In your first job, taking orders works for burgers, not for projects.
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A young woman was called into her boss’s office. In light of her diligent work on a recent project, she was sure a promotion – possibly even a raise – awaited her in the meeting.
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She had, after all, done everything the boss had asked her to do.
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Imagine her surprise when she arrived in her boss’s office to find she was being given the boot.
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The young go-getter was perplexed. “I don’t understand. I did everything you asked me to do.”
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“That’s right,” her manager replied. “You did everything I asked, and nothing more. You contributed none of your own ideas to the project. You relied on me to provide every bit of direction, every step of the way. ”
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And with that, her young career was seriously disrupted, a victim of “Order-Taker Syndrome.”
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Order-takers wait for step-by-step instructions. In the same way a fast food place processes a customer order, specific action follows only after specific direction is received.
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In organizations, managers need employees who have the ability to chart a course and execute a plan given the stated objective. They need employees who are capable of delivering work product without excessive over-the-shoulder supervision.
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7 steps to succeed without order-taking.
Here are some ideas to keep you out of an order-taking mentality.
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- When you get a new assignment, validate with your manager the deliverables that s/he expects.
. - Clarify the due dates, time lines and specifics about the output; develop your plan.
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- Arrange a time to check-in regularly about your progress and make adjustments to your course of action. During your check-in, ask for feedback, not “what should I do next?”
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- Gather the information and resources you need to deliver the work product.
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- Bring your own perspective to the process, and be able to explain how your insight and discoveries informed the outcome.
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- Keep your boss apprised of any surprises that emerge as you go.
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- When complete, proactively seek feedback on the outcome and the process, and integrate this feedback into future missions.
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As a manager I valued team members who could run with an assignment, keep me informed, and self-manage through the process. It allowed me to focus on the bigger picture.
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For a newcomer to the workplace, clarifying expectations and having a good plan will provide an affirming start to any project you own. Your manager and your team will soon appreciate the rising star in their presence.
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Great advice for all of us but especially young employees in a new job. Trained in school, and at home, to do what is instructed has misled young people. The may learn compliance but miss out on contribution. I remember college as a non-traditional student how many young students asked for specific instructions for what to study for an exam or how to complete a project. Professors really wanted them to take the assignment and apply their individual thinking and problem solving to it. Professors would simply tell them they had no details to give and students didn’t understand that. They seemed to believe that it was impossible to make a good grade without getting detailed steps to follow.
Thanks for the comments Tinker. I agree that we send a mixed message about “following directions” and then we’re shocked when grads want same in the workplace. There are many disconnects between the education system and real world expectations. Appreciate you reading, and your comments!