As many people across the travel industry are in search of their next role, I had the opportunity to join my good friend Michelle (Mick) Lee as part of a recent virtual discussion designed to help job seekers and job holders. This conversation was part of the WINiTIn45 discussion series, sponsored by the Global Business Travel Association (GBTA).
As someone who considers herself both a job holder and a job seeker as I continue my advisory role with CWT and also build my portfolio career of other Board and advisory roles, I was especially grateful to participate in this conversation. Here are the main ideas we discussed.
Get comfortable being uncomfortable
As I started my job search, I remembered the first job I had as an individual contributor in a communications role more than 30 years ago. If you think back to your first job, I bet you can remember all the first-day jitters and how nervous you might have been at the time. But you figured it out. You got comfortable with being uncomfortable and made your way forward. It’s in the uncomfortable where learning and growth takes place! That’s the same mindset you need when looking for a new role or trying to grow in your current one.
Your network is your most valuable asset
Networking absolutely works! As Mick shared in our discussion, there are 43,800 minutes each month and you should protect at least 60 of those to foster your network. Even if you’re highly engaged in your role today, don’t underestimate the power of networking and its impact in your career and with others. If you’re a job holder, advocate for others or help make connections that might lead to new opportunities. If you’re a job seeker, take time to offer help as much as you’re asking for it. As Mick mentioned, 60% of her new hires were in some way connected through her network – either directly or indirectly. Networking really can make all the difference.
Be an advocate for yourself and others
Think of the mentors and advocates you’ve had along the way. Maybe they have provided a recommendation or steered you in the right direction for a new opportunity. Now it’s your turn to pay it forward and advocate for others as they look for new roles. In addition, learn to advocate for yourself. Feel confident in your abilities and skills, even if you don’t have every qualification listed on a job description. You’ve probably heard the following statistic: Men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them*. Start applying for roles even if you think it might be a stretch – it’s the best way to keep learning and growing.
Focus less on financials and more on culture
Often, we are tempted in an interview to only share the financial metrics of what we’ve achieved; however, those are just outcomes of our work and don’t offer the entire picture of our abilities. In a time where companies are looking to find the right fit and retain employees, it’s important to highlight examples of how you show up at work and with your teams. Explain how you demonstrate the company’s values, as well as how you’re engaged with the company to reinforce your characteristics of being trust-worthy and accountable. Leaders will know they can count on you and the opportunities will come.
Redefine what career progression looks like
As you look for a new opportunity, consider a lateral move. Often a lateral move is as important or more than a promotion. By moving into a different part of the company or into a new department, your breadth and depth of experience continues to grow. Lateral moves expand your horizons and prepare you for future opportunities. Putting your hand up lets your manager know you’re open to opportunities outside of your current role or comfort zone. I don’t believe I would have moved to multiple continents and major cities around the world if I hadn’t been up front with my leader that I was willing to try new things. You get to determine how you want to be treated and seen at work.
Champion inclusivity
In a recent blog post, I talked about how often diversity, equity and inclusion are considered to be synonymous, but there are distinct differences between these concepts. Diversity brings together all possible viewpoints, equity gives everyone a seat at the table, and inclusion ensures that all feel safe and comfortable expressing their views and ideas freely. We all have the opportunity to promote inclusion within our organizations and teams. As leaders, we have to make sure we set the tone for the environment and set the expectation that everyone gets a voice, questions are encouraged, and new ideas welcomed. It’s our combined, unique experiences that create the best ideas and solutions.
Give and receive feedback
Finally, along the same lines as having a voice at the table, one of the biggest gifts we can give is feedback. It’s important to get comfortable with giving and receiving feedback. While we may be tempted to offer a response when receiving it, I suggest your only response to feedback is “thank you.” By accepting feedback from others, you can help create an inclusive environment where people feel safe sharing with others, and you can reflect on the feedback to learn and grow.
Whether you’re a job holder or a job seeker, we can all agree the pandemic has changed life – and for many, our careers – as we knew it. But we are all in this together. As my 91-year-old father has always said, “There’s a reason why your rearview mirror is small and your windshield so big… there is no point in looking backward, only forward.” In other words, the best is yet to come.
What are you doing to foster your network? Let me know in the comments below!
*This statistic has been widely cited by Lean In, The Confidence Code and in dozens of articles
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