A manager wears many hats - coach, mentor, expert - but one thing they aren’t is a mind reader. Even the best leaders can’t support you if they don’t know what you need. That’s where your role comes in.
Taking ownership of your #career means speaking up about your goals, challenges, and expectations. When you communicate your needs clearly, you’re not just advocating for yourself but you’re also preventing misunderstandings, resolving conflicts before they escalate, and creating a smoother, more productive collaboration with your #team.
This is also the first step towards creating a career #strategy: it sets you up for long-term success by ensuring you’re actively shaping your own #growth, rather than waiting for things to change.
"This all sounds great, Christina, but where do I even start?"
The good news is that this approach doesn't have to be complicated to be impactful. Here's how you can get started:
Do some reflection before you voice your needs: You can't achieve your goal if you don't know what you're aiming for.
Initiate the conversation: Don’t wait for annual reviews - bring it up in your next 1:1 with your manager.
Come with solutions, not just problems: If something isn’t working, suggest a path forward. Instead of "I'm not happy with the work assigned to me", try "I would be more productive and motivated if I could work more on X"
Be clear and specific: Instead of “I want more opportunities,” try “I’d like to manage this next project on my own to build my strategic skills.”
Connect your ask to business goals: Show how your growth benefits the team and company.
For managers, having a team who openly communicates their needs is a strategic advantage. When your team is clear about what they need to thrive, you spend less time guessing and more time guiding. Instead of feeling like you’re constantly putting out fires, you can focus on steering them toward success with a clear action plan.
Here's how you can support this approach:
Balance needs with business priorities: If an employee requests a change, evaluate how it aligns with team goals. If adjustments are needed, collaborate on a realistic solution instead of dismissing the ask.
Guide, don’t just approve or deny: Instead of a simple “yes” or “no,” help shape the request into an actionable plan. If an employee wants leadership experience, for example, you might assign them a project lead role before moving them into a formal leadership position.
Follow through: Acknowledging requests is just step one. Track progress, check in regularly, and show that you take their needs seriously.
When employees communicate their needs and managers respond with openness, the entire #work environment improves. Collaboration becomes smoother, conflicts are resolved before they escalate, and career growth becomes intentional rather than left to chance.
