Early in my career, I interviewed for a job that was a reach but one that I knew I would be good at and would be good for my career growth. I did not get the job. But as anyone who really knows me can tell you, I didn’t let the rejection stop me. After asking what skills I needed to acquire and what projects I needed to take on to prove I could do the job, I put together a plan. A few years later, the job was open again and I interviewed a second time. Friends and colleagues were skeptical. After all, I’d failed to get the job the first time around. But I was like a dog with a bone! I tried again. I did not get the job. But this time, the hiring manager recommended me for another job and suggested I take it. I took his advice and although the new job was not a natural fit, I worked hard to be successful at it because I knew I was being watched. A few years later, the role was open again and armed with new skills and a few successfully completed projects, I interviewed a third time. The third time was the charm. After applying and failing twice over the course of five years, I finally got the job.
I am often asked by women who come to me seeking career advice what the secret is to managing and advancing in a career in the technology industry. My answer is to cultivate the dual superpowers of grit and coachability. And the good news is both are learnable traits.
Grit kept me going back – learn to be gritty
What kept me going back a second and then a third time for that job? Grit. I wanted the job and I knew if I just kept at it, the job would be mine one day. The Merriam-Webster dictionary defines grit as firmness of mind or spirit; unyielding courage but I think grit is more than that. Grit is the ability to continue to pursue a goal over a long period of time even in the face of obstacles, set-backs, disappointments and even failure. Grit encompasses resilience, focus and passion.
According to the American Psychological Association, grit is a personality trait. And although there is now evidence to suggest that there is a component of grit that is heritable, you can learn to be gritty. I recommend the book “Grit: The Power of Passion and Perseverance” by @Angela Duckworth. In the book, Ms. Duckworth states that grit is a better predictor of success than talent or intelligence alone. She also provides four recommendations for learning grit:
Interest: find something that is of true interest or fascination for you so you are less likely to get bored
Practice: practice like an expert even if you are not one yet, in other words, with all your concentration, and with a commitment to making the changes required to get better
Purpose: find a meaning outside of yourself, for the good of others or society at large
Hope: A conviction that no matter how hard it gets or how bad things are, you can do something to make it better
Coachability got me the job – embrace feedback
What got me the job the third time around? Coachability. Asking what I needed to do to get the job the next time around and being willing to put the feedback into practice. Khurram Masood in a Forbes article entitled “What is Coachability, and How Can I Embrace It?” defines coachability as “the combination of the mindsets and behaviors for continuously integrating feedback to drive growth and change within ourselves.” It’s simple, but not easy.
We all know people who ask for feedback and then nothing changes. Why? Because feedback is often interpreted as criticism. However, there is a transformative approach to turn feedback into a constructive action plan: Embrace, Sort, Internalize, and Act:
Embrace: Feedback is a gift. Someone is taking the time to help you be a better you. Welcome it with positivity, openness, and enthusiasm.
Sort: Data needs to be analyzed to become actionable information. Take the time to analyze feedback to detect patterns, pinpoint specific areas of challenge or weakness, and prioritize areas for improvement.
Internalize: Consciously integrate feedback into daily routines and behaviors.
Act: Develop an actionable plan based on identified challenges or areas for improvement, setting a timeframe for implementation.
Additionally, having someone to hold you accountable and gauge your progress is not only helpful but makes the journey less lonely. This accountability partner could be a trusted colleague, friend, mentor, or family member.
Whether you are at the beginning of your career, on your way to the C-suite or already there, the dual superpowers of grit and coachability can help you achieve your next goal.
Let me know how it goes – I’d love to hear some success stories in the comments.
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