Welcome to the Stop Sabotaging Your Success podcast, episode eleven. I’m your host, Cindy Esliger. This is the podcast for focusing on what we can do today to take control of our careers and overcome the inevitable barriers to success that we encounter along the way. 

Regardless of your career path or position, I’m sure you’ve experienced that sinking feeling of being on the sidelines, watching as less qualified colleagues get the choice assignments, promotions, or opportunities for development intended to groom them to ascend to the next rung of the corporate ladder. Then we grumble about the injustice of it all and how we’ve been overlooked for opportunities we feel we deserved. 

In this episode. I’m not going to commiserate with you or join in the complaints that life isn’t fair. No one said life was supposed to be fair. After we’ve been overlooked for those opportunities, we rarely take the time to examine why this happened and what we can do to make ourselves more competitive the next time. It’s time to stop being a victim and start taking responsibility for the results you’re seeing. That’s what we’re going to explore today. 

The people who rise to the top, aren’t always the smartest, or the people who work the hardest, or the ones who’ve made the biggest sacrifices for the sake of their careers, or the people who have kept their noses to the grindstone with their mouths shut. The people who rise to the top are the people who understand that their non-technical ability, often referred to as their soft skills, are every bit as important, if not more important, as their technical capability when it comes to reaching their maximum career potential. They always seem to do and say the right thing, while others can’t quite figure out what it takes to achieve, and more importantly, maintain successful careers. 

So why do some succeed and others don’t? I’m sure you’ve noticed that some people surpass their professional peers quickly and never look back, while others spin their wheels in what are, at times, lucrative, but dead-end jobs. Even the most talented professionals can have blind spots that keep them from achieving their full potential. It is possible for good employees to become great ones through coaching, but you have to be willing to do the work on yourself. You likely resemble many of my clients, you’re good at what you do, and you may even have been recognized for one or more of your particular strengths, but now you’ve somehow stalled. 

Career roadblocks can come in many forms: 

• derailment: any unexpected change in career momentum
• career setbacks: where you’re simply overlooked for what might be considered a one-off situation
• career stagnation: where you’re ignored or being overlooked again and again, and possibly facing a layoff in the next downturn cycle

Consider the possibility that you are unknowingly sabotaging your best professional efforts. Some fast trackers get displaced from successful career paths by over-relying on the skills that helped achieve their past success. Such derailment can occur at every level in the workplace. It makes it all the more necessary to learn the essential strategies for becoming, and staying competitive, in the workplace to avoid stalling, and falling off track entirely, for seemingly inexplicable reasons. 

It can happen to people who work hard and have been rewarded for their contributions through promotions, choice job assignments, special perks, and incentives, yet suddenly find themselves being overlooked for further recognition for no apparent reason, or having their opinions no longer solicited, or not being included in meetings with key people and being given more routine, low-profile assignments than in the past. And suddenly, they are feeling invisible and very much replaceable. 

We all experience career setbacks along the way. It is part of the journey. What can be concerning is when there is no history of job-related performance problems, and then those, who are frequently identified as high potential candidates and targeted for upward mobility, are suddenly derailed. 

More and more of us are in need of help to become and stay more competitive in the world of work. It should be noted that survivors of layoffs aren’t necessarily the most technically proficient, best educated, or most productive employees. Companies keep the staff with the widest array of technical and interpersonal capabilities rather than very specific, but more limited skills. It could be called the ‘best player approach’ to downsizing, keeping those people who can function successfully in a wide variety of areas with a diverse group of people. 

Choices are made every day about who will be promoted, given a larger raise, or provided with a chance to gain new skills that they will need in their future roles. These decisions are made among those who, on the surface, may appear to be equally qualified. 

So who gets chosen and why? The answer lies in the less tangible aspects of workplace behavior. There are always clues as to why some people are recognized and rewarded, while others languish in roles for which they may be overqualified. 

Some people may have a superior skill in a particular area that they’re expecting will set them apart and provide job security. But, sometimes they have focused on that specific skill to the exclusion of developing complementary behaviors, but fail to notice that they now have very specialized, but limited skill sets. They may be hoping that doing more of the same will save them. But, having a lack of diversified skills, coupled with difficulty in handling people and solving problems, can work against them. So, I encourage you to add complementary skills to your existing strengths, to help you stay on track for professional success. 

The typical performance reviews tend to focus on what people are struggling with, rather than focusing on what they’re doing right. Unfortunately, this attempt to encourage improvement can sometimes impede career progress.

I suggest that you not only embrace your strengths and, rather than stop engaging in behaviors that work for you, identify the gaps in your repertoire of skills, and fill those gaps with complementary behaviors. While that might include improvements where you’re currently struggling, it might also include adding new skills that complement your strengths and balance out what you’re already doing so well. This allows people to succeed from a place of their strengths, rather than solely focusing on development areas, which might never actually noticeably improve. It’s not about ending up with overdeveloped strengths and unaddressed performance gaps, it’s about becoming more balanced and well-rounded with a focus on what you’re already doing well. 

Do you have a skills gap? Many of us have a lot of technical skills, but tend to be more lacking in the areas of soft skills. It’s the soft skills that help your organization use its technical expertise to its full advantage.

Companies want to be able to capitalize on the wealth of knowledge, experience, and proficiency their employees have acquired over the years, but sometimes, especially in technology, there needs to be more improvement in the level of communication and interpersonal skills. The interpersonal dynamic can’t be ignored. It’s considered to be part of the fundamental requirements of the jobs, now and in the future, which include leadership, communication, innovation, stress management, and interpersonal skills. 

So, the key is to develop cross-functional skills because beyond a certain stage in your career, and especially in today’s uncertain environment, specialization is no longer the route of choice. While it can pay off for some, it has the high risk of obsolescence when things are changing as fast as they are these days. Your specific technical skills may be out of date before you know it.

So, having a broad range of competencies, skills, and abilities can help you secure a new job and possibly open doors to working in a new industry. And, in general, the more experience you get, the more confidence you’ll have, and the more attractive you’ll be to employers of the future. 

Employers want to know what you will do for them. Job titles aren’t enough anymore. It’s up to you to track your strengths and successes. Maybe consider creating a success journal, where you affirm your amazing qualities, as well as what sets you apart from your peers. It can be a great boost for your confidence and self-esteem. It can also do a lot to improve your motivation and belief in your abilities. 

It has never been more important to build and maintain a professional network, with people both within and outside of your organization. This may prove to be your most valuable tool as the landscape of work changes. These are the people who can bring you along with them, as they weather similar changes. They may be the ones who can provide opportunities when your current position looks a little bit shaky. 

If you’re not yet convinced of the value of having a mentor, then there’s also the added bonus of helping you move your career in the direction you want, by pointing out the new skills, technology, and strategies worth investing your time in learning. It’s worth keeping track of former bosses and colleagues, which of course means not burning any bridges. And join those professional networking associations, participate in a wide range of activities, and build relationships beyond your current career or industry. Not surprisingly, if you’re good at what you do, people will take note of that, and opportunities tend to appear.

But sometimes, there’s no onward path, or development may be blocked, no matter how hard you work, which can lead to frustration, boredom, and failure to achieve your potential. You need to review your options regularly and take action to unblock your career, even if that means a job or career change. 

And it’s important to develop resilience. The future is uncertain. We will encounter setbacks no matter how well we prepare or plan. And those who emerge successful are those with the ability to bounce back. It’s important to consider such setbacks as learning experiences.

Evaluate and affirm your strengths on a regular basis. Set goals, monitor your progress, and identify what’s holding you back. Build your flexibility and above all, maintain your enthusiasm, despite what is happening around you. You may find some of these strategies useful as you begin to plan and prepare for your future career or careers. Incorporate elements of risk management and career planning into your regular reviews, and become good at both, to secure your future career. 

While your job description may not be relevant in the future, you can ensure that the skills you bring to the table continue to be relevant. This requires some forethought and planning to take control of your future career today. It’s not so much how skilled you are at predicting what will happen, it’s how attuned you are to the early indications of change. And it’s time to realize that change is constant, which requires you to be continuously planning, so you can stay ahead of the game. 

You want to be in a great position to recognize and capitalize on opportunities as they present themselves. And at a minimum, you must be proficient at interpersonal skills. That’s the stuff that isn’t taught, but they are the abilities and skills that you become known for. It forms part of your reputation. It’s that whole package, your talents, abilities, interests, and skills that you want others to know about. 

As you move up the corporate ladder, leadership challenges require advanced political and social intelligence skills, because your success will depend more and more on getting reliable information, building alliances with powerful backers, and negotiating the conditions for your success. 

Here’s a list of 10 things successful people don’t do. These are the factors that distinguish those who succeed, from those who don’t. 

1. successful people don’t overlook the importance of people
2. successful people don’t overlook the ability to function effectively as a team
3. successful people don’t overlook putting their focus on image and communication
4. successful people don’t lack confidence
5. successful people don’t have difficulty working with authority
6. successful people don’t overlook the importance of emotional intelligence
7. successful people don’t focus on likability rather than respect
8. successful people don’t overlook the ability to think broadly and focus narrowly
9. successful people don’t whine and complain
10. successful people don’t pass up chances to take calculated risks

So I invite you to think about the skills gap you may have, to ensure you’re not doing any of these common things that will sabotage your success. It’s about continuing to do the great work you’re doing, and expanding your skillset over time. It’s not an either/or kind of a thing, but more of a yes/and. 

It’s about becoming so good, they can’t ignore you. And it’s about adopting a craftsman mindset of what can you offer? That’s how you build a strong foundation on which you’ll build a compelling career. So get really, really good. No one owes you a career. You need to earn it. And building a successful career is not an easy process. So approach your work like a true performer. 

Turn your focus toward becoming so good, they would have a hard time explaining why they are choosing to ignore you. You want to get to a point that if they were to overlook you again, someone would simply ask, “Why?”. That leaves them having to explain their reasoning, because everyone else can see that you are exactly right for this new role or project.

A more expanded skillset gives you more options. And if you’re not getting the opportunities you’d like where you are, perhaps it’s time to start looking around. As much as I didn’t believe it at the time, not all organizations are the same. And while I did try quite a few in my time, some were definitely better than others. 

What isn’t enough to get you promoted one place, might be immediately recognized as valuable at another. It’s worth trying to find the right fit for your skills and your ambitions. There are good companies out there who provide a more equal playing field. You might just have to keep looking.

And that’s it for this episode of Stop Sabotaging Your Success. Remember to download your Guide for the Reasons To Expand Your Skill Set at cindyesliger.com/podcast, episode eleven.

Thank you to our producer, Alex Hochhausen and everyone at Astronomic Audio. Get in touch. I’m on Instagram @cindyesliger and my email address is info@cindyesliger.com. And if you liked the show, please tell a friend, subscribe, rate, and review. 

Until next week, I’m Cindy Esliger. Thank you for joining me.