Business News Daily published an article by Assistant Editor Nicole Fallon that asked seasoned executives to provide examples of mistakes or habits that could damage a professional reputation over time. Engaging in office gossip, being a “yes man/woman,” skipping workplace social events, and staying at a job for the money were just four of the six common actions that were cited for potentially having a negative impact on one’s career.
Protegrity CEO Suni Munshani offered advice for two more potential career killers:
Faking an interest for the sake of networking.
The opposite career-killing problem [to skipping workplace social events] occurs when a person attends every event they possibly can, even if they have no interest in it, just for the chance to network with someone influential in the individual’s industry. This is especially true in the higher levels of the corporate world, where golf outings and tennis matches are the ultimate work-leisure activities. But Suni Munshani, CEO of data security firm Protegrity, advised against feigning interest in anything in the name of networking.
“I’ve seen people take up [sporting] activities thinking that they will be able to form friendships with powerful executives who like those activities,” Munshani said. “However, the people who really enjoy those things can see right through someone who is just doing it for networking opportunities.”
Munshani suggested pursuing your own interests outside of work before taking up someone else’s hobby. When you engage in things you’re passionate about, the right networking opportunities will occur naturally, and you can develop business relationships based on mutual respect, he said.
Walking away without fixing issues.
Any professional who’s had a rough week (or month or year) has likely contemplated throwing in the towel and looking for a new job. If you’re having problems with your job duties or co-workers, it’s best to try to work through your issues before deciding to quit.
Munshani gave an example of a former employee who was unable to effectively communicate with his team and supervisors when market changes forced the company to take a new approach. When it was time to implement a plan, the employee couldn’t explain what he needed his team to do, nor could he explain to management what the team needed in order to be successful through the transition.
“Rather than work on improving those skills or asking for help from others, he ended up leaving the company and giving up a potential $1 million in compensation he could have earned if he had seen the transition through,” Munshani said.
The full article can be found here.