Just when you think you can’t take one second longer of any situation you are in, by some miracle you find the ability to hang in there for one more hour, day or week. Where does this discipline come from? If you played on a competitive sports team, chances are this was one of the numerous valuable skills you acquired from being on any team.
Recently I heard a coach talk about the topic both players and parents dread. It was about playing time. His example was about a player who saw limited playing time on a championship team. He asked us what we thought this athlete would say if you asked them whether they contributed to helping the team win the championship?
The coach went on to tell us this athlete would say “yes”, they contributed to helping the team become champions. How did they do this or feel this way if they did not see much playing time? Actually, it is quite simple. They felt this way because they showed up at practice every day, learned the plays required, worked out and stayed healthy, cheered on their teammates from the sideline and committed to the team during the season. By doing these things they one hundred percent contributed to the team’s success. If they did not contribute their talent, energy, discipline and time, the players who got more playing time may not have been prepared well enough to compete and ultimately become a championship team.
Until hearing this coaches example, I had not considered this aspect of an athlete’s contribution to the team. Especially when they are not getting the playing time they deserve or are allocated. It became obvious to me that the limited playing time athlete is still making a valuable contribution to the team, although their desire to see more playing time is not happening during game time. However, it is happening when they are practicing and contributing to making them and their teammates better together.
I my opinion, the athletes who are getting less playing time are potentially more important and valuable to the team than those who are getting the playing time. However, this can be hard for the competitive natured athlete or parent to see and appreciate.
The point is, although you may not be in a starring role either on the field or at work, you are contributing to the overall success or forward progress of your team. Each team member plays a valuable role. Some roles have greater visibility, like the athlete on the field, but this does not make their role more important. In fact, those who are in less visible roles play an integral role in keeping the team together by acting as the “glue” or foundation. You might have heard of the expression “Half of our success in life is gained simply by showing up each day.” This is true both in sports and business.
So, it might be more obvious about when to quit your sports team, but I do not recommend doing this, even if you think you are not being recognized as a valuable asset to the team.
If you were chosen to be on the team, you were chosen for a reason. Although this might not be what you want to hear, you are needed on the team, and quitting it will not serve you well. The lessons you will learn by sticking out the season or your time commitment to the team will provide you with deep and lasting skills to take on future challenges far better than those who threw in the proverbial towel. Quitting is easy. Staying can be hard, but it will be worth it when you complete your commitment to the team. You will not regret staying on the team when you look back in time. You will regret quitting for the rest of your life.
Switching gears and now focusing on knowing when it’s time to quit your work team is not always a straightforward process. It should not be done with careful consideration. Why? One of the biggest reasons is because you made the decision to work for the company for a reason. Perhaps your reason to work at the company had not been thought through well enough in terms of whether it was the right type of company, role or team for you to be on from a personal or cultural perspective. I’m talking about company culture, and sometimes it is harder to know upfront if the company culture will be a good fit for you.
Typically, if it is not the right company culture for you, you will find out relatively early, and this is one of the good reasons to leave the company. Here are some other reasons or scenarios to think about it terms of whether it is acceptable to leave your company:
- There are actions or practices happening at the company which you consider to be an ethical violation, either personally or professionally.
- You learn after a few years that the growth path you thought would be available to you was only fiction, and you now find yourself in a role which does not have a path forward.
- Your boss or management team is not supportive of your decisions, or you are being micro-managed and not allowed to perform the role you are responsible to carry out.
- The job description for your job has been altered so much since you took on the position, perhaps not on paper, but by the verbal expectations communicated by your boss.
- When companies are growing quickly, your job description may unofficially change dramatically, and may now be in poor alignment with your skills. This can happen, and how this scenario is managed is what will make the difference in terms of whether you should consider staying in your role or leaving the company.
- You are offered an opportunity from another company which has presented itself at a time when you now have the skills to consider leaving your current role. If this option is not going to be available at your company for a year or more, consider whether it makes sense to stay with the known company, or take a risk in pursuit of your desired role sooner. Sometimes the grass is greener on the other side, and sometimes it’s not. It’s not always easy to know which one it is.
Whether we realize it or not, we all have options to pursue going after what we really want to do, and sometimes we have to take risks to do so. One of those risks can be leaving the company you are presently at. Leaving your company can be a scary thing to do, but it can also set you on a new and better career path.
Kathleen E. R. Murphy is the Founder, Chief Strategist and CMO of Market Me Too. Market Me Too has expertise in bridging marketing and sales teams and providing organizations techniques to accelerate their market growth and revenue numbers, regardless of the industry they are in, or the business stage they are presently at. We also work with individuals from students to executives and business and sports teams to coach them to learn how to leverage and apply their peak performance talents on a daily basis. Contact Kathleen at email@example.com.
Announcement: I will be publishing my first business book this month. If you would like more details about my book, please send me an email at firstname.lastname@example.org . Thank you. – Kathy