- Hey, it's Caroline,
Career coach and mentor.
And in this video I want to share some insights with you
that I had with a client that's going
through the career success programme.
Now her question was,
should I quit my six figure job?
And how do I know if the grass is greener on the other side?
Because maybe I'm better off just staying in my job?
Should I quit, or not? (laughs)
And this is a question
that so many people on senior level ask.
Because they know they have bills to pay,
and a mortgage to pay,
and kids that need to go to school.
So they don't want to be at risk to be in a situation
that's the same,
or even worse,
than their current situation.
So they want to just be sure.
But the problem is that not a lot of people
know how to uncover that.
How can you be sure?
How can you find out if the new job is going
to be better than the job you're in?
Because, let's face it,
everybody asks the same questions in an interview,
and everybody gets the same information.
And most of the time it's just bullshit.
If you ask any hiring manager,
or CEO, MD,
describe the culture of your company.
Nobody's going to say,
we're a bunch of micro managers,
and we have really a bad environment.
We're just in silos.
Maybe a few,
but (laughs) the majority isn't going to say that.
So how do you ask questions to uncover all of that?
Because that is going to drive
if you're comfortable quitting your job,
because you know for sure
you're going to go to a better environment.
And how can you minimise that risk?
Because that's what I do with my clients.
It's not about 100% guarantee.
It's about how can you reduce risks
and take a calculated risk when you change jobs?
Because you know that of 80% of the information you receive
by asking the right questions,
you can actually make a choice that is going
to give you a job that's more fulfilling,
more challenging,
and you're going to feel more engaged.
Any way,
the first thing we did,
is we really demystified her entire career.
And one of the parts that we zoomed in on,
were her values.
And the real reason why she didn't really like one job.
And what was really annoying her
and what made her thrive in another job,
that might be quite similar?
But why did one project really worked well,
and another project didn't?
So we brought it back
to what she valued.
And it was amazing to see what you can uncover
when you boil it down to that.
To see whether you have the same value system
as the other person.
And let's face it,
you need to make sure that the organisation,
and the team,
the manager you are going to work with,
and spend so much time with,
has the same value system than you.
So actually be able to work in an environment
that you feel you can be yourself.
You can be authentic.
So we identified what she valued,
and then we translated that into questions
she could ask in an interview to make sure
that she got information that was actually useful.
And not standard bullshit answers that you would get.
Really useful information that at the end of the process,
she could make a judgement call
whether her organisation was better,
or the same,
or worse than what she was stepping into.
And it also gave her the ability to have tools to judge,
okay, my current organisation,
what can I do?
Is there anything that I can do?
And look at it from a different angle.
Because sometimes we're so quick to say,
I wanna quit my job,
but we don't look at it from another perspective.
So it allowed her to look at it from another perspective
to see what she could control,
what she could change from different angles.
And it allowed her to make a judgement call
on the future organisation,
whether they were aligned or disaligned with her.
And that gave her the confidence she needed
to actually move forward.
Because now she felt equipped to make that call,
where as before she was like,
oh, my God,
I have to follow my gut instinct,
but I'm not sure what's right and wrong.
Because in the past I've made decisions
that didn't work out,
and I thought they would.
And you can actually just minimise that risk
by making a choice based on the information
that you received,
and that you asked for,
and that's valuable.
And not some bullshit answer
that you get on standard interview questions.
Like, tell me about the culture of your organisation?
Do you collaborate?
What are you looking for?
Oh, I'm looking for results,
and I'm letting my people work autonomously.
But I'm looking for them to bring the results to the table,
and that's my management style.
You need to delve deeper,
but how do you do that?
So one way to definitely start doing that,
is first of all,
know what you value in the workplace,
and how to translate that to questions
that are not obvious. (laughs)
How to actually really pull back the curtains,
and see what's going on behind.
So I hope this video inspired you.
If it did,
there are a couple of things I want you to do.
First of all,
connect with me.
This will allow you to be notified
whenever I upload a new video.
Secondly,
I want to invite you to a workshop.
A free,
online workshop,
I'm running.
It's all about,
you deserve more.
It's for people that are basically looking
to change jobs and looking for a job that's more fulfilling,
more challenging,
but actually not sure how to make that first step.
So I'm going to brake down that big change
into small steps that you can take
that have a massive impact on your career,
and your job satisfaction.
So thirdly, I would say,
like and share this video.
Because the more people I can really reach with my message,
the better.
So thank you so much,
and I will see you in the next video.
Bye.