CareerTalk
December 2006 - "Then one foggy Xmas eve"....Rudolph found his dream job
Turns out it was right 'under his nose' all along - a win-win situation for both
Santa and Rudolph. It doesn't happen often though - being 'tapped' for the perfect job.
Managers usually 'need' you to stay where you've been productive. But waiting patiently
for an opportunity can be the wrong decision.
You know it's time - the job is getting stale, you've outgrown your responsibilities
and you're ready to develop. They know you're restless ... but nothing's happening. You
still like the company but 'greener pastures' are starting to beckon. The challenge is to
reposition yourself ... and get management 'on board'.
Even a great company can be reluctant to change what (for them) is going well. To some
extent it's a test of the organization - whether they truly value you and are prepared to
look at you in a new light. So, how to promote your potential (& marketability) without
threatening to quit. Meet Ben.
At 31, Ben is a capable (& well-paid) head chef at a busy urban eatery. In addition to
final food preparation, he oversees a large kitchen staff, creates menus and manages costs.
He's also a trusted consultant in the company's restaurant chain and food processing
operation.
Respected for his personable style and high standards, Ben has 'enjoyed the ride' for 6
years - especially the mentoring and team-building role. But things change. In an industry
besieged by staff shortages, endless turnover and uninspired workers, Ben's daily reality
is fast losing appeal.
When he came to me as a client, he'd recently been passed-over for a promotion. It was the
final blow - after applying for 2 different moves 'out of the kitchen', he was feeling
unappreciated and losing confidence. He'd considered moving but knows that the whole sector
is facing the same challenges.
Time for a change? Ben was torn. He knew he'd hit a glass ceiling but he was still bonded
to the company.
The Results
It was time to step back - to clarify what he loved about being a chef and what he was
now ready to leave behind. Ben had easily mastered the 'logistics' of running a kitchen and
kept up with technology. But his greatest rewards were all about his staff. Increasingly,
he'd drawn his energy from helping them to grow.
Our interviews and assessments confirmed his natural bent for human resources and corporate
training. As he researched and talked to professionals in the field, Ben started to see
himself in a new role. 'If only' he could extract this function from his current job - he
began to visualize training other chefs to be more effective in the organization. Did such
a role even exist?
Ben decided to explore the many settings that employed chefs - to find out how they grew
professionally and stayed current. Who provided this needed support and training ... and
was this a possible niche for him?
Two weeks of phoning produced some interesting results. He talked to other head chefs,
managers and trainers in the hospitality industry. They were open and generous with insights.
No surprise to Ben - the landscape for on-going development (for chefs) was sparse. Most
training was in-house, ad hoc and sporadic. Some companies were starting to experiment
though - he found one rival company with an opening for a 'chef consultant'.
It was a field position - bringing support and coordination out to head chefs at different
franchise locations. A perfect 'stepping-stone' - he could capitalize on his expertise in
the food industry as he moved into employee development.
Ben was excited and decided to apply. We updated his résumé - highlighting his training and
management skills and underlining his impressive expertise - even Ben was dazzled! Suddenly
he had options, marketability and new energy.
But - just a minute! What if a position like this could exist in his current company? It was
clear to Ben that the role was needed and starting to be recognized by progressive managers
(the posting). In a competitive market, it was an obvious plum to attract and retain top
employees - chefs who thrived on keeping their edge!
So ... before launching his application, he decided to put the idea in front of his own
management. We sketched a simple proposal, outlining the benefits of such a position as
well as Ben's unique qualifications for the job. He had a good feeling about the
idea - if only they would see him in this new role. If not - if they turned a deaf ear,
at least now he had a clear path forward.
Good news - I wasn't surprised that Ben's managers went for it. Talk about win-win. They got
to keep a valued and re-energized employee and Ben was on the way to his 'dream job'. The
solution was 'right under everyone's noses' all along.
Finding creative solutions to your company's problems may not always open doors ... but you
will get noticed in a whole new way.
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