Dr. Angela C. Hill | Talent Management Leader & Leadership Coach | Founder & CEO, Created2Catapult, a boutique HR consulting firm.
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Several years ago, the world had the unique opportunity to get to know the first African American First Lady of the United States of America, Michelle Obama, through her memoir, Becoming. This book offers a look into her early life experiences, how she learned to understand and accept her identity, and her position as a leader and global figure. During an interview with Oprah Winfrey, Mrs. Obama explained why she used the word "becoming" as her memoir's title. To her, it emphasized that her journey is ever-evolving.
My thoughts immediately went to Michelle Obama's memoir when reflecting upon recent conversations with coaching clients and when contemplating my own career path. This concept of "becoming" resonates with me. As the calendar, fiscal and performance year begin, organizations and employees are identifying strategic goals and priorities for the year. Along the same lines, some of us have made resolutions and established personal goals we would like to reach. However, this year, my conversations with clients and my own reflections on career growth involved asking, "Who do I need to become to achieve my desired outcomes?"
Becoming Versus Doing
Generally, the clients I coach are very high-achieving, successful individuals who are accustomed to the idea of "doing," as this approach has enabled them to reach their goals. Doing refers to the actions and activities that a person carries out to reach a specific outcome or result. On the contrary, becoming is a different story, involving growth and development over a period of time and recognizing your potential. Here is a comparison to better explain the differences between the two:
"I am committed to completing this project on time and under budget."
"I aspire to become an influential leader who can effectively cast vision, engage stakeholders and move the organization toward adopting innovative approaches and solutions."
The former goal revolves around performance that can be evaluated and measured against the timeline and budget, while the latter focuses on the individual's journey to personal growth and reaching untapped potential. "Doing" and "becoming" clearly show the contrast between quick results and development over time.
There's an old saying: "The journey is just as important as the destination." The destination is the "doing," and the journey is the "becoming."
The 'Becoming' Mindset
Adopting the "becoming" mindset involves more than merely reflecting on past experiences and the things that matter to you; it requires investigation, learning from others, experimentation and iteration, finding resources to help you grow and devising a plan to measure your progress. Leadership expert Marshall Goldsmith uses the phrase, "What got you here won't get you there," which means that the practices that worked for you before may not always work in the future. It's important to let go of old habits and ways of doing things to continue growing and excel. Why is "becoming" more beneficial than "doing"? Recently, employers have adopted a "quiet hiring" approach, shifting their focus to internal talent to fill roles swiftly and cost-effectively. Consequently, "becoming" a better version of oneself through development can be a career progression and advancement strategy. Employees are essential to organizational growth and development in the ever-evolving business world. They must continuously enhance their knowledge and skills to remain competitive and cutting-edge. By constantly learning, growing and developing their abilities, they increase their value to their organization and stay one step ahead of the changing market. This approach closely aligns with a growth mindset, the notion that one's capabilities can be cultivated and honed over time and that any difficulties encountered along the way can be seen as growth opportunities.
Final Thoughts
Adopting a "becoming" mindset encourages personal growth, development, self-awareness, resilience and discovery. Focusing on the journey of progress, not just the end result, creates a sense of purpose and meaning in work, leading to a more productive and engaged workforce and creating a win-win for individuals and organizations.
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