In 1982 my dad gave me this piece of advice. I forgot about it until I was passed up for a promotion ten years later. It’s meaning was unclear until then because I wanted to believe that if I worked hard, did everything people asked of me, was committed, kept growing my skills, and stayed motivated, I would advance. And I did until the ceiling appeared. That ceiling was someone else perception of me as someone who is learning.
It’s no one fault really. Someone takes us on and expects us to learn, encourages it, but even when we have perfected our job and realize great results, our sponsor stills has a seed planted in his head that we are students. Making that perspective shift from student to peer, in the eyes of the boss, is critical to breaking the ceiling of your career.
This is where bosses can really have an impact. By letting go, challenge and re-event the role, or provide a chance to take on the big project will provide both the boss and the worker an opportunity of value. What happened for me: My boss at the time, a CFO, sent me on a major acquisition. Sure I learned something, but the real purpose was to expose me to others, and other possible assignments. Six months later I was transferred to a new exciting role and we all learned. Even my CFO knew I needed to grow in a new direction, and had the foresight to send me on an extended mission. I returned to that boss 2 years later, and I was his peer.
To reach your potential, we have to learn and grow, and then deliver at another level. Recognize when you stop learning, and talk to your boss, take a risky assignment, and continue the journey. Take what you have learned and re-apply it, and recognize a new appreciation for what you have became. Then keep learning, and do it all over again.