(part 2 of 6)
The question is designed to get the asker more. More money, more authority, more autonomy, or more responsibility. Yes, the question is crafted to imply a sincere interest in the organization or a genuine commitment to the group, but the intent is to get ME more.
So, the question is false.
It’s inappropriate… almost unanswerable… It’s the wrong question. In fact, if that’s the question you believe you need to ask, then you are either in the wrong job or approaching your job with the wrong attitude.
But OK, it’s also a fair question. No one gets mad when you ask it.
Yet the question itself suggests that you are way out of sync with the company or the direction its leaders are pointing it. You know it – that’s why you asked the question – and now your boss or mentor knows it too.
As I look back over my career, I recognize that the jobs where I’ve fit the best, had the most fun, performed the best and had the best rapport with my bosses have been jobs where I never had to ask that question. The converse is also true.
Appreciate that, while your boss may relish making the time to chat with you about your ambitions and how they fit with the business, this selfish question is not the one that gets her to think about your contribution to the project on the way home, nor does it compel him to invite you for a round of golf at the club. Your question may be thoughtful or even important – but it’s not very inspiring or visionary.
Managers tackle thoughtful and important issues all day every day. It’s work! On the other hand, leaders are driven, motivated and fired up by that which is new, out-of-the-box or paradigm changing – something that causes them to create, brand, develop or innovate something that will matter.
The question – “How can I become a leader in my company?” “How can I get a bigger opportunity in the organization?” or some variation on the theme is usually an honest one… But it is also primarily a selfish one.
The question is designed to get the asker more. More money, more authority, more autonomy, or more responsibility. Yes, the question is crafted to imply a sincere interest in the organization or a genuine commitment to the group, but the intent is to get ME more.
So, the question is false.
It’s inappropriate… almost unanswerable… It’s the wrong question. In fact, if that’s the question you believe you need to ask, then you are either in the wrong job or approaching your job with the wrong attitude.
But OK, it’s also a fair question. No one gets mad when you ask it.
Yet the question itself suggests that you are way out of sync with the company or the direction its leaders are pointing it. You know it – that’s why you asked the question – and now your boss or mentor knows it too.
As I look back over my career, I recognize that the jobs where I’ve fit the best, had the most fun, performed the best and had the best rapport with my bosses have been jobs where I never had to ask that question. The converse is also true.
Appreciate that, while your boss may relish making the time to chat with you about your ambitions and how they fit with the business, this selfish question is not the one that gets her to think about your contribution to the project on the way home, nor does it compel him to invite you for a round of golf at the club. Your question may be thoughtful or even important – but it’s not very inspiring or visionary.
Managers tackle thoughtful and important issues all day every day. It’s work! On the other hand, leaders are driven, motivated and fired up by that which is new, out-of-the-box or paradigm changing – something that causes them to create, brand, develop or innovate something that will matter.