If you’ve been in middle management for a few years and are wondering what to do next, Sean Conrad suggests some options
You may be a perfect fit for middle management. Maybe you’re truly happy and fulfilled just where you are. As long as you keep developing your knowledge and skills, stay current with industry trends, are challenged and are demonstrating consistent high performance, there’s nothing wrong with that. Make sure you talk to your manager about your career status, especially during your appraisal. Solicit their feedback and coaching, and make sure you’re one of the organisation’s top performers. Ensure you continue to be given opportunities both in your field and as a middle manager, so you stay current and valuable. Your salary will likely plateau as you reach the top of your pay scale, but if you love what you do and are happy in your role, then that in itself should be rewarding.
If in the future you find yourself wanting to make a change, you can always take steps then – as long as you’ve been maintaining or updating your skills and have been a key contributor to the organisation.
MOVE DOWN THE RANKS
After several years of solid service, some middle managers find themselves longing to get back to their first love – their art. If you miss getting your hands dirty, there may be opportunities to move down the ranks. You’ll likely need some development activities and time to update your skills or recover your expertise. But when you’re following your passion, these actions are rarely a burden. You also need to plan for the likely pay cut. Again, begin a conversation with your manager to enlist their support, particularly if you’re trying to stay in the same organisation. If you do look for work elsewhere, be aware that some organisations may be reluctant to hire an ‘over-qualified’ individual; you may need to work as an independent to get re-established. But the connections and network you’ve developed over the years can be a great resource.
MOVE LATERALLY
If you like working in middle management, but are feeling stifled, you might want to consider a lateral move to use your existing skills and experience in a different context – maybe even outside the arts. The learning opportunities offered by a lateral move can be very stimulating. Begin by discussing your aspirations with your manager. They can be invaluable in giving you coaching and feedback, and in identifying opportunities. They may also be able to give you assignments that help you explore other areas, or establish contacts and credibility with other groups. And, as part of the appraisal process, they can assign required development activities to help you prepare; you may need to acquire new skills or broaden existing ones.
It’s also important to start networking with managers in similar roles, and with the executives in your organisation and others. You need to make your desire for a lateral move known, so that when an opportunity comes up your candidacy is considered.
POSITION YOURSELF FOR PROMOTION
If you want a promotion, here are ten things you need to do to make it happen:
1. Discuss your career aspirations with your manager. Let them know your career plans and timeline. Document these in your appraisal.
2. Ask for their support/feedback/coaching. Your manager can be an invaluable resource and a terrific source for feedback and coaching on your performance – which needs to be stellar if you want to get ahead.
3. Ask for development activities and work assignments to help you prepare. Any promotion will undoubtedly require new or different skills, experience and knowledge. Your manager can help you acquire these through organisation-sponsored training and development, but also through targeted work assignments.
4. Ask your manager or HR for a job description and sample performance appraisal form for your desired role(s). Learn everything you can about the requirements for the role you want. Find out what competencies, skills and experience are important, then work on developing them.
5. Solicit 360 degree feedback. Gather feedback on your performance and readiness for promotion from a variety of sources – your staff, your peers, your manager, your clients. If your organisation doesn’t have a formal mechanism for conducting 360 degree reviews, you can do it informally by asking others for verbal or written feedback. Let your reviewers know you want to improve your performance, and ask for their honest opinions. Thank them for feedback received and act on it.
6. Use your initiative to broaden and deepen your skills and experience. Take responsibility for your own development. You can, for example, take courses, read books, participate in webinars or industry conferences, etc.
7. Get a mentor. Find someone who can support and guide your career progression, give you vital insight and advice, and help you build your network. They don’t necessarily need to be from within the arts.
8. Work to gain more visibility in the industry. If you want a promotion, you need to raise your profile and broaden your network. So engage in volunteer work, participate on a board, write for industry publications and blogs, speak at industry events, etc. Showcase your interests, experience and passion.
9. Network with your organisation’s leadership. Take some time to meet with your organisation’s leaders individually. Get to know them, and let them get to know you. Exchange ideas. Let them know you’re interested in a promotion, and some of the things you’re doing to prepare yourself. Your manager or HR rep may be a useful resource in facilitating these meetings. Establishing a relationship with your organisation’s leadership is vital as you’ll need their support for any promotion.
10. Ask for a promotion. When a position opens up that you are interested in and believe you are qualified for, openly declare your interest and desire.
While many ‘inbetweeners’ sometimes feel stuck in their roles, the truth is that you have many options. The key is to figure out what you want, what’s right for you, and then be patient and take steps to move in that direction. Knowing who you are, what’s important to you and where your talents lie are important to finding meaning in your work. Your success usually lies with your passion.
Sean Conrad is a Certified Human Capital Strategist and Senior Product Analyst at Halogen Software, a provider of talent management software. He also blogs on the Halogen Software site.