Your Organisation Versus Your Career

Your Organisation Versus Your Career -
What Role Does Your Organisation Have For Your Career Growth?

In the early years of my career, I thought that working hard was the only thing I needed to do to get recognition, respect and rewards at work. So I worked hard, and I delivered excellent work results. I thought my supervisor would see my good work, and give me better visibility, opportunities, and career growth.

Personal development, personal and career growth, success, progress, motivation and potential concepts. Coach (human resources officer, supervisor) helps employee with his growth.

It took me a few years to realise that my supervisors, though nice and sincere persons, they actually were consumed by their own stresses, challenges, and work goals. And whether I liked it or not, they were more interested in their own careers than they were in mine.


Looking back now, I don’t blame them at all.

However, at that point of time, for me the face of my organisation was my supervisor. And when I realised after some time that my supervisor would do things for me primarily from how that would benefit their own career growth, I felt let down. I talked to other senior friends and mentors about this, and that is when I learnt this hard lesson – although it felt strange to me at that time. And the lesson was that my supervisor was not responsible for my career growth.

All this time I had thought that my supervisor and in turn my organisation were interested in my career growth. I now realised although that this was true, it was true only partially. My supervisor was interested in my career growth, but only to the extent that I will not be demotivated, or not be part of the attrition that could affect his performance appraisal. My organisation was interested in my career growth, but only to the extent that I will not be demotivated or be part of the attrition that could affect the organisation’s growth.

Looking back at these realisations now, I don’t think my supervisor or organisation were unrealistic, unreasonable, or wrong in their approach. What was wrong was my expectation from them. I needed to change my expectations from them, and not only that, I needed to change my approach to dealing with how I would get better visibility, opportunities and career growth.

This caused me to think “What role does the organisation have for your career growth?” This caused me to realise the stark reality that my organisation’s role in my career growth was zero. This does not mean that they will not at all play a role in my career growth. What it meant is that if I wanted to grow my career to the potential it had, my expectation of my organisation’s role in my career growth should be zero. It was a mindset shift.

With this mindset, I now take 100% responsibility for my career growth. I don’t rely only on my supervisor or organisation for my career growth.

So what does this mean? This means that I not only excel in the work I produce, but I also market myself and make myself visible. I work at being the “go-to person” so that my work is seen and appreciated. I build a network of contacts. I work not only to reactively do the work assigned to me, but I proactively do all I can to make my supervisor succeed, my customer succeed and my organisation succeed.

So if you want your career to grow, stop leaning on your organisation like a crutch. Instead, excel. Excel not only in your work as you may have previously been doing, but also excel in your relationships and your communications so that you make your potential seen, appreciated, and rewarded. The result? You will grow your career – you will grow in recognition, respect and rewards at work.

By: Binod Maliel
International Trainer, Executive Coach and Author.
You can access his blog at:

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