{"id":6435,"date":"2020-12-10T17:16:08","date_gmt":"2020-12-10T22:16:08","guid":{"rendered":"https:\/\/www.brandmirror.com\/?p=6435"},"modified":"2021-01-13T11:53:03","modified_gmt":"2021-01-13T16:53:03","slug":"10-questions-to-prompt-your-team-leader-for-career-insights","status":"publish","type":"post","link":"https:\/\/www.brandmirror.com\/2020\/12\/10\/10-questions-to-prompt-your-team-leader-for-career-insights\/","title":{"rendered":"10 Questions to Prompt Your Team Leader for Career Insights"},"content":{"rendered":"
Regardless of our career ambitions, we all have goals. We need to know how to leverage our unique talents and harness our weaknesses to achieve these goals. The most likely source of insight and guidance, particularly in the shorter-term, is our team leader. Not all leaders are attuned to the individual development of their team, so it can fall on you to help your leader to help you. Here are 10 questions you can use to start a conversation with your leader, one that will provide career insights for personal branding<\/a><\/span>. <\/p>\n Start with an easy question that engages the leader in their own priority \u2013 the team.<\/p>\n Personal or self-branding<\/a><\/span> is a watch phrase right now, and you need to know if you are successfully developing a signature and reputation that will work for you and your long-term goals.<\/p>\n This question solicits information about your abilities that can lead to insights about your role in the team as well as how you are appearing in the group. You might even ask your leader about particular strengths<\/a> for closer insights. <\/p>\n A similar question, asked in a different way, can often get a fresh answer. Engaging your leader about their own skills will help them to relate to yours and provide useful guidance.<\/p>\n This is a difficult conversation for leaders to have with team members because it\u2019s not always easy to hear the answers. It is critical to gather information about your (actual or perceived) weaknesses that may be having a negative impact on your brand or be a missed opportunity. <\/p>\n You need to know what opportunities are available and useful both in and out of the organization so that you can apply yourself to taking advantage of them.<\/p>\n For your own development and the development of the team, you want your leader to name names. Be specific about your motivation \u2013 there is only partial overlap between a resource for the team and one for your own growth.<\/p>\n Your leader is well-positioned to know more about your industry, and may also know about your other interests. Their thought leadership<\/a><\/span> can benefit you through career development and networking opportunities.<\/p>\n From a mentor to a champion or simply a good career resource, there are people your leader may know who can help your business development<\/a>. Be specific about the various roles you are looking to fill in your career so your leader knows what types of suggestions to make.<\/p>\n You need to give your leader a chance to offer you actionable guidance instead of an opinion. Finishing out any conversation with this question will set you on a measurable path that you can revisit with them after the time has passed. It is an effective way to be an intentional entrepreneur<\/a>.<\/p>\n When approaching your leader for help in your professional growth, be mindful of timing and phrasing. While a periodic review is a good opportunity for these conversations, consider a less formal meeting to engage in a dialogue. Your leader has every motivation to help you to succeed; you simply need to give them the opportunity and the prompts to act on it. <\/p>\n\n
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