In many of these cases there are some clear reasons why this happens and indicators if paid attention to early enough and addressed, would have potentially led to a different career outcome. I will outline some of the most common career de-railers, that if diagnosed early, can in most cases be overcome:
- Being Inflexible - some indicators of this de-railer are being too vocal about their disagreement with senior management, having difficulty adapting to changes in strategy, organizational structure or new leadership. These people may be seen as arrogant, perfectionists, defensive or too invested in their own points of view.
- Failure to Build Trust or Betrayal of One's Trust - some indicators of this de-railer are not "walking the talk" or inconsistent or unpredictability in their behaviours or actions. These people can be seen as overly ambitious, devious or conflict avoiders.
- One Trick Ponies - some indicators of this de-railer are relying heavily on one single strength only, being too comfortable in their role or having a very narrow perspective. These people can be seen as inexperienced, lazy or overvaluing a skill they personally possess.
- The Water-Walker - some indicators of this are people who are fast-tracked through a number of critical roles and do not work through complete business cycles or choose only to build a superficial understanding of these roles. These people can be seen as not valuing the experiential opportunity, having an advocate who doesn't understand the importance of hands-on learning or just naive, or worse, just plain arrogant.
Talent Matters can support organizations and professionals alike to diagnose these and other career de-railers and provide coaching, and realistic development strategies to keep you on track.