Career progression ought to include three key factors: satisfaction, proficiency and contribution.
Satisfaction is how you feel about your role and relies on a good level of self awareness – hence why many organisations conduct personality preference assessments, and why career coaches like me ask questions about the things that you value and feel proud of as an employee (or business owner)
Proficiency relates to your expertise level and is often closely associated with satisfaction (as has been said elsewhere – we practice what we prefer and that practice creates proficiency – therefore the more we like to do something the more likely it is that we will do it often and then become very good at it) This factor also relates to your level of experience and growth. It can be highly challenging to continually improve and enhance your proficiency in a skill or industry area without needing to be “promoted” into a leadership role.
Contribution is the most important factor in my view as this is about the value you deliver to your company whether through excellence in technical ability or role modelling and coaching others. It also relates to the contribution we make to society and our families when we are enjoying our work and feeling the desired level of progress, challenge and recognition.
Traditional models of career trajectory are only about going UP the ladder.
A new way of career growth is to consider ourselves part of a network of connections – home, work, self, community, family.
Satisfaction in our work helps us to bring home not only money for the family but a better version of ourselves – a contented, calm and successful self.
Connections notice how we behave as this is linked to our emotional state which is heavily influenced by our work and our career.
Try assessing your career goals in terms of a broad and organic career rather than purely upwards and feel free to let me know what that brings for you.