by Christopher D. Lee, Ph.D., SPHR
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Question: How and when is it appropriate to ask if there is an opportunity for growth in the department?
Answer from Christopher D. Lee, Ph.D., SPHR: Seeking opportunities for growth is admirable and should be encouraged. However, it is not as simple or as easy as it should be. First, what does growth mean? Is it more responsibility, more money, a promotion, a better job, or a better match between skills and work requirements? Next, there is a noteworthy humanistic element to this situation that cannot be avoided or underestimated. Assuming one has adequately prepared for growth opportunities, everyone needs a supportive supervisor. This is a variable that predetermines one’s success.
Experience indicates that not every supervisor is supportive of their subordinates’ professional growth. Some leaders might think a staff member is simply not ready for growth. Others might not want to lose a valuable employee, are threatened by others’ ambitions, or may simply be petty, unfair, or discriminatory. First, we should praise the supervisors who are supportive — who pave the way, create opportunities, and do their part in developing talent. For those who are not as supportive, there is much that can be said, but it would not likely have an impact even it is stated. Given the challenge of an unhelpful supervisor, when and how to ask for growth opportunities should be informed by asking whether one should ask a specific supervisor.
If one has an unsupportive supervisor, it may be advisable to seek advice from a senior colleague who is not a supervisor or to seek a mentor who is not in one’s supervisory chain. The human resources department also has a role in this process. Its employment function is tasked with advancing the careers of good employees as well as hiring new ones. Contact an HR manager and share your aspirations, learn about the institution’s policies, and discuss current and future openings. These insights will be invaluable. Learning about internal policies and procedures will give you a leg up. Frequently, there are little known, but readily available opportunities that include favorable policies for internal applicants, professional development programs, or even training dollars that help one prepare for the next level.
If one has a supportive supervisor, having such conversations around a performance review may not necessarily be good. A review might highlight one’s shortcomings, which is an awkward time to be talking about new opportunities, even if the new opportunities avoid such shortcomings and take advantage of one’s strength. Instead, ask for a separate meeting with your supervisor. Ask them to identify your strengths, the areas that need shoring up, and the best areas for your potential growth. A natural follow up to these answers is, “In what type positions would my collective talents be best utilized?” The fitting request that follows this is asking your supervisor to support your growth and pursuit of the positions they recommended — whether or not these potential opportunities exist within the department or institution.
Knowing how and when to ask for support in pursuing professional growth opportunities starts with determining whether one’s supervisor is the right person to ask. If the supervisor is not, then a mentor, coach, or senior colleague may be the right source of wisdom and experience. A complement to this personal advice is the official guidance that comes from speaking with an HR professional, as well as researching and reviewing any policies and procedures your organization has on the topic of growth. If one’s supervisor is supportive, asking for a special meeting is a good option — but only if you are confident in your current performance. Approaching the conversation by discussing strengths and areas for growth instead of focusing on specific jobs situates the conversation in a much healthier place than does a focus on one’s ambition or desire for a greater income. It is easier to get support for growth than it is for a particular assignment.
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