Handling a Voluntary Demotion

I think this is one of those questions where you are going to get different feedback and advice. Here’s mine.

There are a few things going on here. From a “you” perspective, it would be worth investigating what is behind this insecurity, and if there is anything you can do to work through it.

From a role perspective, dissect the executive job you hold and find out what areas, if any, you excel at, are comfortable with, and lastly, which are part of this insecurity. You may find that a significant part of your job is no problem at all for you. If that is the case, then a few avenues might be possible. One, a coach may be able to help you work through the difficult areas. Two, you may be able to renegotiate your role to have it redefined. Of course, that may not be possible, so the last course of action might be to look externally for a role at or around your new level that focuses on those things you are good at and comfortable with.

Now, you asked me a different question. Can you move down a notch and make it work? The good news is that this is a fairly common situation. What makes someone shine at one level may not mean that they are suited to the next level. In particular, when the promotion involves the addition of management responsibilities. I think it can work, but of course, it comes with risks.

Firstly, the success of the transition depends to a large part on you. How you communicate how you feel about moving back to the old role. You could send a message, consciously or not, that you couldn’t hack the senior level. Or, you could send a message that was a positive one instead. “I missed the work of my old job. The executive experience was great, but I discovered that this is the work that I was meant to do. You guys were great to manage, but frankly, I want to get back in the trenches and focus on my strengths.” The difference is moving towards rather than away from something.

Secondly, the culture of your team plays a part. There are some environments where this kind of action would be doomed from the start. However, I think in most teams, it would be workable.

Thirdly, it depends to some extent on who you will report to after you move down. A new boss could make it easy or difficult for you. You will need to manage that relationship closely. If there are early signs that you are going to have a problem, putting yourself on the job market might be a good idea.

A last point. I have seen situations where a new role is defined in this kind of situation. A role that takes advantage of some of your exceptional abilities, while minimizing the weak areas. The fact is, having spent a couple of years in the executive role, you have valuable experience and insight. It could be utilized in a new way, rather than the old way of moving back. It is about discovering role fit. It may not be possible in this situation, but it is a way to go, and may point to a role outside of the organization.

The key thing is to figure out where you will be most fulfilled and personally successful.

Ian Christie Interviewed on TV for the Business News Network

If you happen to have access to the BNN - Business News Network in Canada on Tuesday June 5th, you can see me in a taped interview at 8pm ET. Or, shortly after airing, it will appear at BNN.ca (click on the Workopolis TV button on the left).

The host, Bruce Sellery, did a great job of getting me to summarize my Getting Market Ready concept as it relates to job search.

Book Recommendation: The Brazen Careerist by Penelope Trunk

I have had the fortune to be acquainted with Penelope Trunk, aka the Brazen Careerist, business advice / career columnist for the Boston Globe, for some time now. Penelope has always impressed me with her insightfulness and fresh, no-nonsense, practical ideas about managing careers and work.

So, I was delighted to receive from her publisher Warner Books a copy of her new book, Brazen Careerist: The New Rules for Success. Simply put, it is a really good read, and a valuable addition to increasing your career intelligence quotient.

I may call up one or two of her ideas for further discussion in later posts. What I really like though, is that she captures in 45 short sections new ideas about the changing rules of success. That the corporate ladder climb isn't as relevant as it used to be. That the pursuit of experience and skills and professional / personal development is what drives today's younger workers. That taking detours and resume gaps aren't a bad thing.

Reader Warning:I think Penelope and I get along because we see eye-to-eye on a lot of issues. Sections like "There Are No Bad Bosses, Only Whiny Employees" or "Blame Yourself First" rest squarely in the camp of personality responsibility and choice. If that kind of medicine doesn't sit well, then maybe Penelope's approach isn't for you.

For everyone else, if you are hungry for some practical tips and wisdom on managing and developing your career, I highly recommend you pick up a copy of the Brazen Careerist: The New Rules for Success.
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Career Boosting Tip #6: Networking Advice: Be interesting

Whether you are job search networking or business networking, one sure fire way to slow yourself down is to be boring. Boring isn’t memorable. Boring doesn’t entice someone to want to follow-up. Which is not to say that you should be obnoxious, or outrageous.

So, what are some ways to be interesting:

• Be Yourself: What is it about job search and networking? So many people try and morph themselves into what they think they are supposed to be - and that is transparent.
• Be Your Best Self: Not only am I suggesting to be yourself, but go one step further, and be your best self. Turn that light on. Be alive. Be energized and enthusiastic. Increase your wattage and people will notice. 
• Have an Opinion: If you have an opinion, share it.
• Be Plugged In: Usually, your networking is done in context…industry, interest groups, community organizations. Know what is going on. Demonstrate that you aren’t just floating by.
• Genuinely Care: If you do nothing else, remember that networking is about relationship building, and the best way to start a relationship is to take a genuine interest in someone, and ultimately, help them get what they want. Be an active listener. Ask genuine questions and remember the answers.
• Be Useful: Useful people are interesting. Are you a hub of information? A source of other contacts? Is your finger on the pulse of the industry? Can you open doors? Provide expertise? Slam dunk any of the above and you will be interesting.

You get the picture.

Career Boosting Tip #5: Develop Your Top 20 Relationships

Did you think I had given up on this Top 100 list? No way. Just resting. Really.

Remember back in Tip #3 - Mine your Inbox for Contacts, I talked about working through your email archives to keep track of your contacts. Well, here is the follow-on. It applies, of course, to your universe of contacts, not just those people hanging out in your Inbox.

1. Make a list of your best relationships…not necessarily your best friends mind you. I am talking about professional relationships. Those people who know you and who have the power to help your career along. Like who? Well, if you know The Donald, great, but in the real world, think about..

• Individuals within your organization who are 1 or 2 levels above you, within your department and outside of it. You need to have some kind of exposure, or relationship, or at least the very real possibility of creating one over time.
• Peers within your organization who are on the move and in a non-competitive area.
• People who fit the above description but who are external to your organization. Again, you need some kind of contact or relationship with them.
• People whose opinion, input, coaching, and advice you really value.

2. Prioritize your list. If you have more than 20 names, focus in on the Top 20. The people who might be in a position to refer you to new opportunities, assign/hire you to career expanding work, go to bat for you, introduce you to someone interesting, etc.

3. Now, get thinking about how you can be useful to these people. For in-company relationships, it is often about doing great work, delivering on what you promised, and communicating and interacting at their level. Perhaps you can now or in the future refer quality people and companies to your contact. You might be a conduit of information. Get creative. Even if nothing occurs to you, the idea is to reciprocate.

I know. You may be thinking that this all sounds a bit mechanical. Here’s the bottom line. Your whole career can be made by just a few key relationships. Those key relationships may be within your grasp right now. Even if they aren’t, building your networking / relationship building muscle is an important skill.