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Quick quiz: what was the day job of the writer and star of the Best Movie of 1976 before he made that film? (Answer below).
A few years ago, the last time the economy was booming, I read one article after another dispensing the same career advice: if you want to move up in your company, leave it. Work elsewhere at a higher position, then (if you still want to) come back - in this way, you can jump the line and gain a much higher position than if you stayed.
Kinda hard to remember a job market so abundant with opportunities that people would throw away perfectly good situations with a current employer for so calculated a move, isn't it?
Here's the thing, though: I saw it work with my own friends and acquaintances again and again and again. And I'm watching this very thing happening again now.
"Whoa!" I hear you shout at your screen. "That's just irresponsible, Ted! Stop that!!"
Okay, okay. As with all responsible career advice, this one comes loaded with caveats. I do not advise you to try this at home (or at the home office). And I certainly am not suggesting that this is a trend - yet. Most people I know are still hunkered down, holding onto their current positions in fear of disaster should they lose it. Given recent events, that's pretty smart.*
But in some sectors, especially technology, the Great Recession is already over. Some firms are once again finding it hard to fill their demand for talent. They're spending all sorts of money on recruiting efforts, and more money on new-hire training, and even more money when some of those new-hires don't fit and have to be replaced - and meanwhile, they're blowing off the greatest pool of already-trained talent any recruiter could ever dream of: their own current employees.
Yes, CEOs, I'm talking to you. Especially if you're in technology, your own company is more than likely hobbling itself by ignoring its own talent within the ranks. If you don't personally, as your company's leader, do something dramatic to reward your staff for elevating those beneath them, you're limiting your firm's growth.
Companies are run by people, and we people are little more than the sum of our prejudices. One prejudice we all suffer from, to one extent or another, is to pigeonhole people. We think,
George is a chicken farmer.Susan's a waitress.Andy's a shipping clerk.Bill's a dropout.Henry's a mechanic.Phil's a production assistant.Sly's an elephant shit-shoveler at the zoo.
...All of which is true. For one period in their careers, all of the people I listed above were employed in those jobs. But they moved on:
George Boldt managed, then owned the Waldorf-Astoria hotel.**Susan Sarandon is a major Hollywood star.Andrew Carnegie was the second-richest man of his day.Bill Gates is the wealthiest man alive.Henry Ford founded a major car company.Phil Beuth was President of ABC Entertainment.Sylvester Stalone's debut movie won three Oscars, including Best Picture 1976.
I could go on with this list all week. The bottom line is, you've got talent in your firm right now that you're grossly underutilizing. What are you going to do about it? Are you going to force your best and brightest to leave because the only option within your company is the slow boat to China? Or are you going to demand that your direct reports reach down amidst the ranks and elevate some of your sharpest talent several rungs up the ladder, and then praise and reward them handsomely when they do?
The most innovative, successful businesses don't make their people stand in line for recognition. "Wait your turn" should not be part of your company's phrasebook.
If it is? Then you deserve all the struggle and lost opportunity that plagues so much of the corporate world today.
* Read this recent post for more sober-minded career advice.
** For the whole story about this remarkable customer service expert, read Five-Star Customer Service
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