I Had A Steady Job And I Regret It.

Summary

In this reflective video script, Brian recounts his career setback due to complacency and lack of proactive career management. He emphasizes the importance of being the CEO of one's career, taking ownership, and not waiting for opportunities to arise. Brian's story illustrates the consequences of inaction and the necessity to continuously learn and adapt in order to stay ahead in one's professional journey.

Takeaways

• 📚 Brian emphasizes the importance of taking ownership of one's career, acting like the CEO, and not waiting passively for opportunities to arise.
• 🚀 He shares a personal story of his career at a small company in the railroad services industry, where he was initially promised a promotion that never came.
• 🔗 Brian's role evolved from staffing and development to a human resources manager, where he gained valuable experience but faced stagnation due to the reluctance of senior leadership to retire.
• 👴 The company's leadership was supposed to retire within 18 months to 3 years, but many stayed on, creating a bottleneck that hindered Brian and his peers from advancing.
• 💡 Brian highlights the need to be proactive and analytical in one's career, rather than becoming apathetic and comfortable, which can lead to missed opportunities and career stagnation.
• 🚑 He regrets not pushing for growth and development opportunities within the company and becoming too comfortable with the status quo.
• 🚀 Brian eventually transitioned to a different role within the same company, thanks to a senior leader recognizing his talents outside of HR, which reignited his passion for work.
• 📉 He acknowledges that his lack of initiative and planning set him back in his career, compared to his peers who took control and moved on to senior roles in other companies.
• 🎯 The story serves as a cautionary tale about the dangers of complacency and the necessity of having a clear career plan and strategy.
• 🛑 Brian advises viewers to regularly assess their career trajectory, to not wait for recognition from within, but to actively seek out opportunities and make strategic moves.
• 📈 He offers resources such as a free newsletter, training courses, and LinkedIn presence to help others level up their careers and become the CEOs of their professional lives.

Q & A

What is the main message Brian wants to convey in his story?

Brian emphasizes the importance of taking ownership of one's career and acting like the CEO of one's career to avoid stagnation and missed opportunities.

What was Brian's initial role in the small company he joined?

Brian started as a Staffing and Development Manager, a role that essentially turned into a human resources manager position.

Why did Brian accept the job at the small company?

Brian accepted the job with the expectation that he would learn from the VP of Human Resources, who was supposed to retire in 18 months, after which Brian would be promoted to his role.

How did Brian describe the work environment at the company?

Brian described the work environment as family-oriented, laid back, and supportive, with a high degree of empathy for employees from the leadership.

What happened to Brian's expected promotion after 18 months?

Brian's expected promotion did not materialize as his boss, the VP, showed no intention of retiring and continued to work beyond the initial 18-month timeline.

What was the common issue faced by the leadership development group members?

The common issue was that the senior leaders were not retiring as expected, and they did not feel anyone was ready to take over their roles, which led to stagnation for the leadership development group members.

How did Brian's peers in the leadership development group respond to the situation?

Brian's peers started leaving the organization one by one to pursue opportunities elsewhere, as they felt they were ready for advancement and were not waiting for recognition within the company.

What was the turning point for Brian in his career at the company?

The turning point was when another senior leader recognized Brian's talents in marketing and creative areas and offered him a role in a different part of the organization.

How did Brian's career progression compare to his peers after leaving the company?

Brian found himself significantly behind his peers in terms of career progression, as they had moved into senior director roles at other companies while he had to take a step downward in responsibility to gain the right recruiting experience.

What did Brian learn from his experience about career management?

Brian learned the hard way about the importance of having a plan, being proactive, and not waiting for opportunities to come to him, which he now teaches to others as part of his channel's mission.

What advice does Brian offer to those who feel stuck in their careers?

Brian advises taking ownership of one's career, acting like the CEO, and not waiting for recognition or opportunities to come. He also recommends continuous learning and staying updated with industry trends.