What is between you and your success?

In the previous article, ‘Now is the time to revamp your working life’, I briefly examined the pivotal changes that you should consider to make this your best year ever.  To recap the potential changes: attitude, work strategy, work, job and performance. Notwithstanding the best of intentions and effort, many employees will finish the year without the dividends they expected to reap… 

As the month draws to a close, you may recognise some of the following factors undermining your efforts to succeed. 

• Expectations
If you are seeking employment with one organisation until you retire, then irrespective of the change, you are likely to be disappointed.  Traditional notions of work are fast disappearing in the new work economy. Examine your expectations in the context of the marketplace.

• Consistency
It takes time to design the working life you want. The typical pattern is to enthusiastically commit in January, lose interest by March (or earlier), become despondent as the year progresses and eventually count down to the annual leave. Consistent action even if it is just a few minutes each day is critical to lasting change.

• Trade Offs
Some changes involve a trade off between various competing variables that you may not be prepared to make.  For example, while many employees aspire to have fulfilling work, few are prepared to sacrifice their pay in pursuit thereof.  Remember in today’s working environment, there is no free lunch.

• Work pressures
If you are regularly bogged down by work pressures and wait for the weekend to ‘recover’ from the toil, the effort required to make changes from updating your CV to additional studies can seem onerous. Work pressures quickly torpedo your efforts if you are not disciplined.

• Boss
Those employees fortunate enough to have a good relationship with their boss, take heed.  While a boss does influence your work success, some benefits can only be secured when you embrace changes requiring a new boss. 

So go on… start again with the pivotal changes but include these factors in the equation.

The Star, Workplace – January 2005

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