Connie spent 10 years in her organization -- the past three in the same role. She loved the her job, though she was ready for a new challenge, preferably internally.
Connie’s manager wasn’t the most forthcoming with recognition. Connie knew she was well-liked at the firm, made clear by her compensation. She didn’t, however, feel confident her manager would support her as she explored new internal opportunities.
After exploring her career goals with her Pathspark coach, Connie scheduled meetings with peers and career stakeholders to discuss her plans and possible career options. Then she scheduled a meeting with her manager to discuss her plans to look for a new internal opportunity. Connie and her coach practiced and refined the conversation she had with her manager, preparing her to enter the conversation confidently.
The meeting with her manager was a success. He supported her and agreed the next step was to continue speaking with internal stakeholders to see who could help.
By openly sharing her career plans with key internal stakeholders and her manager, Connie is now better equipped to put her career plans into action.
Georgia, a VP in a global middle office role, who started her career at her firm 15 years ago, knew she was once again up for promotion. Three months before the promotion process began, Georgia was assigned a new manager.
When promotion time came, Georgia heard murmurs about peers completing paperwork for consideration. She hadn’t heard a word from her manager about the process and began to worry.
Georgia and her Pathspark coach discussed the situation and agreed it was time to be direct with her manager to discuss the promotion process -- something Georgia wouldn’t have considered doing without her coach’s support. Together, she and her coach practiced what she’d say and spoke of her desired outcome — to be recognized for her hard work and dedication.
Georgia scheduled a call with her manager who was apologetic for missing this crucial time period for promotion consideration, and encouraged Georgia to apply, which she did. Days later her promotion papers were in, along with the required recommendations from internal sponsors. With the encouragement of her coach, Georgia scheduled weekly meetings with her manager to discuss general tasks, as well as create a safe space where she’d be able to bring up important career topics in the future.
Georgia ultimately did get promoted and communication with her new manager improved overall, simply by having more frequent conversations that provided an open forum to discuss Georgia’s career.
Sam worked in financial services for 20 years, beginning his career in Latin America before moving to the US 10 years ago. Accustomed to change, he’s easy going and finds commonalities among his colleagues.
A few months ago, Sam started feeling bored and like something was missing in his life. His personal life was great, so thought the missing link must be stagnation at work. In speaking with his coach, Sam began exploring the nagging feeling through conversations with his career stakeholders about what he might do to get that spark back at work.
During a conversation with his mentor -- an MD on his team -- it clicked that the missing link wasn’t work, but rather a relationship in his personal life that had gone amiss. Through regular conversations with one of his most supportive career stakeholders he built enough trust and comfort to find the true missing link.
Sam is working on his personal relationship, while continuing to happily thrive at work.