Most people, at some point in time, would have wondered if they are in the right role, in the right company, or on the right career path. While there is no rule book for career growth, achieving your career ambitions does require a plan. Getting to the C-suite requires talent, knowledge, experience, acumen as well as leadership qualities.
In the post-pandemic business landscape, leaders are required to bring empathy, imagination and courage to their roles, going beyond the pursuit of profit alone. As a C-suite member today, you are expected to steer your organization through a rapidly changing business environment, plot future growth paths to sustainability and profitability, inspire and engage the best talent, and keep the board satisfied. No pressure at all!
So as a mid-level executive, how do you take charge of your future and chart the path?
The post-pandemic careers playbook features learning, unlearning, and relearning. This is true for professionals at all stages of their career, across sectors, industries, and geographies.
Moreover, the coronavirus pandemic has completely transformed the job market. It is expected that 28 percent of the UAE workforce will require upskilling over the next two years. Globally, more than 1 billion people will require to be reskilled by 2030, as technology disrupts industries and job functions.
Define your goals
The number one reason people fail to achieve goals is because they are vague or poorly crafted. Begin with writing down your goals and ensure they are SMART – Specific, Measurable, Achievable, Relevant and Time-based. Then, break each goal into smaller, attainable sub-goals and list down the actions needed to achieve them. For instance, sending out job applications, completing industry certifications, and attending job interviews are all part of the process. It also helps to have a list of resources that can support you in your journey; be they online tools, awards or even real people.
Look for opportunities
C-suite leaders usually have a wide and deep network, built over many years. Get into the habit of nurturing relationships with peers, mentors, co-workers and leaders, beyond the merely transactional. Find opportunities for networking and widening your circle of influence: be it through industry events, informal mixers or business meetings. Actively seek out new responsibilities and experiences, to help accelerate your career growth.
Spotting opportunities and capitalising on them is also a skill to be honed as a business leader. For instance, the GCC countries have been leading in digital transformation. But while the pandemic accelerated the rate of digitalisation, it has also served to widen the digital skills gap. Companies across the region are facing the challenge of answering the demand for new digital roles, leading to increased demand for these skills.
To stay aligned with the skillsets employers are looking for, as well as to get ahead of the competition, it’s important to invest in upskilling. As the old Chinese proverb goes: ‘The best time to plant a tree was 20 years ago. The next best time is today.’
Know your value
It is essential to know and understand the value as well as the worth you bring to an organisation. If I have to choose between two candidates for a role, with similar experiences and skills profiles, my hiring decision is based on the value they will bring to their role. Often, the most successful candidates are those who are able to articulate this well, at the negotiation stage.
While worth is focussed on the monetary compensation that factors in a candidate’s education, training and experience, value is determined by what a candidate brings to the role – and what is needed and expected from them. Both need to be considered when you apply for a role. Be aware of similar roles at competitors and the range of compensation offered.
Be a life-long learner
Mid-career professionals can no longer dine off a degree earned years ago. Today’s C-suite leaders are expected to possess a broad range of skills – beyond their domain expertise. To get to the C-suite faster, nurture a habit of lifelong learning – an ongoing, voluntary, and self-motivated pursuit of knowledge.
Lifelong learners exemplify a growth mindset, an innate curiosity to find more by way of new challenges, ideas, and experiences. Today it’s easier than ever to acquire knowledge from renowned universities, while continuing to work at your day job.
For professionals, acquiring new skills is not just about staying relevant in their current industry. It also helps unlock future opportunities. Roles such as user experience director, digital performance manager and influencer marketer had not even been heard of a few years ago. Other roles, such as data analyst, have seen their scope change and expand.
Digital-first CMOs for instance, need to hone their team leadership and soft skills such as collaboration and creativity, while keeping their digital skills up to date. They have to train for evolving employer-employee relationship, as hierarchies get flattened and technology makes geography irrelevant, as well as prepare for permanent, full-time jobs being phased out.
Edtech companies such as upGrad, the global leader in online higher education, offer a wide array of programmes to help professionals acquire in-demand degrees. Most of upGrad’s programmes are reverse engineered to meet evolving job demands across industry sectors. Programmes in future-focussed sectors such as data sciences, blockchain, machine learning and AI, keep the curriculum up to date, industry-relevant and engaging.
For professionals, upGrad can generate positive, tangible career outcomes, as it has done for more than a million professionals globally. Learning and work are two sides of the new reality, enabling professionals to pivot to new career paths, keep their skills updated and relevant, and ensure career growth.
Get a mentor
A C-suite mentor will help you to navigate challenging situations such as transitioning to a new role, offer career advice and helpful feedback on concerns – including whether you are the right fit for a C-suite level role. Choose mentors who have genuine interest in your progress and in seeing you succeed. Good mentor-mentee relationships are built on honesty, authenticity and mutual support.
It is time to manage your career, or someone else will!