The other day I was leaving a meeting and the office had a dish of candy at their reception counter. So on my way out the door I grabbed a blue raspberry Jolly Rancher – because they are the best flavor of jolly rancher, right!!!
Later that afternoon, I stuck my tongue out in the mirror to see if it was blue. Of course it was, but I also noticed a black spot on the side of my tongue.
Now I guess I don’t typically look at my tongue, so although I didn’t really know how long it had been there, I know it’s not been there my whole life. I didn’t remember biting my tongue or anything that would have caused the spot.
In about 3 weeks I had a dentist appointment anyways so figured I would keep an eye on it and ask the dentist at that time. The dentist thought it was probably nothing, but consulted with his oral surgeon friend to be safe. The surgeon agreed it was probably nothing and I’ll just keep an eye on it.
Had it actually been a problem though, and had it not been for that blue raspberry jolly rancher – who knows how long it would’ve been before I discovered it.
So, my question for you is – what things in your career do you not look at or think about very often? Let’s talk about how you can regularly monitor your career so that you don’t miss the warning signs that could indicate disaster.
3 Practices to Monitor Whether Your HR Career is on Track
Just like that unexpected spot on my tongue, there are elements in your career that you may overlook or fail to monitor regularly. If you're not paying attention to the right things, you might miss critical signs that your career is veering off course.
The truth is, your career won’t stay on track unless you intentionally check in and assess where you are. Whether you're aspiring to move up to an executive role or striving for overall growth, it's essential to establish practices that help you monitor your progress.
The key is identifying subtle warning signs before they escalate into bigger problems. So, let's break down three critical practices you should have in place to make sure you're keeping your HR career on track.
1. Set Clear, Measurable Goals for Your HR Career Path
Without clear goals, it’s easy to drift. In the same way that a car can’t reach its destination without a map, your career can’t progress effectively if you don’t know where you're headed.
You’ve heard me talk about SMARTER goals – and that is the first step in monitoring your career. As a reminder, SMARTER goals are: specific, measurable, actionable, risky, time-bound, exciting and relevant. These goals will act as your personal roadmap, helping you evaluate your progress.
Why It Matters: A goal without a measurement is like a shot in the dark. You may feel like you're working hard, but you won't know if you're making real progress.
A common pitfall for many HR professionals is getting caught up in the day-to-day tasks of their role without stepping back to assess whether those tasks are moving them toward their ultimate career objectives.
If you want to rise to an executive level, you need to chart your course with a strategy that includes both short-term and long-term goals.
Short-Term Goals: These should be achievable within six months to a year. Examples could include obtaining a certification in organizational development, leading a specific project, or enhancing your leadership skills.
Long-Term Goals: These are the larger milestones you want to hit in the next 3 to 5 years. These might include promotions to Director of HR, Vice President of People & Culture, or Chief Human Resources Officer.
It’s vitally important that you track your progress. Create a tracking system to measure how well you're progressing toward your goals. Consistently check in with your goals to see if adjustments are needed.
2. Seek Regular 360-Degree HR Feedback
It’s crucial to get feedback from others, and not just from your boss. Feedback is the "mirror" for your career. Just like how I looked in the mirror to see the condition of my tongue, you need to regularly evaluate how you're performing from all angles.
Are you truly getting the insights you need to grow?
Why It Matters: Many people assume that if their boss isn’t saying anything, they’re doing fine. But feedback should come from multiple sources to give you a full picture of your performance and growth.
Too often, HR professionals, especially those in middle management, only receive top-down feedback from their supervisors. However, feedback from peers, direct reports, and even external stakeholders (such as business partners or vendors) can provide a more nuanced view of your strengths and areas for development.
Request Regular 360-Degree Feedback: Seek feedback from all stakeholders—your manager, colleagues, direct reports, and even those you collaborate with outside of HR. This will give you a broader understanding of your leadership impact, communication style, and effectiveness.
Don’t Wait for the Annual Review: Conduct informal feedback sessions on a quarterly or semi-annual basis. Ask for constructive criticism, what you're doing well, and where you could improve. It might feel uncomfortable at first, but it’s one of the best ways to stay on top of your development.
Ask Specific Questions: When requesting feedback, don’t just ask, “How am I doing?” Instead, ask more targeted questions such as, “In what areas do you see me adding the most value?” or “What could I do differently to become a better leader?”
Take Action on Feedback: The value of feedback is lost if you don’t act on it. Incorporate the insights you receive into your work and development plans. If multiple people mention a gap in your strategic thinking, make it a priority to address.
3. As an HR Professional, Reflect on Your Emotional Intelligence and Work-Life Balance
HR professionals, especially those aiming for an executive position, need to have high emotional intelligence (EI) and the ability to manage work-life balance. Without this self-awareness and the ability to manage stress, burnout can quickly set in, and career satisfaction can plummet.
Why It Matters: Emotional intelligence is critical because it impacts everything from how you manage people to how you handle stress, conflict, and pressure. If your EI is not in top form, your ability to influence and lead effectively will be compromised.
In addition, an imbalance between work and life can have a detrimental effect on your physical and mental health, and in turn, it can negatively impact your career.
How to Implement It:
Self-Awareness: Regularly check in with yourself to assess how you're feeling emotionally, mentally, and physically. Are you feeling overwhelmed? Burned out? Happy with your work? Are you prioritizing the right things? Keeping a journal where you reflect on how you're managing emotions and stress can help you stay grounded.
Empathy: Evaluate how well you're tuning in to others' emotions, especially in the workplace. How well do you understand the needs and concerns of your team? The higher you climb in an organization, the more important it becomes to understand others' perspectives and manage diverse personalities effectively.
Work-Life Balance: Track your work hours and schedule to make sure you're maintaining balance. Are you giving enough time to personal activities, hobbies, and relationships outside of work? Consider using a time-tracking app to keep a close eye on where your time is going.
Stress Management: Develop strategies to manage stress effectively. This could be through exercise, meditation, or taking periodic breaks during the workday. If you find that stress is becoming overwhelming, seek support, whether it’s from a mentor, coach, or counselor.
Final Thoughts: Stay on Top of Your HR Career with Regular Self-Assessments
As we’ve discussed, there are critical practices to help you monitor and assess your career trajectory. Just like a dentist might catch a potential issue in your mouth before it becomes a bigger problem, implementing practices like setting clear goals, seeking feedback, and tracking your emotional well-being can help you catch problems before they derail your progress.
The goal is to proactively manage your career so that you can avoid missing the warning signs that might indicate you're veering off track.
By establishing these three key practices, you’ll gain the awareness and insight needed to adjust course early, make thoughtful decisions, and continue climbing the career ladder with confidence and purpose.
Remember, career development isn’t a one-time event; it’s a process of continuous improvement.
Your challenge for this week is to take some time to assess where you stand.
Set aside 30 minutes to conduct a deep, honest self-assessment of your career. In that time, ask yourself the following:
What are my short-term and long-term HR career goals, and how am I tracking toward them?
What feedback have I received recently—both positive and constructive—and how am I using it to grow?
How am I managing my emotional well-being and work-life balance right now? Is there any area that needs more attention?
Write down your answers, and then identify one specific action you can take to improve each of those areas. It could be as simple as scheduling a feedback conversation with a colleague, revising one of your goals, or finding a way to reduce stress.
Then, take action on these steps and revisit your list in 30 days to see how far you’ve come. You might be surprised by how much clearer your path becomes when you’re intentional about monitoring your progress.
This simple practice will keep you proactive, focused, and on track as you continue advancing in your HR career. Your future self will thank you for it.
Later that afternoon, I stuck my tongue out in the mirror to see if it was blue. Of course it was, but I also noticed a black spot on the side of my tongue.
Now I guess I don’t typically look at my tongue, so although I didn’t really know how long it had been there, I know it’s not been there my whole life. I didn’t remember biting my tongue or anything that would have caused the spot.
In about 3 weeks I had a dentist appointment anyways so figured I would keep an eye on it and ask the dentist at that time. The dentist thought it was probably nothing, but consulted with his oral surgeon friend to be safe. The surgeon agreed it was probably nothing and I’ll just keep an eye on it.
Had it actually been a problem though, and had it not been for that blue raspberry jolly rancher – who knows how long it would’ve been before I discovered it.
So, my question for you is – what things in your career do you not look at or think about very often? Let’s talk about how you can regularly monitor your career so that you don’t miss the warning signs that could indicate disaster.
3 Practices to Monitor Whether Your HR Career is on Track
Just like that unexpected spot on my tongue, there are elements in your career that you may overlook or fail to monitor regularly. If you're not paying attention to the right things, you might miss critical signs that your career is veering off course.
The truth is, your career won’t stay on track unless you intentionally check in and assess where you are. Whether you're aspiring to move up to an executive role or striving for overall growth, it's essential to establish practices that help you monitor your progress.
The key is identifying subtle warning signs before they escalate into bigger problems. So, let's break down three critical practices you should have in place to make sure you're keeping your HR career on track.
1. Set Clear, Measurable Goals for Your HR Career Path
Without clear goals, it’s easy to drift. In the same way that a car can’t reach its destination without a map, your career can’t progress effectively if you don’t know where you're headed.
You’ve heard me talk about SMARTER goals – and that is the first step in monitoring your career. As a reminder, SMARTER goals are: specific, measurable, actionable, risky, time-bound, exciting and relevant. These goals will act as your personal roadmap, helping you evaluate your progress.
Why It Matters: A goal without a measurement is like a shot in the dark. You may feel like you're working hard, but you won't know if you're making real progress.
A common pitfall for many HR professionals is getting caught up in the day-to-day tasks of their role without stepping back to assess whether those tasks are moving them toward their ultimate career objectives.
If you want to rise to an executive level, you need to chart your course with a strategy that includes both short-term and long-term goals.
Short-Term Goals: These should be achievable within six months to a year. Examples could include obtaining a certification in organizational development, leading a specific project, or enhancing your leadership skills.
Long-Term Goals: These are the larger milestones you want to hit in the next 3 to 5 years. These might include promotions to Director of HR, Vice President of People & Culture, or Chief Human Resources Officer.
It’s vitally important that you track your progress. Create a tracking system to measure how well you're progressing toward your goals. Consistently check in with your goals to see if adjustments are needed.
2. Seek Regular 360-Degree HR Feedback
It’s crucial to get feedback from others, and not just from your boss. Feedback is the "mirror" for your career. Just like how I looked in the mirror to see the condition of my tongue, you need to regularly evaluate how you're performing from all angles.
Are you truly getting the insights you need to grow?
Why It Matters: Many people assume that if their boss isn’t saying anything, they’re doing fine. But feedback should come from multiple sources to give you a full picture of your performance and growth.
Too often, HR professionals, especially those in middle management, only receive top-down feedback from their supervisors. However, feedback from peers, direct reports, and even external stakeholders (such as business partners or vendors) can provide a more nuanced view of your strengths and areas for development.
Request Regular 360-Degree Feedback: Seek feedback from all stakeholders—your manager, colleagues, direct reports, and even those you collaborate with outside of HR. This will give you a broader understanding of your leadership impact, communication style, and effectiveness.
Don’t Wait for the Annual Review: Conduct informal feedback sessions on a quarterly or semi-annual basis. Ask for constructive criticism, what you're doing well, and where you could improve. It might feel uncomfortable at first, but it’s one of the best ways to stay on top of your development.
Ask Specific Questions: When requesting feedback, don’t just ask, “How am I doing?” Instead, ask more targeted questions such as, “In what areas do you see me adding the most value?” or “What could I do differently to become a better leader?”
Take Action on Feedback: The value of feedback is lost if you don’t act on it. Incorporate the insights you receive into your work and development plans. If multiple people mention a gap in your strategic thinking, make it a priority to address.
3. As an HR Professional, Reflect on Your Emotional Intelligence and Work-Life Balance
HR professionals, especially those aiming for an executive position, need to have high emotional intelligence (EI) and the ability to manage work-life balance. Without this self-awareness and the ability to manage stress, burnout can quickly set in, and career satisfaction can plummet.
Why It Matters: Emotional intelligence is critical because it impacts everything from how you manage people to how you handle stress, conflict, and pressure. If your EI is not in top form, your ability to influence and lead effectively will be compromised.
In addition, an imbalance between work and life can have a detrimental effect on your physical and mental health, and in turn, it can negatively impact your career.
How to Implement It:
Self-Awareness: Regularly check in with yourself to assess how you're feeling emotionally, mentally, and physically. Are you feeling overwhelmed? Burned out? Happy with your work? Are you prioritizing the right things? Keeping a journal where you reflect on how you're managing emotions and stress can help you stay grounded.
Empathy: Evaluate how well you're tuning in to others' emotions, especially in the workplace. How well do you understand the needs and concerns of your team? The higher you climb in an organization, the more important it becomes to understand others' perspectives and manage diverse personalities effectively.
Work-Life Balance: Track your work hours and schedule to make sure you're maintaining balance. Are you giving enough time to personal activities, hobbies, and relationships outside of work? Consider using a time-tracking app to keep a close eye on where your time is going.
Stress Management: Develop strategies to manage stress effectively. This could be through exercise, meditation, or taking periodic breaks during the workday. If you find that stress is becoming overwhelming, seek support, whether it’s from a mentor, coach, or counselor.
Final Thoughts: Stay on Top of Your HR Career with Regular Self-Assessments
As we’ve discussed, there are critical practices to help you monitor and assess your career trajectory. Just like a dentist might catch a potential issue in your mouth before it becomes a bigger problem, implementing practices like setting clear goals, seeking feedback, and tracking your emotional well-being can help you catch problems before they derail your progress.
The goal is to proactively manage your career so that you can avoid missing the warning signs that might indicate you're veering off track.
By establishing these three key practices, you’ll gain the awareness and insight needed to adjust course early, make thoughtful decisions, and continue climbing the career ladder with confidence and purpose.
Remember, career development isn’t a one-time event; it’s a process of continuous improvement.
Your challenge for this week is to take some time to assess where you stand.
Set aside 30 minutes to conduct a deep, honest self-assessment of your career. In that time, ask yourself the following:
What are my short-term and long-term HR career goals, and how am I tracking toward them?
What feedback have I received recently—both positive and constructive—and how am I using it to grow?
How am I managing my emotional well-being and work-life balance right now? Is there any area that needs more attention?
Write down your answers, and then identify one specific action you can take to improve each of those areas. It could be as simple as scheduling a feedback conversation with a colleague, revising one of your goals, or finding a way to reduce stress.
Then, take action on these steps and revisit your list in 30 days to see how far you’ve come. You might be surprised by how much clearer your path becomes when you’re intentional about monitoring your progress.
This simple practice will keep you proactive, focused, and on track as you continue advancing in your HR career. Your future self will thank you for it.
