What Should I Be Doing With My Life?

During my management and consulting career I’ve watched two things impact a person’s sense of “What should I be doing with my life?”

1. A job change initiated by an employer.This is usually a reorganization or layoff that causes people to evaluate what else might be a good fit within the existing company or what to focus on in the midst of a sudden job search.

2. A personal crisis: “What I’m doing at work isn’t satisfying. There must be more to my life than this!”

Both situations offer an opportunity to find more happiness, satisfaction, and contentment.

If you look around, you’ll find different approaches to career development. Some focus on one’s interests, others talk about skills; you’ll see tools that ask you to clarify your values (what’s really important to you); and finally there is, at last, a valid movement that addresses talents and giftedness.

Much of the work I do is with corporations and individuals involved in 1 and/or 2 above. Both involve having control over meaningful changes in one’s life.

Fortunately there are companies out there that offer support in the event of the first situation. (Unfortunately, there are many that do not, with the result being a lot of wasted talent that could have been used in ways never imagined).

What I think I’ve learned is this: there are 3 key areas to focus on when you seek more congruency in your working life.

I've used elements of this little slide show in past months here and hope that it will add some clarity and thought to how you view your career. If you are a manager, think about how you might use this to see people’s potential a bit differently than you might be doing now.

Here’s the video link for Using Your Talents.

Comments

[Meg Bear]

Exceptional presentation and truely awful singing ;-). Thanks!

[Lisa Gates]

Steve, clearly you've been hiding in my shower... :-)

I learned something today from your post. And I'm going to out myself for the possible benefit of all the other coaches reading this. Most of my clients come to me as a result of #1 or #2. They're in transition in some shape or form. My work is so anchored by values processes as the primary entry point for what's next, that I think I may sometimes override or impose my "standard" approach, as opposed to taking an accurate pulse of when a talent-focused start is in order. I laud myself for being client-centered and coactive, but I have clearly missed this.

People who've been fired or laid off, or are really flat about their current situation, are coming from a "world of work" mindset. They're still immersed in the sensations and day-to-day reality of their last/current job when they find their way to a coach. By using talents as the primary access, it really honors what's present and right in front of them.

Big duh lightbulb day.

Gratitude,
Lisa

[Steve Roesler]

Meg,

Would you believe that she has in international following, sells a bundle of CD's, and was recently booked at a club in San Fransisco?!

A little motivation for all of us to step out on Karaoke night. . .

[Steve Roesler]

Lisa,

Muy fantastico.

And you have added a million-dollar reminder. That is, that people have a current "world of work" mindset. That is so true.

For those in transition for one reason or another, the starting point of their quest is almost always, "Well, this is what I've been doing." The unspoken part is "And I have an image that this is actually who I am.

It's our job to help them see the error in linking what they've been doing to a definition of who they are vs. how they are designed to excel. In fact, their situation may very well be a result of working at something within their capabilities but outside of their real talents.

Glad this lit a spark, Lisa.