A question that is posed to me often in sessions is related to a rather puzzling request by an employer—can you take on an increased workload or additional responsibilities for a short or potentially longer time. Often times this comes with little or no additional compensation. Most likely, the implicit understanding by a boss or board or partner if that taking on additional responsibility could potentially lead to career advancement. For example, executives at times are brought special corporate or operating initiatives to spearhead, or asked to take on additional work resulting from a vacant position in a company. This work is in addition to the executive’s current responsibilities, which taxes the person both professionally as well as personally.
Agreeing to the additional work is something to be considered seriously before accepting, which is why I get that question frequently in coaching sessions. Obviously, the increase in work and responsibility will impact the time available for the executive’s main responsibilities. As a result, these special projects often encroach on your work/life balance.
So, why even consider it?
That’s simple: because the short-term pain often leads to a long-term career gain.
If an executive is able to excel in his or her main responsibilities while being successful with a special project assigned, it shows upper management the capabilities, commitment to the company, and work ethic. But, as with everything, there’s a balancing act with how much is too much. Will this negatively impact a marriage? Will time with children be lost? Will the executive’s health suffer with the increased workload? These are just a few things to consider. And, sometimes, the risks outweigh the potential reward.
Corporate managers who must make these requests must understand when and how to ask a high potential executive to assume such role or responsibilities. On the executives’ part, if the decision is to turn down the additional work, doing it correctly so it’s not a career killer is another important aspect of coaching. Or perhaps only agreeing to do it for a very limited timeframe. No one wants to come across as not being a team player or put him or herself at risk of losing an opportunity for future advancement. Saying exactly the right thing involves not just the decision, but also expressing the interest to be considered in the future other projects or responsibilities become available. Additionally, expressing gratitude for being considered, and emphasizing commitment to the company would be additional points to bring up in the discussion with upper management.
Corporate managers who must make these requests must carefully manage having an executive essentially doing 2 jobs and how to assess what needs to be back-filled and over what period and with what skills.
From the perspective of the executive who is asked, if he or she chooses to take on the additional work, future sessions would include emphasizing time management, work/life balance strategies as well as productivity tips. Coaching can help the executive stay on target with the new responsibilities while minimizing the impact on personal or professional success.
