Figuring out how to boost your career can feel like a bit of a puzzle. Professionals around the world are continuously seeking effective strategies to advance their careers and achieve personal growth.
Recently we conducted a survey to explore which strategies have actually been impactful for career progression among our network of 398 professionals. The results reveal valuable insights into how both men and women prefer different approaches to career development.
Key Career Growth Trends and Insights
1️. Taking on New Challenges is the Most Preferred Growth Strategy (37.9%)
Both men (37.4%) and women (39.2%) believe that stepping outside their comfort zones accelerates career growth.
This suggests that professionals see direct experience as the best teacher, favouring action over structured guidance like mentorship.
2️. Men Preferred Networking, While Women favored Skill-Building
Men (31.5%) prefer networking more than women (25.5%), indicating that men may utilise industry connections for their daily business more. Conversely, women (29.6%) favour continuous learning more than men (24.9%) suggests they may feel the need to consistently upskill and push boundaries to advance in their careers.
3️. Mentorship is Highly Underutilised (6.1%)
Despite being a proven career accelerator, mentorship ranked lowest in preference. The similar percentages among men (6.2%) and women (5.6%) suggest that it may not have a direct impact on career development compared to other strategies. It could be perceived as an indirect, mindset-oriented, and long-term approach.
4️. Professionals Prefer Self-Driven Strategies Over Structured Support
The top strategies, such as taking on challenges and networking, are self-initiated, whereas mentorship and continuous learning require external support.
This suggests that professionals may feel more in control of their growth when actively seeking opportunities rather than relying on organisational support. On this other hand, this also highlights a potential gap in workplace support systems.
Power of Taking Challenges
What makes taking on new challenges such a powerful strategy for career advancement?
Skill Development: When you take on new challenges, you are often required to learn new skills or improve existing ones. This continuous learning process not only makes you more competent but also keeps you relevant in a rapidly changing job market.
Increased Visibility: By stepping up to tackle difficult tasks, you demonstrate your capabilities and commitment. This can lead to greater recognition from peers and superiors, opening doors to new opportunities and promotions.
Resilience Building: Facing challenges head-on helps build mental toughness and resilience. These qualities are crucial for navigating the ups and downs of a professional career.
Networking Opportunities: New challenges often involve collaborating with different teams or departments. This not only broadens your knowledge but also expands your professional network, which can be invaluable for future career moves.
Now that you know the benefits of pursuing new challenges, you might wonder,
How do I integrate them into my career development?
Ask Your Boss: Communicate your growth aspirations with your supervisor. They can offer guidance, assign new tasks, or recommend projects that match your career objectives.
Look for Opportunities Outside: Explore projects beyond your usual duties, either within your current role or in a different department. You might also consider finding a new job that presents fresh challenges and aligns with your career goals.
Don’t Be Afraid: Approach new challenges with confidence. Overcoming fear is crucial for growth, as every challenge is an opportunity to learn and improve.
How can organisations better support Employee Growth?
1. Foster a Challenge-Driven Work Culture
• Provide stretch assignments that push employees beyond their current roles.
• Encourage employees to challenge new projects to expand experience.
• Recognise and reward employees who step up to challenges, reinforcing a growth mindset.
• Encourage managers to have regular career development discussions with employees.
2. Improve Mentorship Accessibility and Engagement
• Establish formal mentorship programs where senior and experienced professionals guide younger/new employees.
• Promote reverse mentorship to encourage cross-generational learning.
• Integrate mentorship into leadership development initiatives to drive long-term impact.
3. Strengthen Networking Opportunities
• Organise networking events and leadership programs. Women-focused events might work to bridge the opportunity gap.
• Encourage participation in industry conferences, leadership groups, and internal networking events.
• Develop mentorship-sponsorship hybrid programs to help connect with influential leaders.
• Combine mentorship with networking events to bridge the gap between guidance and connections.
4. Provide Continuous Learning Opportunities
• Organise comprehensive internal training sessions, webinars, and knowledge-sharing platforms to foster continuous learning.
• Offer sponsored certifications and upskilling initiatives to enhance continuous learning.
Final Thoughts
Climbing the career ladder can feel like solving a puzzle. Our survey reveals that professionals prefer taking on new challenges and networking over structured support like mentorship. This shows a strong desire for autonomy in career growth.
It is important for organisations to promote a holistic growth strategy that combines challenges, networking, learning, and mentorship. This helps create an environment where individuals feel empowered to grow and thrive.
Career growth is often a mix of experience, relationships, and continuous improvement. Employers and professionals alike should focus on balancing self-driven strategies with structured support systems to maximise success.