Don’t be a fence sitter – jump into upskilling

ON a regular basis, there are likely to be corridor conversations demeaning the new manager based on the perception they are young and lack experience.

You’ll hear chatter like, “what would they know,” or “I’ve been doing this for 30 years and they’ve been here five minutes,” sometimes muttered in a disparaging way.

All too often those making the comments have sat back and allowed their talent to stagnate by not seeking further skills through external education and development.

They might see it as their employer’s responsibility to provide all of the upskilling required for further development (together with paying the costs).

While that might be in the organisation’s interests, this is a fast-moving global environment, and in the midst of the raging “war for talent”, employees at all levels, particularly middle management, need to take personal responsibility and seek their own tertiary education or other forms of upskilling.

Businesses understand that competitive advantage can be gained through the skills of a talented workforce, but environments are constantly changing, which means organisations need to change their strategy, and individual contributions, skills and talents to adapt.

Line managers are tasked with finding people with the talent and skills required for specific roles, fit with organisational strategy and who can adapt to changing environments.

Often the person selected for a specific role comes from an external source, much to the dismay of the mature aged ‘fence sitters’ who have allowed their skills to stagnate.

The ‘fence sitters’ may even be asked to provide some upwards coaching for their new manager, which can cause further disillusionment.

It is very possible the organisation had already looked from within and no suitable candidate was found. This may be because ‘fence sitters’ who expect promotional opportunities have been seen as changeaverse.

If we want to be successful in our own lives and employment we need to get off the fence, start upskilling, develop our own personal talents and be willing to adapt.

If we are willing to develop our personal skills and talents we may be the next person the line manager taps on the shoulder for promotion.

As a former fence sitter, I remember having negative thoughts about new managers, but since I decided to achieve personal success through tertiary education, I have been tapped on the shoulder numerous times. I have realised that sitting on the fence is no longer the road to success.

Scott McLean is a postgraduate student at Southern Cross University