can grow and improve with effort, then they have a growth mindset.
How Growth Mindset shapes business
If your organization has a fixed mindset then it will believe that that there are finite set of smart people for your company. A fixed mindset organization focuses mainly on attracting the right talent. The underlying assumption here is that each person’s skills and capabilities are set.
Whereas, a growth mindset organization would hire on attitude not skills, here’s why:
- Most organizations know that not all candidate would possess all the skills listed in the job description.
- Hiring on attitude opens up a wider pool of candidate: who may have the soft skills to deliver a great job but might need a little time to learn the hard skills.
- And lastly, Skill sets are changing, and employees can always be trained for them, but attitude counts in the long run.
The worst-case scenario for an organization with fixed mindset is when you underestimate the value of learning and development, you won’t likely get the most out of those employees who have the potential which results in sunken productivity.
With growth mindset, the organization understands that, everyone has the potential to learn and they to improve performance and to expand in new directions. You focus more on talent development, creating work environments and practices that enable employees, regardless of work classification, to develop new skills and to learn by working with others, by problem-solving and experimentation.
3 Steps to take your career to the next level
The reality you face at work is that talent, results, and competence alone simply will not allow you to attain the success you deserve. It’s time to stop being surprised by this, and instead take control of your professional future by applying the PVI model. The three steps in the PVI model are perception, visibility and influence. When used together, these three powerful principles will catapult you to the next level in your career and ensure future success.
Through the PVI model, you will learn how to:
- Create the right image
- Increase your profile across the organization
- Exert influence by driving change and inspiring people
- Identify and recruit advocates who will speak up on your behalf
- Become a known, valued and desired commodity at your company
Step 1: Take control of how others see you
Improving how you are perceived in the work environment is the first step in the PVI model. You may ask yourself, what does perception have to do when your work is stellar, right? Wrong! Perception matters because only those who are seen in a favorable light by their bosses, coworkers, and subordinates will continue to move ahead in their careers.
Talent, results, and competence alone simply will not allow you to attain the success you deserve. – Joel Garfinkle
Feedback: How do you change your perception? The answer is pretty simple, fake it till you make it. If you want to be perceived as someone who has good ideas, then start speaking up at meetings! Proactively shaping others’ perceptions of you is a key strategy for standing out, gaining credit for your work, and, ultimately, achieving career advancement.
Step 2: Become more visible at work
Visibility is the most important and often overlooked step. You might be performing well, in fact even better than others but unless the right people know how well you’re performing, you’ll be overlooked.
Visibility is important because the people who make decisions about your career need to be aware of your value. – Joel Garfinkle
But fret not, you can start increasing your visibility at work by the following 4 steps:
3 Ways to Gain Visibility at work:
- Get assigned to important projects: Getting assigned to challenging and important projects that improve your company’s bottom line is one way to get noticed. Volunteer to take lead on the project.
- Gain face time with upper management: Your success at a firm depends on you knowing the key decision makers and most importantly, they know you. Attend the meetings they attend, join in on the conversation. It’s crucial that you align yourself with top executives because in doing so, you will be seen in a positive light because of your association with them.
- Share your ideas: As the old saying goes, there’s no such thing as bad ideas. Ideas are key to a company’s growth and survival. Offering ideas can work in two ways: they’re either great and help you get noticed or bad, but your input would be appreciated.
Step 3: Influence Others
How do you influence others? Well, think of perception and visibility as supporting pillars. Only when you have both Perception, that is, you’re positively perceived in your work plus visibility, that is, you’re known and valued at your work only then will you be able to influence people.
When you have influence over someone, they follow because they want to, not because they have to.
3 traits all influential people have:
Even without title, authority, power or position you can still influence others. Here’s how:
- They are proactive: They don’t wait around for things to fall into place, they seek those things out. They’re also early adopters because they can anticipate what the next big thing is. They’re influential because they see what’s coming, and they see what’s coming because they intentionally look for it.
- They respond rather than react: Influential people don’t react, they know the importance of maintaining relationships and hence don’t respond emotionally. They rather wait, think and then deliver an appropriate response. They’re well aware that emotions are contagious and it has negative influence on co-workers.
- They make themselves indispensable: “To have influence means to have prominence” – it means that you are significant and important. Influential people make sure they’re relevant and vital to the organizations success. They’re versatile enough to adapt and solve problems that are essential to accomplishing goals.
Ever feel like the other person you are talking to just isn’t getting what your trying to tell them? Is there a particular person who doesn’t seem to listen to you? Would you like to improve your ability to influence others? One of the many ways you can do that is by having a podcast to establish your authority and know-how in a domain so people can take you seriously! Here are some of the best 7 best podcasts for digital marketers
Now that we’ve covered steps to take your career to the next level, you’re probably wondering how to know when your career growth has stalled and what can you do when you reach a career stand still
15 Reasons your career has stalled and what you can do about it:
15 reasons your career is stalling:
- Your skills are outdated
- You’ve stopped growing
- You have blockers
- You don’t fit the company culture
- You aren’t networking
- You’re passive
- You’re negative
- You dread your work
- You don’t have relevant skills
- You’ve maxed out at your current company
- You aren’t willing to change companies
- You focus too much on yourself
- Your industry is shrinking
- Your performance is lagging
- You have a reputation
How to write a great Linkedin headline
The formula for writing a great Linkedin headline is this:
- What do you do
- Who do you do it for
- How does it benefit them
- Proof/results of your work
The result will look something like this:
”Email marketing specialist with a proven record of excellent customer relationships and successful product launches”
”Experienced Copywriter who will bring you more audience and increase your sales”
In conclusion, now you know the 15 reasons why your career is stalling and what you can do about it, with the help of the PVI model: perception, visibility and influence you can take back control of your professional life by:
- Taking control of how others see you
- Becoming more visible at work
- Influencing others
Before you go, get your FREE Buyer Persona Guide + Templates
Out of everything I wrote about in this blog post…
If I could emphasize ONE thing that will give you the best results for time and energy invested…
It HAS to be understanding your target audience / ideal buyers.
And I mean a deep understanding. Not in the superficial age/gender/relationship status/job role way, but in the “my buyer is a real, living, breathing, 3 dimensional human being” kind of way.
Because when you understand who you’re marketing to, you’re able to make better decisions, spend your budget more efficiently and, most importantly, sell more of your products/services.
That’s why I created a FREE GUIDE on how to create buyer personas for your business AND given you some handy templates to do it.
Click on the button below to download your free copy.