In every industry an position, people let false beliefs influence their career decisions, Thomas Magaldi, manager for career and professional development at dMemorial Sloan Kettering Cancer Center, writes in Inside Higher Ed.
It's important to acknowledge these myths and their influence so you can move past them, Magaldi argues. He identifies three common superstitions.
1. Others have more career satisfaction than you
The truth is that everyone has anxiety about their career prospects or how they are doing in their current role, Magaldi writes. Magaldi shares an example from his own career, writing that he envied people who got a job right after graduation because he knew that obtaining a doctorate degree would be a long process and might delay financial security.
But Magaldi says he met one of the people he envied—and found that she envied people in his situation. The lesson, Magaldi writes, is not to dwell on potential downsides of your career path just because other ones look more attractive. Instead, focus on aspects of your path that are most fulfilling to you.
2. Career exploration is a one-time thing
Magaldi encourages all professionals to regularly explore different career options—even those outside your comfort zone.
He recommends setting aside one hour per month and suggests looking at the careers of alumni on LinkedIn, setting up informational interviews, or attending career events.
Magaldi also urges professionals not to eliminate any career paths until you have spoken to someone in those careers.
3. You're stuck doing what you do now
No matter what your current role is or what you studied, you've picked up valuable skills, Magaldi argues. Some of these skills will be transferable anywhere, such as resilience and resourcefulness. Show future employers that you are willing to continue growing and learning.
If you don't feel confident about your value, Magaldi recommends trying something new. You could take online courses, read magazines related to fields you're interested in, or listen to podcasts (Magaldi, Inside Higher Ed, 6/5).
How to give your team the feedback they need to improve
If managers want to drive their team’s performance, they need to give staff timely, actionable feedback. To accomplish this, many companies encourage managers to have monthly check-ins with each of their employees. However, managers in health care typically don’t have the bandwidth to have regular one-on-ones with all of their direct reports, since they may have 40 or more team members.
Join us on July 26 to learn a health care-specific approach to ensuring employees receive the feedback they need outside of the annual review—without overloading managers. We’ll discuss how to help managers have high-quality, periodic check-ins with their staff and give you guidance on reinforcing the importance of check-ins.