How to Find a Fulfilling Career With Purpose
By: Miss Ozella Hartmann
Tags: Work, Life, Self, Professional Development, Career Advice

Photo by Brendan Church on Unsplash

“Work to become, not to acquire.” — Elbert Hubbard

When it comes to my work life, one of my greatest passions is mentoring. If you’ve been reading along, you’ll know that I spent almost 7 years in the Navy as a submarine officer before starting work in financial services 6 years ago. As a veteran with extensive leadership experience, I have the opportunity to work in veterans recruiting for my firm. But my favorite conversations are the ones I have as a mentor in year-long programs through a non-profit. This gives me enough time to develop a relationship and work with people to figure out their next career move, where they might best fit, and potentially excel. Although these conversations are with veterans transitioning out of the military, the principles can be applied to anyone. I assume if you’re reading this, you are just starting down the road of finding a fulfilling career after finishing school, or maybe you’re contemplating a change in your career path. Whichever place you are in life, in this post I’ll cover how to find a fulfilling career with purpose.

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1This matrix serves as the foundation of future conversations and provides much-needed direction for the next chapter of your career. This matrix concept is relatively simple, but it’s very important and something that most people overlook. Many people gravitate toward jobs with good salaries, prestige, or company perks. These things are great. But don’t get ahead of yourself. It’s critical to understand who you are as a person first and then look for specific roles that really align with your strengths and interests. Time is the ultimate currency and something we can never earn back. Put in the effort to really understand yourself and what makes you the happiest. You don’t want to end up at a job that earns a little more money but you resent the time spent earning it.

Use this guide to complete the blank skills matrix shown below:

Blank skills matrix. Graphic by author.

Think of your completed skills matrix as your map. Now the goal is to narrow the focus of your career search to roles that use or leverage the skills in the upper right quadrant of your map. You may be surprised to find that the job you had your sight set on, doesn’t actually fall into your “sweet spot” or align with who you are as a person.

But when you pursue jobs that do utilize those skills, you’ll not only enjoy the work, but you’ll excel!

After completing your matrix, it’s important to vet it with others. We often have internal biases and blind spots that could cause us to map the skills inaccurately. Speak to co-workers, friends, or family- people you trust and who actually know you well. They can look over the matrix and see where you may be wrong. This map only works when it’s accurate, so make sure you do a thorough job of vetting this with others.

When it’s all said and done, we all want to work in a career that gives us joy and motivation. That’s why taking the time upfront to narrow your focus with this matrix is so important and useful. Going through a career move can be a scary and stressful time. But if you really get to know yourself and get set up with the right tools, you will greatly increase your chances of success.

2As I said already, many people gravitate toward jobs for a number of reasons, whether it’s salary, prestige or perks. All of these things are great. But it’s important to not get ahead of yourself. Now that you’ve aligned your strengths with your passions using your skills matrix, now I want you to dig further into who you are as a person to understand what’s consistent with your personality.

If you put in the effort upfront to really understand yourself and what makes you the happiest you’ll be able to avoid a role that doesn’t suit who you are, forcing a switch later on. Trust me, I’m speaking from experience.

In the six years, I’ve worked for my company in financial services, I’ve had four different roles. Each move was motivated by different reasons- in search of a promotion, or to get to a front-office business role. It wasn’t until I was looking for my fourth role that I finally learned to do the due diligence necessary for a successful job change.

My due diligence included me asking myself the questions here. (Some are adapted from How Will You Measure Your Life by Clayton Christensen and others are a form of discovery-driven planning I first learned about from the Harvard Business Review and Tim Ferriss’ fear setting exercise- also a form of discovery-driven planning).

Set aside some quiet time when you can really focus and think about your true feelings. This process should take a while. Let yourself think about things and then come back to it. Write or type out answers to some or all of the questions. Be honest with yourself and keep in mind that your responses will help you understand yourself and your future role better. This will help guide you to make the best decision. There are no wrong answers.

Really take the time to dig deep and flush these out. If you have a partner or trusted friend, talk to them about it. What do they think? Are your answers consistent with what they think aligns with you as a person?

This may seem tedious. But as I said already, taking the time to understand what makes you the happiest now, will help you avoid a role that doesn’t suit who you are. Time is the one currency we can’t earn back, so treat it with respect. Taking an extra week to figure this out could be the best time you spent yet.

3Whenever I have a conversation with a mentee who’s job hunting, I always talk to them about managing their expectations with the 80/20 rule. The most exciting and satisfying parts of a job only happen 20% of the time, and the other 80% can be mundane or tedious. So when you’re job hunting, make sure you find something that fits you so well, the 20% is satisfying enough to outweigh the mundane 80%.

This 80/20 rule comes from something called the Pareto Principle. It is based on the concept that “approximately 80% of the effects come from 20% of the causes.” This principle works well if you’re going through a career change. If you keep this principle in mind, you can manage your expectations for a role and decide if a future move is right.

If you talk to people in the industry or company you want to get into, they’re naturally going to focus on the best parts of their job. They’ll tell you about how great and exciting the role is- especially if they’re trying to encourage you to join.

It can be easy to hear all these positives and picture yourself in this perfect new career. But there’s always more to the story. People are probably focusing on and telling you about the top, most exciting 20% of the work they do, and leaving out the mundane 80%.

To get the full picture, including the less glamorous side, you need to dig deeper into what a typical day looks like and ask better questions of a potential future employer.

Ask, “what does your typical day look like?” Pull the string on their answers. You can use follow-on questions like, “tell me more about that” or “that sounds interesting, I’m curious to hear more.” Keep digging and asking about the tedious work in order to get the full picture.

The non-glamorous 80% of work typically involves monotonous, routine tasks that quickly become stale and boring. Things like checking and filing emails, making PowerPoints, and other administrative tasks. Depending on the actual role and what type of manager you’ll have, the monotonous and boring can quickly overwhelm the enjoyable parts of the job.

The important thing when thinking about your future career and where you want to work is to make sure that the 20% of the work actually does provide enough enjoyment to make up for the 80% of the work that is tedious and boring.

Do you get so excited by and feel so passionate about the 20% work, that you’ll gladly perform the other 80% as a means to get to the enjoyable end? Then you’ve probably found a good fit! But if the role merely seems only good to you and not something you feel all that strongly about, then you might best look elsewhere.

Talk to as many people as you can in the industry or company who are willing to be transparent. Make sure you have a thorough picture of the typical day, including their least favorite parts of the job. Then make an honest evaluation with yourself about whether the good outweighs the bad.

Pushing Through Uncertainty

4Earlier this year when I was sitting down to journal, I found myself in the doldrums — the Monday blues — except it was actually a Tuesday (after a long weekend). I found myself completely unmotivated to do anything and I was struggling to muster up the energy to work on anything productive.

Around this time I had started to realize that I needed more responsibility at work and I was ready for something new. I had taken on more work from my boss and I felt renewed and more energized for a little while. But it didn’t last long. So I applied for a role managing a larger team, which was a bit of a stretch, and didn’t get it.

I felt stuck and unsure of what to do next. I was unmotivated and unenergized in my current role. The thought of transferring within the department didn’t excite me like it used to, and the more conversations I had about finding something externally, the more I realized how difficult it would be. This feeling of being completely lost in my career was really unsettling. I felt like I was just floating along without any goals or mission to guide me and drive me towards a destination.

I knew I needed to stop and think about all the things I’ve learned over the years. I needed to leverage the “tools” I’ve acquired to help me resolve this career uncertainty. The biggest thing I fell back on was the stoic teachings I’ve been living by- focusing on what I can control. Here’s what I did:

I listed out what I knew to be true. This helped me realize that I wanted to be a part of a small intimate team with a great culture and creative flexibility. I reminded myself of my skills and abilities and where I could add value. This helped me regain my confidence after getting turned down for the managing role and feeling self-doubt. I started stream of consciousness journaling. I wrote out the outstanding questions I had and journaled to answer each:

Is looking externally the right approach? How much stability do I need in a job given my life circumstances at the moment? Should I focus my energy on starting my own business? Can I do both? Should I still try to move internally? Within the department? Within the company? Where does my existing experience best fit? How can I network to get to my next role?

I discussed these answers with my wife. I know I have blind spots and biases, so it really helps to discuss things with her. Find someone who you trust and talk through your answers with them and see what they think. Choose someone who actually knows you well. From there, I formulated a plan of action.

In the end, after just a couple of months, I did find an amazing role. Because I went through this exercise I left myself open to possibilities I wouldn’t have thought of previously. By taking that step back to evaluate and journal helped me understand what was really important to me. If you’re also facing some uncertainty in your career, follow the steps I’ve laid out above. Once you make an honest evaluation, I’m confident something will work out for you.

5When you’re facing a career move or looking for a new job, it can be tempting to focus on positions at bigger prestigious companies, high salary, and impressive job titles. When my mentees get stuck looking for positions with those criteria, I always ask them to take a step back and look at the bigger picture.

Everyone is different, and although one company may be great for one person, it may not for another. So think about who you are as a person and then go from there. Think about where you best fit and where you would feel fulfilled.

There are benefits to both small and large companies and it’s worth taking the time today to evaluate each:

Big Companies

Training: Large companies will generally have more resources for training. So you won’t necessarily need prior experience and certain expertise prior to coming into a new role as they’ll have the capacity to train you and get you up to speed once you start.

Benefits & Perks: Larger companies also tend to have better benefits. Notice I said benefits and not perks. When I say benefits I’m talking mostly about health insurance, 401k plans- things like that. This is because benefits are expensive, but large companies have the clout and negotiating power to obtain a reduced rate given the volume of business they send to providers. They may also self-insure. They tend to not have as many office perks, however. Office perks like free lunches and the ability to bring your dog to work get significantly more expensive and practically impossible in large companies.

Scope of Role: Big companies also have more people and more teams. So naturally, each team tends to take on more specialized work. Any potential role you start in will most likely have clearly defined roles and responsibilities. In the largest companies, you will specialize rather than wearing “multiple hats” or even getting exposure to what other teams are doing. If you want to become an expert rather than generalize and stay in one line of work, this is a big benefit to larger companies.

Mobility Opportunity: Because they are more teams and more jobs, there tends to be more opportunity to “move up the corporate ladder.” You can do that by moving up within the same team or by moving laterally to a different team. In big companies, lateral moves can pay off if you’re able to get to a team with more exposure or advancement opportunity. A lateral move may mean your pay is temporarily flat but will increase in the new role faster than if you had stayed. This is a potential benefit of big companies over quite small ones where lateral moves may not have the same growth capacity.

Small Companies

Training: Smaller companies will have fewer resources to train you, so they typically hire employees with prior experience or some specific expertise. If you are hired with little experience, your training may be a slower, more organic process. You’re more likely to learn as you go in a company with fewer people on hand to train you formally. Depending on your personality and learning style, this could be a pro or a con.

Benefits & Perks: Smaller companies will have better office perks to make up for the lack of benefits a larger company might provide. When I say perks, think of things like free coffee, snacks in the pantry, weekly happy hours, or things like that. The smallest companies tend to operate like a family or community so employees have input about what they want to make it an enjoyable place to work, and the company has more flexibility to accommodate. My wife worked at a small company where they had frequent potluck lunches and birthday parties each month.

Scope of Role: Small companies have fewer people and teams so they’ll tend to take on more responsibility per team. Your role won’t be as specialized and you’ll probably end up “wearing many hats.” Your official responsibilities may be somewhat unclear or broadly stated. You could be expected to problem solves issues that don’t necessarily fit your day-to-day role but, because the company is so small, there is no one else to do it! At my wife’s small company, this was her reality and she thrived there. She loved the constant new challenges and (surprise) exposure to things she never thought she’d be doing. This is a major benefit to smaller companies if you have a similar personality.

Mobility Opportunity: At a small company, you’ll wear many hats and learn a lot of new skills. But this will happen outside the context of changing roles or taking on opportunities. Your responsibilities will likely overlap into different departments anyway so there is less opportunity and need to move around. It’s a numbers game, fewer people = fewer potential roles into which you can move. Also, lateral moves may not lead to opportunities for advancement the way they can at larger companies. At a larger company, if your boss isn’t leaving any time soon but you’re ready for more responsibility, you could probably just find something else on a different team. In a small company not so much.

The general rule that I share with my mentees is to start out at a big company since they have the resources to train you and get you up to speed. Build your expertise there and then move to smaller and smaller companies. As you move to each company, you’ll take on more responsibility, wear more hats, and continue to build your expertise. Eventually, you may even want to start something of your own.