Mid-year career check: Are you growing, drifting or standing still?
Standing still means the energy has gone. You are disengaged, plateaued and possibly dreading your daily routine.
By Prof Linda Meyer, MD at Rosebank International
Here’s an uncomfortable question: are you growing in your career right now, or are you simply treading water?
There is a difference between being busy and making progress. You can spend your days in back-to-back meetings yet still not be moving forward in any meaningful way.
Progress, on the other hand, is about developing skills, confidence, relationships and reputation. This includes new opportunities and growing beyond the position you already have.
However, most of us never stop long enough to ask which one we’re doing. Mid-year is the ideal time to pause and get honest about where you are and where you want to be.
Where are you right now: growing, drifting or standing still?
Your career typically operates in one of three states: the proactive skill-building state of growing, the reactive momentum of drifting, or the stagnation and fatigue of standing still. Identifying your current state helps you focus on the solution that is right for you.
Growing signals an upward trajectory. It means you are intentionally acquiring skills, taking on new challenges, and aligning your work with a longer-term vision. If you are simply doing the job, you are maintaining. If you are growing, you are expanding what you are capable of.
Drifting is often the most deceptive state because it does not feel urgent. You are busy, reliable and meeting expectations, but you are saying yes to what is available rather than what aligns with your goals.
Your role has grown around you instead of being deliberately shaped by you. There is no clear next step. Peers are progressing, and you are not sure why it is not you.
Standing still means the energy has gone. You are disengaged, plateaued and possibly dreading your daily routine. There are no new skills being built, no new challenges being taken on, and no clear sense of where your career is heading.
Once you recognise the state you are in, the work of changing it can begin.
Start with what is working
The goal of a mid-year audit is not to overhaul everything. It is to get a clear idea of your present reality: what is serving you and what is not.
This is a structured way of stepping back to assess your position and whether that still aligns with who you are and what you want. It is an opportunity to look objectively at what you have built and ask a simple but important question: Is what you are doing still taking you in the right direction?
Begin by asking yourself four questions:
What skills have I built in the last six months and are they the right ones?
What is giving me energy at work and what is consistently draining it?
Are my relationships at work with peers, managers and mentors helping me grow or keeping me where I am?
Is my current role moving me closer to where I want to be, or further away?
“There are no right or wrong answers. The process works best when approached with honesty rather than judgment. What you are looking for is clarity: a picture of your professional life that tells you exactly where to focus next,” says Prof Linda Meyer, MD at Rosebank International and Visiting Professor at Nelson Mandela University.
What needs to change
Not everything that needs to change is within your control. Differentiate between what you can influence and what you cannot. Some obstacles are external: market shifts, limited growth opportunities, weak leadership or workplace politics.
Others sit closer to home: your skills, your output, your confidence, your habits and the choices you keep postponing. An effective assessment needs to look at both.
Three obstacles invariably hold professionals back:
The first is gaps in skills and experience. The skills that got you here may not be the ones that take you further. Research what is in demand in your field, where your gaps are and what it would take to close them. That may mean enrolling in a short course, pursuing a relevant qualification or learning how to position your transferable skills more clearly.
The second obstacle is one most professionals are reluctant to name: self-doubt and fear of failure. It often comes disguised as hesitation, over-preparation and declining opportunities before anyone else has the chance to reject you.
Take stock of your strengths, set measurable milestones and understand that growth can be uncomfortable. Pushing through that discomfort is often how confidence is built.
The third obstacle is environment and leadership. Sometimes the barrier is not within you but where you are. An unsupportive manager, dysfunctional workplace or a company with no clear path forward can limit your growth.
Create a support system outside your immediate environment by engaging with mentors and people in your network. This is also the time to reflect on whether your existing environment is preventing you from getting ahead. If it is, your next stage of growth may need to happen somewhere else.
When you know what is holding you back, you can start making deliberate decisions about what to change.
The one move that changes everything
After completing your audit and identifying what needs to change, the temptation is to write a long list of problems to fix. Resist it. Trying to pursue multiple goals at once scatters your focus, drains your willpower and frequently leads to giving up altogether.
Instead, ask yourself one question: what is the single most impactful action I can take in the next 90 days?
The answer requires a system.
In Atomic Habits, James Clear makes an important distinction between goals and systems. Goals provide direction. They tell you where you want to go. Systems are the habits, routines and processes that move you there. A goal is the outcome you want. A system is an action you repeatedly do to make that outcome more likely.
“Applied to your career, this means setting a clear goal for the next three months and deciding what you will do differently every week to support it,” says Prof Meyer.
“Visibility at work, for example, may mean contributing one interesting idea in each team meeting. Closing a skills gap may mean two focused learning sessions a week.
“If your goal is to grow your network, your system might be joining an industry group and attending meetings regularly to make connections beyond your immediate circle,” she says.
One clear goal. One habit to build toward it. One distraction or behaviour to remove so you can stay on track. Sustain this continuously.
The way to finish your year well is simple. Identify the right priority. Create a system around it. Repeat.
©Higher Education Media Services.