ClearRock

BOSTON - Before starting to make career-related resolutions for the New Year, people should take a step back and examine how their careers progressed in 2005. Chances are, they probably have committed one or more of the following Biggest Career Mistakes compiled by ClearRock, an executive coaching and outplacement firm headquartered in Boston.

• Failure to toot your own horn with your boss. "People are naturally uncomfortable about praising themselves," said Annie Stevens, managing partner for ClearRock. "But you need to find even an under-stated way to inform your boss of your accomplishments. Forward him or her a positive e-mail you received from clients, customers, and others with a simple, 'FYI, thought you should know.' Never
• Not recognizing the achievements of your own direct reports. "Just as you want to be appreciated by your boss, you must recognize and reward your own direct reports for their achievements and contributions, and share their successes with fellow employees," said Greg Gostanian, managing partner for ClearRock.
• assume that praise flows upward, but always assume criticism does."
• Not reaching out to similar-level peers in other departments in your organization. "This is another common mistake - building 'silos' within your department and/or function, and not keeping in contact with peers in other areas," said Stevens. "If you hope to advance to the next level, you will need cooperation from other areas of your company, and now is the best time to begin this internal networking."
• Not delivering on the one or two most important reasons why you were given your job in the first place. "Nothing will matter during your performance review more than having achieved, or not achieved, these few critical objectives - whatever they were: decreasing staff turnover or customer complaints, increasing sales or profits" said Gostanian.
• Not communicating with your boss in the way he or she prefers. "You must find this out early in your relationship with your boss, and not stick with a system that an old boss once preferred," said Stevens. "Your boss may prefer daily e-mails, weekly reports with lots of facts and figures, informal meetings, or some other type of feedback."
• Failure to coach and mentor your own direct reports. "Just as you expect your boss to nurture your own career, you must do the same with those who report to you. Listen to and guide them, be a resource for them not only to perform their current jobs, but on how to prepare for the next management level," said Gostanian.
• Not keeping your professional knowledge and skills up to date. "This is especially relevant for older employees - there is almost a silent expectation that, due to your age, you are going fall behind in the latest technology and knowledge. You need to be aware of this and confront it head on, taking courses, reading books, or simply asking for help if needed," said Stevens.
• Not keeping your career network up to date. "You must always be prepared if something unexpected should happen in your career. Keep your resume updated, stay in touch with people you may need to network with if unemployed, and continually make new potential networking contacts at trade associations, community meetings, and other events," said Gostanian.
• Not asking for input, fresh ideas, and help. "Some managers don't like to ask their direct reports for ideas or help because they consider this a sign of weakness or being clueless," said Stevens. "Most employees welcome the opportunity to be a resource and source of support."