Great Leader, Mentor & Ownership
The Secret behind Growing Faster
If you are new to Leadership Letters, this is a periodic publication where I share insights into leadership qualities and challenges that are commonly encountered but not frequently discussed. Drawing from my experiences in the industry, working with leaders at prominent companies such as Apple, Google (#faang), and beyond, I aim to explore effective engineering leadership styles. My goal is to infuse a sense of enjoyment into technology, as it rightfully should be for all.
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Today, I will delve into three pivotal elements that can catalyze the acceleration of your career growth. Through this exploration, we aim to underscore the profound impact a great leader can have on individual lives. Within this post, we will meticulously examine the subtle distinctions that set apart a good manager from a truly exceptional leader.
YOE isn’t the Whole Story
Firstly, let's acknowledge the individuality in each of our experiences and evolving priorities. Recognizing this is crucial to understanding the inherent flaws in traditional growth metrics. Despite the ongoing evolution, there's a persistent overemphasis on years of experience. The other day I saw a post from a prominent leader belittling those with lesser YOE on LinkedIn. While experience is undoubtedly valuable, it should be viewed as one metric among many. The duration of engagement in a role contributes significantly to personal development, but it's equally essential to consider the mindset—whether one has navigated high-growth challenges or maintained stability throughout their journey.
Consider this scenario: one individual has been practicing coding since the age of 10, dedicating a weekly effort over more than a decade, accumulating valuable experience by the age of 21. While undeniably significant, let's contrast this with someone who discovered coding during their undergraduate studies, developing a profound passion and dedicating nearly every waking hour to learning and refining their skills. By the age of 21, they have acquired 5 years of intensive practice. Given this information alone, a fair comparison between these two individuals is nearly impossible. It would be unjust to grant an advantage solely based on the longer duration of experience in this context.
Now that we have this fundamental idea cleared up, let’s move onto how it relates to growth and how a leader should embrace the uniqueness of this problem.
My Story
I started my career in Cyber Security in the year 2013 when I interned for a Defense Cyber lab. Back then security did not get the attention it gets today, well it just started to make some noise. My journey recently turned a decade long, but what does it really mean? If I look back at this time, there were periods when I spent way too much time learning new things, then there were periods when I could barely focus on anything. That’s life. Now if you were to compare my security expertise with someone with lesser years of experience, would it be fair to say I am more experienced? Absolutely not.
Growth is an inherently personal journey. While the adage "own your own career growth" holds true, a crucial caveat exists. Ownership alone does not bestow the ability to propel oneself to the next level; it necessitates alignment with organizational leaders. Throughout my professional journey, I've encountered leaders who discerned the distinction between merely owning my career and proactively creating opportunities for me to navigate and shape my professional path. Conversely, I've also worked with managers who adopted a more hands-off approach to growth. Not surprisingly, I observed accelerated personal and professional development in environments where my leader demonstrated a vested "interest" in steering my career trajectory.
3 Key Aspects
If you spend some time on your company’s job ladder and expectations, you will find it is very standard across the industry. At each level you’re trying to increase your sphere of influence. With each level, you will feel more ownership and accountability. In this post we will cover three key aspects of any accelerated career path.
Great Leader
To expedite one's growth within a role, surpassing the typical timeline, a pivotal factor is the robust advocacy of your leader. It's noteworthy that I deliberately chose the term 'leader' over 'manager.' While these terms are often used interchangeably, I exercise caution in their usage. A proficient manager may excel in various aspects, perhaps consistently achieving high OKR scores. On the other hand, a competent leader comprehends that fostering your growth is an integral facet of their role. Leaders grasp the distinctive career aspirations of individuals, steering conversations towards identifying and addressing gaps to facilitate progression to the next level.
Here are a few things you can do, if you are leading someone,
Comprehend the needs and objectives of the report. Recognize that understanding often requires a thorough exploration of the underlying reasons behind someone's requests. Strive to delve deeper to ascertain the motivations at the core.
Develop a tailored plan to guide them from point A to point B; this is where your significant impact lies. Frequently, your report may lack visibility into the broader dynamics of the organization.
Proactively engage in growth conversations, things they are doing well, especially things that they need to improve on.
Great Mentor
Mentors can be a catalyst in your journey to grow faster. Recognizing that the leader to whom you report is likely burdened with numerous responsibilities that may limit their direct involvement in your development, seek out a mentor within your organization who serves as an inspirational figure. Some companies facilitate mentorship programs, assigning mentors specifically to enhance your onboarding experience. These mentors possess in-depth familiarity with the company, its culture, and organizational dynamics. Do not hesitate to ask questions, as they can offer valuable insights into growth expectations. Consider seeking a mentor who occupies the position you aspire to attain, as they can impart invaluable advice based on their own journey to that level.
Ownership
The final element we will explore in propelling your career growth is 'Ownership.' This metric serves as a valuable self-evaluation tool as you progress in your role. In the context of rapid advancement within a large organization, demonstrating impact becomes paramount. However, it is crucial to clarify that ownership does not involve appropriating credit for others' work. In another post I will share what a Tech Lead does, providing more comprehensive insights on this aspect. Work with your leader to find areas that you can own and be responsible for. Take things off of your leader’s hands, it does not mean you have to bring them their morning coffee.Remember your leader oversees all the moving pieces within the realm of your team, if they don’t have to worry about the pieces you’re responsible, that means you’re doing something right and I promise you it will not go unnoticed.
Today, we delved into the nuanced distinction between a proficient manager and an effective leader. We also covered some key factors that play a big role in your growth journey. If you are a leader responsible for the growth of aspiring individuals, the key takeaway is the importance of demonstrating a heightened interest in their career trajectories, taking more ownership and driving them. It is easy to ask people to own their own careers, knowing that they won’t get anywhere without your help and support.
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