page,page-id-15601,page-template,page-template-full_width,page-template-full_width-php,ajax_fade,page_not_loaded,,qode-theme-ver-7.1,wpb-js-composer js-comp-ver-,vc_responsive


Individuals / Create Movement

Job experiences sometimes feel like a bad marriage, and trying to fix the problem without understanding the causes often leads to multiple divorces.

When you are not happy in your job – stressed, under valued, not getting promoted, daily grind – people will often look for a new job or answer calls from recruiters. But unless you use your past experience to do better next time, you might as well stay put. It’s like getting divorced and then rushing out to date the same kind of person – you need to take the time and make the effort to understand what went wrong and how to do better next time around.

For this type of case study, we are looking at a mid-30s HR specialist. She has chosen this career because she loves to work with people and wants to make a difference in their careers. She had just recently gotten a master’s degree in her field and joined a large HR support services firm. The background is that she was not happy in her previous career and decided to move into HR to do something more meaningful. Turns out her new job was not any better – pretty fast the cracks started to show which threw her into a spin of confusion and self doubt. After having spent the time to get the credentials for her new career, to realize it was not what she had dreamed of was a cold shock.

Starting to work with us on her career issues, we were able to pinpoint the causes:

  • It was not about what she did, what job title she held – it was about what’s driving her at the core.
  • She does not like to be told what to do by people she does not respect.
  • She does not like to deliver a program out of the box because a client had bought it not knowing that they needed a different kind of service, ie. picking up the mess careless sales people had created.
  • A general disrespect of time commitments.

The solution was to leave the firm and land a job with another group who share her values and allow her to excel at what she is naturally good at. Employee engagement is a two way street, it is not just employers who seek it, it is crucial for individuals to be fully engaged in order to love their career.

Key questions to ask yourself:

  • What makes me happy?
  • What is important to me?
  • What are the themes and patterns that keep on showing up?