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Internal Arrogance This is an interesting one and not a factor we ve discussed so far The simple fact is that some people really are too arrogant to believe that they need help in developing their careers They believe that what they ve done to develop their careers thus far will serve them well in the future I remember sifting through some internal applications and being appalled at the apathetic way some very talented people had applied for a signi cant promotion At other times it s a question of people believing they ve done their time and that they should be in line for promotion or development irrespective of their level of performance This time served mentality is still a big part of the culture in many organisations Of course sometimes a little arrogance is used to mask some insecurities Some people might feel that as managers and leaders they should be fantastic role models with brilliant career plans that almost magically come true In truth, even the most accomplished performer has nagging doubts and concerns about their ability and will value being able to explore these concerns in a climate of trust
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Fear of failure To put oneself forward for a promotion, to apply for a place on a development programme or to think about moving on all have an element of risk It might not happen It is often easier to keep ourselves small and stay in a comfort zone which although not wholly satisfying is, by de nition, safe, comfortable and known Unfortunately this type of thinking can lead to sabotaging our own success I have heard many people tell me that there s no point preparing for this assessment centre as they ve made their
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mind up anyway or This is my fth interview this month, I ll be devastated if I fail again As coaches we can promote a much healthier focus than this
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Limiting beliefs Here s a selection: I don t have the intelligence to be a Director I don t have the quali cations to be a manager I m not tough enough to work in that section As a boss I ll have to have all the answers I ll never be able to learn all that I need to do the job People like me can t expect a position like that I cannot make a difference I cannot lead
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I consider every one of these to be utter rubbish None of them are facts, they are all simply beliefs but they are beliefs which limit rather than liberate talent and this serves no useful purpose We must remember though that such beliefs are formed on the basis of some evidence which makes people think that way As coaches we need to challenge the validity of that evidence We need to spend time at the Reality stage of the ARROW sequence exploring how it is that people know they re not intelligent enough or cannot lead On what evidence do they base such assumptions Under this kind of spotlight many of these limiting beliefs can be challenged
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PLE IN CAREER DEVELOPMENT There is an argument to say that certain aspects of career development, such as interviews and assessment centres, as purely about
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performance and that the notion of enjoying these occasions and being alive to what we might learn from them is completely unrealistic I ll return to this idea later, but for now let s look at other parts of career development activity where we might more readily seek PLE in balance Putting together a CV is a good example First and foremost we have to perform the task Plan out what we want to include, type it up and print it out But what can we learn from this process Take some time out to nd out about CV construction; there are many excellent booklets on the subject Why not have a quick conversation with your colleagues in HR to see what they look for in a CV Putting a good CV together is often the art of brevity What can you learn about communicating brie y but compellingly that you can use in other areas of your work Similarly, constructing your CV should be an enjoyable process It is after all, a celebration of your accomplishments Given a pile of CVs to review I m convinced I could tell which had been produced carefully with a positive frame of mind from those that had been produced at the end of a hard day, when the aim was to just get it done One of my rst ever coaching assignments was to help redundant workers nd new employment as part of an outplacement programme The need to perform to nd new work was acute; these people had bills to pay and families to feed and yet we were determined to create some learning and enjoyment as well The need for learning was very important because sadly, nobody could guarantee that this would be the only time the people concerned would have to use these job search skills The need for enjoyment was also paramount as potential employers want upbeat motivated applicants, not downhearted victims, however justi ed they might be in feeling that way Rejected applications and unsuccessful interviews were discussed and we would even contact the rms concerned for feedback Then we moved on and looked ahead Similarly, successful applicants would be asked to share what they
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