Stereotyping

We carry #stereotypes of what makes for a successful career in a particular role.

For instance, to be successful in HR you need to be more empathetic, or people in marketing need to be outgoing, or the finance person needs to be awesome at maths, or to be an entrepreneur you need to be a risk taker etc.

Often, we get disappointed/surprised when these stereotypical notions aren’t met as we work with people or make #careerchoices. The problem lies not with the individuals playing their role, but rather with two things.

1.) Our understanding of the role really requires
E.g. HR as a function has many sub functions in it - from recruitment to HR operations, to L&D, to coaching, etc. Each of these sub functions in turn have different goals, and require different skill sets.

2.) Recognizing that while a certain attribute may increase people’s chances of success in a specific role, it neither guarantees it nor does it limit it.
E.g. , while stereotyping may suggest that being extroverted increases our odds of making it in the PR or trainer role, there are many trainers or PR people who may be introverted.

Let’s not let stereotype attributes that define our career choices, or our expectations from those in other roles.