“Are you someone who has a clear, long-term career goal in mind, or do you tend to be more opportunistic about the jobs that come your way?’ This is a big, intimidating question! But it’s been such a useful way to learn more about the people on my team that I try to ask it the very first time I sit down with them 1:1. (I changed jobs recently, so I’m asking this question a lot these days!)
I think this is a great question, but not for the first 1:1. For most people to respond genuinely, the foundation of trust needs to already be there, which requires time. Otherwise there is a risk for them to tell you what you want to hear. I would ask this question after ~1 month of managing someone.
Huge +1 on #3. Thanks for calling that out - sometimes it can be nerve wracking to see most people around you have specific goals and plans and you start doubting yourself- should I be making plans too? What should they be? Am I too late? It is always heartening to have senior leaders validate that it is OK to not have that kind of clarity and be opem to explore and learn. What we need to adopt and hone is a curiosity mindset, and define what our values are, or what truly makes us happy/fulfilled and then be open to opportunities that align with those and help us learn and grow.
#2 especially stands out to me as being the Head of SDR at Faire; this is because my people are early in their careers and finding their way and this convo + focus can be very impactful. I am working on a subject matter expert program that leverages this concept and an AMA series, which I would love to have you one day if interested, lol!
Asking about someone's long-term career goals can be a useful way to build trust, channel specific projects their way, validate different career paths, and start building a growth plan. It's important to create a culture where employees feel supported beyond their current role and can have open conversations about their goals and aspirations – this is key to retaining top talent for the long haul!
I think this is a great question, but not for the first 1:1. For most people to respond genuinely, the foundation of trust needs to already be there, which requires time. Otherwise there is a risk for them to tell you what you want to hear. I would ask this question after ~1 month of managing someone.
Huge +1 on #3. Thanks for calling that out - sometimes it can be nerve wracking to see most people around you have specific goals and plans and you start doubting yourself- should I be making plans too? What should they be? Am I too late? It is always heartening to have senior leaders validate that it is OK to not have that kind of clarity and be opem to explore and learn. What we need to adopt and hone is a curiosity mindset, and define what our values are, or what truly makes us happy/fulfilled and then be open to opportunities that align with those and help us learn and grow.
Thank you for your really insightful writing!
Ami, such a good article!
#2 especially stands out to me as being the Head of SDR at Faire; this is because my people are early in their careers and finding their way and this convo + focus can be very impactful. I am working on a subject matter expert program that leverages this concept and an AMA series, which I would love to have you one day if interested, lol!
RD
Asking about someone's long-term career goals can be a useful way to build trust, channel specific projects their way, validate different career paths, and start building a growth plan. It's important to create a culture where employees feel supported beyond their current role and can have open conversations about their goals and aspirations – this is key to retaining top talent for the long haul!
Next article could be on what are few good long term career goals.