Four Career Resolutions to Make in 2020

Chief Human Resources Officer Elizabeth Walker offers advice for driving your professional success.

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Elizabeth Walker career to-do list for 2020

We often think of hitting the gym, getting more sleep or eating healthier when it comes to New Year’s resolutions. While those are all worthy personal aspirations, don’t forget about setting professional goals as well. January is a great time to reflect on how to develop your skills at work and help others do the same.

Whether you are formally setting goals with your manager for the year ahead, looking to advance in your career path or thinking about changing careers entirely, here are four resolutions to help drive professional success in 2020 and beyond.

1. Be Uncomfortable.

Stepping out of your comfort zone isn’t always easy. But chances are if you do, the benefits will far outweigh the risks when it comes to professional growth. The times in my career when I’ve felt most stretched and uncomfortable were the times that I’ve learned the most. It’s often when we feel uncomfortable that we are also growing the most in our careers. Raising your hand to take an assignment in a new city or asking to oversee a project outside your daily responsibilities is a wonderful way to develop your skills and gain new perspectives about work and life. Perhaps you’ve always wanted to work abroad or transfer your skills to a new industry. But not every stretch needs to be a dramatic change. Talk with your manager about taking on a temporary project for just a few weeks. Even smaller steps outside your comfort zone can make a big difference in your overall development.  

2. Be Purposeful.

I’ve been fortunate to work within many industries throughout my career. There’s nothing better than working for a company that’s rewarding beyond benefits or salary. At CSL, each of our 25,000 employees are inspired to come to work every morning because we’re driven by our promise to help patients and protect public health. We do well at CSL because we do so much good for patients and their loved ones each and every day. Our company Values — Patient Focus, Innovation, Integrity, Collaboration and Superior Performance — serve as our road map. They guide the work we do to help people with serious and rare diseases — whether one works in a lab as a researcher or an office as a human resources business partner. Being able to do a job that has an impact on the lives of others is priceless.

3. Embrace New Perspectives.

At our company, CSL, we’re committed to fostering a workplace that is not only widely diverse, but broadly inclusive as well. To be sure, this isn’t just a nice to do, it’s a business imperative. We rely on our people’s diverse perspectives, ideas, capabilities and experiences to help us deliver on our promise to our patients and protecting public health. Diversity and inclusion really underpin our company’s Values of patient focus, innovation, collaboration, integrity and superior performance.

Throughout CSL, we pride ourselves on leading in innovation and encouraging our team members to come to work with a disruptive mindset. The patients we serve deserve nothing less.

I can’t think of a better way of driving innovation throughout our organization than by building teams that bring different perspectives and ideas to the table. Embracing diversity and inclusion doesn’t happen by accident and it doesn’t happen in a vacuum. We must be intentional about it and ensure we are collaborating both internally and externally. Fostering a workplace where everyone feels valued and heard certainly comes from the top. But I challenge you, no matter the stage in your career or level of seniority, to reach out to co-workers and managers who are different from you to ensure you are gaining different perspectives from your own.

4. Innovate, Always.

Without question, the workforce of the future will look very different than it does today.

At CSL I’m spending a good portion of my time these days working with our CEO and other members of his Global Leadership Group planning for 2030. That includes looking at population demographics, economic forecasts, disruptive technologies and the best ways to recruit and retain talent.

While many future factors are outside of our control, as leaders, our job is to organize and engage our people to tap into the potential for innovation. We have to think and lead in a way that emphasizes collaboration, encourages bold action, and inspires a growth mindset.  

By 2030, Millennials will occupy the majority of managerial roles, while digital natives — born with a smartphone in hand — will be at the start of their careers and represent those who are entering the workforce.

How can you ensure you are adding value? Innovate, always.

Successful organizations over the next decade are likely to be the ones that digitally transform both their internal operations and their interactions with stakeholders. For individuals this means remaining nimble, flexible and open to change.

Want to join a team that offers a promising future? We’re hiring.Visit our Careers Page to learn more and browse current openings.