The past few years have made it clear: nurses are superheroes. As a nurse, you’re committed to providing top-notch care for your patients. In the ever-evolving field of healthcare, this means honing your skills by participating in continuing education opportunities. Nursing conferences are a great way to level up your skills, earn the CEUs you need, and connect with other nurses.
Conferences are educational, fun, and exciting, but they can also interrupt busy work schedules and involve registration and travel costs. To help you make the most informed decisions for your career goals, schedule, and budget, we’ve rounded up information on best nursing conferences in 2025. Check out all the different conferences you could attend, as well as tips for how to make the most of them.
Below, you’ll find a list of the best nursing conferences by specialty, so you can choose the event that fits your unique needs. And there’s something for everyone — nursing students, leaders, educators, and more.
Date: May 18, 2025 (pre-conference), May 19–21, 2025 (full conference)
Location: New Orleans, LA
Cost: $345–$860
What to Expect: Each year, the American Association of Critical-Care Nurses joins NTI to offer progressive and critical care nurses the most up-to-date information on almost 50 conference topics related to clinical and professional practice skills.
CEUs: Past years have offered more than 35 on-site; up to 200 post-conference (through the end of October).
Speakers/Topics: NTI 2025 speakers and topics have not yet been released, but previous sessions featured expert and motivational speakers and an extensive list of topics, including a comprehensive pharmacology workshop, critical thinking in emergency situations, a CCRN/PCCN prep course, compassionate withdrawal of life support, reducing bacterial infections, and managing heart failure.
Handle/Hashtag: @AACNme, #NTI2025
Date: September 17–20, 2025
Location: New Orleans, LA
Cost: TBA
What to Expect: This is an opportunity for emergency nurses to meet and explore the latest research about emergency medicine. They can take advantage of dozens of sessions as well as an Experience Hall featuring many industry partners.
CEUs: TBA
Speakers/Topics: Topics are TBA for 2025. Past topics have included brain trauma, stroke care, blood loss, considerations for transgender patients, patient education, and emergency medical professionals in the global workforce.
Handle/Hashtag: @ENAorg
Dates:
Location: Various offerings, check dates for each location
Cost: $100–$1,350
What to Expect: World nursing education leader NPACE offers nurse practitioners a range of conferences comprising day-long and two-day virtual events as well as three- to four-day pharmacology, acute care, and primary care conferences. Whether attending a three-day or four-day event, attendees are welcome to engage in lively conversation with speakers to learn more about offered topics.
CEUs: 5–24
Speakers/Topics: Speakers for 2025 include Sheldon Fields, PhD, RN, FNP-BC, AACRN, FAANP, FNAP, FAAN; Amy Siple, APRN, FNP, GS-C; and Patsy Sulak, MD. Topics include HIV updates, suicide prevention, infectious disease updates, atrial fibrillation management, sports physical exams, and more.
Handle/Hashtag: @NPACE_org
Date: October 15–18, 2025
Location: New Orleans, LA
Cost: Typically between $600–$950
What to Expect: This large national conference attracts psychiatric–mental health nurses and other psychiatric nursing professionals at all career levels. It is open as well to any professional who is “passionate about providing care to the psychiatric–mental health population.” The APNA’s 39th Annual Conference is titled “Empowered to Innovate and Collaborate: PMH Nurses Shaping Care Excellence”
CEUs: Earn up to 115 contact hours for certification or licensure renewal
Speakers/Topics: TBA
Handle/Hashtag: @AmerPsychNurses, #PMHNCon
Date: September 11–13, 2025
Location: Austin, TX
Cost: Typically between $321–$748
What to Expect: Presented by the AMSN, this national conference invites nurses who provide surgical care to come together for networking, education, and the latest medical-surgical nursing research.
CEUs: TBA
Speakers/Topics: While the 2025 lineup is still in the works, previous conferences have included speakers like Joyce Batcheller on disruptive innovation. The focus was on how updated practices and the latest research can deliver better care to patients.
Handle/Hashtag: @MedSurgNurses
Date: April 22–25, 2025
Location: Orlando, FL
Cost: $495–$995
What to Expect: This conference is designed for nursing educators who have a passion for learning and who want to share that passion and commitment with others. In addition to the sessions, the program offers interactive workshops and three days of networking opportunities. In-person and virtual options are available.
CEUs: Typically 11+ contact hours, with opportunity for up to 12 additional contact hours in on-demand virtual sessions
Speakers/Topics: The 2025 conference focuses on critical issues for healthcare and healthcare education. These include helping more nursing students succeed, preparing students for practice, promoting quality care and patient safety, and recruiting and supporting nurse educators.
Handle/Hashtag: @NursingSummit
Date: October 8–10, 2025
Location: Atlanta, GA
Cost: TBA
What to Expect: Sponsored by the American Nurses Credentialing Center (ANCC), this conference provides a wide range of educational topics, networking opportunities, and updates on research and evidence-based practices. It is appropriate for nurses and nurse administrators from all types of organizations, including in-patient, out-patient, and school settings.
CEUs: Up to 24 contact hours
Speakers/Topics: TBA. Sessions focus on how to align nursing organizations with the ANCC’s Magnet Recognition and Pathway to Excellence programs to foster supportive practice environments. Topics from previous conferences included combating burnout, leadership development, and holistic models of care.
Handle/Hashtag: #NCPDSummit
Date: December 3–4, 2025 (pre-conference), December 4–6, 2025 (full conference)
Location: Anaheim, CA
Cost: Typically between $300–$900
What to Expect: The AACN’s annual Transform conference brings together nursing faculty members, deans, leaders, and associate/assistant deans to network, discuss the latest in nursing education, and delve into the newest nursing education research.
CEUs: TBA
Speakers/Topics: Previous topics have included leadership, excellence, and innovation in academic nursing as well as the latest developments affecting nursing education. There has also been an emphasis on equity, diversity and inclusion.
Handle/Hashtag: @AACNursing
Date: TBA (last held in July 2024)
Location: TBA
Cost: Typically between $300–$900
What to Expect: Acknowledging the critical roles black nurses play in reducing disparities and advancing health equity in nursing, the annual conference offers participants access to continuing education, career development, leadership enhancement, mentorship, and networking opportunities.
CEUs: Typically up to 20 contact hours
Speakers/Topics: TBA
Handle/Hashtag: @nbnainc
Date: March 27–29, 2025
Location: New Orleans, LA
Cost: Typically between $650–$850
What to Expect: The ANIA conference offers nurses opportunities to learn about the latest techniques in using data and analytics to inform medical decisions while networking with like-minded informatics nursing colleagues.
CEUs: Up to 11.25 contact hours for main conference
Speakers/Topics: Session topics fall within five education tracks: impact on practice, innovation in practice, leadership strategies, quality improvement and patient outcomes, and role and career development. Speakers for 2025 include Lauren Bergens, DNP, RN, and Lxchelle Arceneaux, DNP, MPH, BSN, BS, RN, NI-BC, presenting “Nursing IS Connected: Connecting Nursing Informatics to the Digital Innovation Future of Health Care.”
Handle/Hashtag: @ANIAinformatics
Date: March 30–April 2, 2025
Location: Boston, MA
Cost: Typically between $1,200–$1,500
What to Expect: The premier event for nurse leaders, the AONL conference offers participants the opportunity to interact with both experts and other attendees in a variety of formats, including small group discussions, lectures, manned poster sessions, and quick five-minute oral presentations.
CEUs: TBA
Speakers/Topics: TBA. Previous conference themes included innovation in care delivery, how to lead in challenging times, equity, diversity, and protecting the mental well-being of frontline staff and their leaders.
Handle/Hashtag: @TweetAONL
Date: March 9, 2025 (pre-conference), March 10–13, 2025 (in-person)
Location: Chicago, IL
Cost: $290–$785
What to Expect: This conference, sponsored by the National Association of Pediatric Nurse Practitioners (NAPNAP), is geared for pediatric nurses, especially those employed in primary, acute, and special care settings. Workshops take a deeper look at key topics in these areas.
CEUs: Up to 26 contact hours
Speakers/Topics: Sessions focus on specific ways to enhance the primary, acute, and specialty care practices of pediatric nurse practitioners. Sample topics and speakers in 2025 include interpretation of pediatric chest imaging (Maureen A. Madden, DNP, CPNP-AC, CCRN, FCCM); supporting breastfeeding in your practice (Christine Pfundstein, MS, APRN, CPNP-PC, IBCLC); pediatric otitis (Laurie Newton, DNP, RN, CPNP- AC/PC; Kati Dreyer, MSN, RN, CPNP; Michelle Trampe, MSN, RN, CPNP); and concussion diagnosis (Roni Lynn Robinson, MSN, RN, CRNP).
Handle/Hashtag: @NAPNAP #NAPNAConf
Date: April 30–May 2, 2025
Location: Anaheim, CA
Cost: $380–$960
What to Expect: This conference offers speakers, workshops, presentations, and exhibits that share the latest information in pediatric care. Its learning objectives for attendees include learning best practices to improve patients’ outcomes, learning at least one evidence-based practice to introduce in the workplace, and creating professional development plans.
CEUs: Up to 24 contact hours
Speakers/Topics: Topics include “Making Our Clinical Practice More LGB and TGD Friendly: A Practical Exercise in On-the-Ground Activism,” “Caring Beyond Medicine: The Impact of Building Relationships and Providing Hope in Pediatric Nursing,” and “What Pediatric Nurses Need to Know to Provide Care and Support to Their Transgender & Gender Diverse Patients & Families.”
Handle/Hashtag: @PedsNurses
Date: April 23–25, 2025
Location: Kansas City, MO
Cost: TBA
What to Expect: TraumaCon offers trauma nurses educational programs, networking opportunities, and access to the latest research in trauma nursing, all aimed at empowering these nursing professionals to return to their careers ready to provide optimal care to trauma patients.
CEUs: TBA
Speakers/Topics: The 2025 schedule is still being planned, but you might expect something similar to previous TraumaCons. In the past, topics have included a plenary session on the topic of “Preventing Workplace Violence: One Trauma Center’s Experience.” Sessions explored pediatric trauma, geriatric trauma, professional branding, pediatric bariatric trauma patients, and how trauma registries can help identify community gun violence trends.
Handle/Hashtag: @SocTraumaNurses
Date: January 27–28, 2025
Location: Bangkok, Thailand
Cost: $449–$1,599
What to Expect: In this year’s conference on “Emerging Roles in Nursing: Future Directions,” nurses from around the world come together to discuss the latest trends and innovations in nursing and primary care. Researchers in various nursing specialties share their findings from the past year.
Speakers/Topics: Speakers TBA. Topics fall within a number of education tracks, including health promotion and disease prevention, patient advocacy, public health nursing, and emergency and disaster nursing.
Date: July 14–16, 2025
Location: Vienna, Austria (or virtual presentation option)
Cost: €299–€1,199
What to Expect: This international conference invites researchers, educators, and nursing professionals around the world to come together to explore the connections between research and practice.
Speakers/Topics: The conference includes tracks that address teaching and learning methods, resources, curricula, technology for governing organizations, outcomes, clinical experiences, and preceptor experiences. Panelists include senior nurse researchers, advanced practice nurses, and nurse clinicians.
Date: October 27–29, 2025
Location: Orlando, FL, USA or virtually
Cost: $839 in person; $539 virtual attendees
What to Expect: With a theme of “Nursing Beyond Borders: Global Perspectives and Practices,” speakers, researchers, and professionals will share their latest research and advancements in the field of nursing. Nurses will gain insights on the latest trends in nursing practices from around the world, as well as scientific responses to numerous worldwide health and safety concerns.
CEUs: 30
Speakers/Topics: TBA. Previous conferences included discussions on enhancing the quality and safety of patient care and the effectiveness of delivering healthcare at a global level. Previous topics also included nurse coaching within the hospital, nursing retention, and value-based care.
If you’re planning your next nursing conference around the best time of year for you to be away from work or family, here’s a list of the conferences broken up by quarter. Read more about them in their specialty category below.
There are almost as many types of nursing conferences as there are nurses. Some are geared for nurse specialists; others are more general. But almost all include topics such as patient safety, advanced nursing practice, technology changes, traditional medicine, alternative healthcare, and much more.
Healthcare professionals learn not only from subject-expert presenters but also from other colleagues. Hearing another nurse’s experience dealing with family members, for instance, might be the most valuable lesson you receive.
One of the first steps in deciding which conference is right for you is to consider your personal needs and career goals.
Attending a nursing conference promises many benefits. Understanding these benefits can help you commit to this vital continuing education offering, whether you’re a travel nurse, registered nurse, midwife nurse educator, nursing clinical director, nurse manager, or any other type of nursing professional.
For starters, evidence-based practices are always changing. Attending a nursing conference is one of the best ways for everyone – from young researchers to community health workers – to keep up with new nursing practices, processes, and products. This is true no matter what specialty you’re in.
Furthermore, most states require licensed nursing professionals to participate in continuing education courses. Many nursing conferences count as continuing education hours you can apply toward your state’s requirements.
In addition, certain conferences can help you earn certifications within areas of nursing specialization. Adding a certification to your resume can help you land a job, boost your salary, or increase your responsibilities at work.
And although attending a nursing conference is not without some expense, many employers will subsidize or cover the cost of attending. In this case, attending a nursing conference is a win-win. However, if cost remains a concern, digital offerings are available at a significantly reduced registration fee.
Why do nursing professionals go to conferences? Here are some common objectives nurses have for attending:
Many conferences offer discounts for those who register early. Committing early also allows you to block off your time away from the workplace and schedule any necessary replacements ahead of time.
You can also save by booking your hotel early or using the discounted conference rate. If checking out a new city, this is a good time to make any highly sought after dinner reservations too.
Look carefully at the conference brochure and plan which events you will attend. Register for those that meet your goals and consider one that might help you personally or professionally, outside of your current job. Don’t forget to allow time for networking, socializing, and rest. Gaining so much information in a short time can be exhausting.
Vendors can help you discover new trends, technologies, and products that you’re too busy in your day-to-day work life to research yourself. They can also help you reassess products you already use but that might need an upgrade, such as malpractice insurance. Go through the vendor list, highlight the ones that appeal to you, and mark where they’ll be on the floor plan.
Many large conferences are located in sprawling cities or spread across several buildings. Look up your hotel, conference location, parking lots, and any meeting spots ahead of time, and save them to your favorites folder in Google Maps. This way, when you open the app and type the first word of the location you need to go, it will pop up quickly.
You’ll want to pack several essentials for your conference:
This list of best nursing conferences is just the start. Whatever your interests or goals, organizations like the National League for Nursing, National Association of Hispanic Nurses, Association of Rehabilitation Nurses offer annual meetings and national and international conferences on emerging research in many areas that can enhance your nursing career.
Keep in mind that what you get out of nursing conferences often comes down to what you put into them. That’s why it’s so important to prepare for each conference by identifying your specific goals, planning your itinerary, packing appropriately, and taking advantage of the many networking opportunities.
But why let the knowledge sharing end with the conclusion of the conference? Commit to sharing your learnings with your community (both in-person and online) to maximize the impact of nursing conferences.
One last thing: while you are focusing on growing your career, it’s equally important to protect it. Nursing malpractice insurance from Berxi will provide you with:
Learn more about malpractice insurance for nurses.
Image courtesy of iStock.com/fizkes
What percentage of nurses experience burnout? Nurse burnout has been a problem for years, but things took a turn for the worse in 2020 with the onset of the COVID-19 pandemic. In fact, 34% of LPNs and 35% of RNs responding to Medscape Nurse Career Satisfaction Report 2021 reported they felt burned out or very burned out.
Nursing burnout statistics like these suggest the profession might be reaching a crisis point. Burnout creates all sorts of problems, from patients and teams losing great nurses, who opt out of careers they once dreamed of, to harmful effects on nurses’ mood, habits, and overall health. The stress, exhaustion, and complacency that burnout causes can lead to life – threatening mistakes, putting patients at great risk.
A high nurse burnout rate can also translate to costly turnover expenses, putting a large financial toll on hospitals. Think of it this way: the average cost of refilling one bedside RN position is $46,100, and the financial toll on a hospital can range from $5.2 to $9.0 million.
Nursing burnout can be prevented, however. The first step is to identify the root causes of burnout, and the second step is to create solutions. (Hint: These solutions involve setting boundaries and practicing self – care.)
This article takes a deep dive into the statistics on nurse burnout, its causes, and the effects of nurse burnout, after first sharing some basic information about this very important subject. The more nurses know, the more they can look after themselves and the teammates and friends they care about.
The term “burnout” appeared as early as the 1970s, when American psychologist Herbert Freudenberger used it to describe the emotional and physical stress experienced by those who worked in helping professions such as nursing. Since then, the definition of burnout has expanded to include the overall physical, mental, and emotional exhaustion a person feels as a result of being overworked. It is often characterized by disengagement and detachment, as well as a pervasive feeling of helplessness.
Burnout is not the same thing as typical job stress. Stress is usually felt when someone is over-engaged, while burnout is the extreme emotional and physical effects that stress can cause.
According to 2021 studies on the topic, burnout is most common in nurses who work longer hours than the standard 40-hour workweek. The odds of work – related burnout doubled for nurses working a 60-hour week, tripled when work exceeded 74 hours, and quadrupled when work hours exceeded 84.
Nursing burnout rates grew to alarming levels during the COVID-19 pandemic. A July 2021 Nursing Central survey of thousands of U.S nurses revealed the following:
According to the NurseRegistry, these are some of the most common symptoms of burnout:
Cognitive Symptoms
Emotional Symptoms
Physical Symptoms
Behavioral Symptoms
It’s no wonder, then, that burnout manifests in daily life in many ways, including:
According to the results of a survey of nurses by Incredible Health, a leading factor that contributes to nurse turnover appears to be burnout. A survey and analysis conducted by Nursing CE Central in July 2021 sheds light on these causes of nurse burnout:
And these are just the tip of the iceberg. Other factors contributing to nurse burnout include lack of respect, physical exhaustion, pay and benefits, direct and indirect care of COVID-19 patients, interruptions during off hours, verbal abuse or bullying, and work schedule flexibility.
Some nurses are more likely to experience burnout than others. A 2021 systematic review and meta‐analysis, for example, found that certain social and occupational factors increased the risk for nurse burnout during the COVID-19 pandemic. These risk factors included:
Compare the above to pre-pandemic factors, which were:
There are great risks when it comes to nurse burnout — for nurses and patients. The rate of depressive disorders is higher among healthcare workers when compared with workers in other industries, especially during the pandemic. In fact, a 2021 meta-analysis found a relatively high prevalence of sleep disorders (44%), depression (25%), and anxiety (25%) among healthcare workers during the COVID-19 outbreak.
Burnout also indirectly affects the care healthcare workers provide. Nurses experiencing burnout may have trouble adhering to workplace guidelines, communicating effectively, avoiding medical errors, and preventing negative patient outcomes. Those with burnout may not provide the highest – quality nursing care; they may also pay less attention to detail and take more unnecessary risks. Burnout may even have a compounding effect, as increasing exposure to adverse events and providing poor care of quality may lead to even more psychological distress and burnout.
Burnout is having a significant effect on nurses, the institutions that hire them, and patients. This is especially true with the added stress of the COVID-19 pandemic that shook the medical community. Fortunately, nurse burnout is preventable with a few lifestyle changes on the part of nurses and shifts in administrative approaches.
Ready to protect yourself? Berxi makes it easy to get the coverage you need with policies designed specifically for nurses. Plus, when you buy direct from Berxi, you can save up to 20% on your premium. Get a quote today — and get yourself peace of mind too.
Originally published on July 10, 2018.
Updated on April 25, 2021.
Updated by: Lynn H.
Image courtesy of iStock.com/BrianAJackson
Nursing is definitely a rewarding field, and with the different paths that you can take throughout your career, it gives you the ability to seek employment in many different non – bedside settings. No matter what’s driving you to look for a new position, we’ve rounded up 18 non – bedside options that you might not have considered before.
We’ve also provided you with all the important information you’ll need in order to plan your next career move, including an overview of the different roles, their earning potential, and any additional skills and requirements you might need for them. We’ve also provided you with links to job boards where you can find open roles for each type of position.
Note the salary, education, and job overview will vary depending on location and facility.
Tips for finding jobs: You could get started as a healthcare writer by reaching out to content agencies such as Nurses Who Write to learn how to write for healthcare organizations as a freelance writer, pitching editors on a freelance basis, or contacting websites or publications that specialize in your area to partner with them on content creation. You can also create a profile on sites like Upwork or Contently and allow the content teams to find you. It’s a good idea to use content sites to get started earning clips, then work to strike out on your own.
Nurses who own these testing sites must follow federal, state, and local laws as well as ensure they’re practicing within their scope of practice. As this varies by state, be sure to do thorough research.
If owning a lab doesn’t interest you here are a list of covid testing jobs!
Many nurses start their own CNA training schools. There are programs and courses that guide nurses through the licensing process to ensure their schools meet state requirements. CNA instructors can also work for nursing homes, some colleges, or hospitals.
There are a number of career paths for nurses – venturing outside of bedside nursing. If one of these jobs interests you or something else is on your radar, it’s time to create goals, find a mentor, and put a plan in place. A guide to creating “SMART Nursing Goals” could help verbalize your dream and set attainable steps to accomplish. Good luck!
Image courtesy of iStock.com/FatCamera
Ever have one of those days when you’re like, “What am I doing with my career?” Oh wait, that’s every day lately?! Perhaps when you first started out, the hopes were high that your chosen profession would allow you not only to pay the bills but also achieve a sense of fulfillment. But now it’s Disenchantment City, and it’s clearly not sustainable. But is the feeling of discontentment stemming specifically from your current position or your industry in general? Don’t fret. We’re going to help you understand the cause and find a solution.
Let’s start with the fact that you’re far from alone. According to a 2020 Gallup survey, just 56% of Americans feel completely satisfied with their jobs. Nearly one in 10 feel somewhat dissatisfied, with another third of respondents falling somewhere in between.
This problem is particularly worrisome in healthcare, where burnout runs rampant. This has only accelerated with the COVID-19 pandemic. In Medscape’s Nurse Career Satisfaction Report for 2020, 37% of registered nurses and 30% of nurse practitioners claimed to feel burned out or very burned out — compared to burnout rates of 12% for RNs and 13% for NPs prior to the pandemic.
Even when they don’t feel burned out, many employees describe a concerning lack of passion or fulfillment. This issue can feel overwhelming to address, especially when, as board-certified career coach Keith “Nurse Keith” Carlson, RN, BSN, explains, so many professionals feel as if they’ve been “left to their own devices to struggle,” with little regard from employers for their mental health.
The good news? Change is possible. In this guide, we highlight the top sources of concern among today’s healthcare professionals, as well as concrete steps you can take to improve circumstances at work and in your personal life.
Before you can take positive action to revive or reset your career, you need to determine what, exactly, is getting in the way. Carlson refers to this process as the “root cause analysis.” He said he believes that a thorough assessment is vital. He compared this to the detail-oriented assessments conducted by nurses and other healthcare workers as they seek accurate diagnoses for their patients.
Take these steps to determine what you lack — and to discover what, exactly, you need in order to achieve a more fulfilling career.
Like it or not, finances play a critical role in every career decision you make, no matter how idealistic or passion-driven those choices may be. If you’re constantly stressed about your financial situation, you’ll find it difficult to put your best foot forward, even if you find your work compelling.
Unfortunately, economic struggles represent one of the chief barriers to job fulfillment, with results from the aforementioned Gallup poll indicating that only 39% of Americans are satisfied by how much they earn.
The balance between passion and finances looks different for every person. Consider your current and anticipated expenses. What would be sufficient to cover the basic necessities of life? To what extent would you be willing to compromise on pay if it means chasing a vision you find more compelling?
Your job might pay the bills, but how does it influence your physical and mental health? If you constantly feel stressed or burned out, the implications for your long-term health and well-being could be devastating. Issues like being overworked can lead to a whole host of problems, ranging from high blood pressure to insomnia and even severe mental health conditions.
While the interplay of health status and work can feel a bit like a chicken or egg situation, a deeper analysis of your symptoms may reveal the true impact your job has on your health. Consider whether the onset of your health concerns accompanied any major changes in your professional life. Would targeted lifestyle changes make you feel better? Or are these not possible until you address root problems, such as burnout or a toxic workplace culture?
If you’ve determined that you’re still passionate about your specialty, it’s possible that a problematic workplace environment is responsible for your current professional malaise. It can sometimes be difficult to distinguish whether the issue lies with your employer or your career track in general, but Carlson explains that, when your workplace is the problem, you’ll experience a general sense of unease. This may feel “like you’re a cog in the wheel and you have no voice — and you basically feel like disposable cannon fodder.”
Concrete examples may also be available. For example, you might observe specific instances of bullying at your workplace and the failure of your employer to make changes, even after you’ve voiced your concerns. Carlson says he believes that, should you bring instances of harassment or bullying to light and your employer “make[s] excuses or pay[s] lip service,” a change in work environment could make all the difference.
What gets you excited to go to work? Which specialties or niches spark your interest? If you feel lackluster about your current roles and responsibilities, it’s possible that your job doesn’t fulfill your calling.
Finding your true passion will take some soul-searching. Resources like podcasts or professional journals can help. Above all else, Carlson recommends talking to people who actually work in the specific profession you’re looking into – they can help you determine whether you’re a good fit for a particular career track. Try to chat with somebody else who made a career shift that resembles the switch you’re considering.
By this point, you’ve determined why you feel unfulfilled and have decided that you’re ready for a change. Great! Switching careers is an option, but it’s not necessarily the only approach worth pursuing. Depending on your situation, you might find greater success in seeking change within your current position. Either way, you’ll need to dig deep to define your career objectives and your value proposition, which, together, can guide you toward the meaningful change you crave. These steps will help you get started:
It’s easy to get weighed down by details as you determine which changes are most vital to your professional success and personal well-being. Unfortunately, this tendency can cause you to feel overwhelmed, thereby leading to inaction.
If you’re paralyzed by details, Carlson recommends taking a 10,000-foot view. This examines “where you’ve been over the arc of your career, where you currently are, and where you may want to go.” It doesn’t focus on how you feel about your current job, but rather encourages you to consider how satisfied you are with your overarching career and what you’d like to accomplish in the next several years.
At the outset of your quest for professional fulfillment, your path forward may seem impossible to define. A world of possibilities awaits, but the sheer variety can make it tough to know where to start.
Don’t let this convince you to accept the status quo. Instead, begin to draft a list of options. Avoid censoring your initial list, and instead let yourself imagine all possibilities. These could include everything from seeking a promotion to taking on a completely different career path.
Next, begin to narrow your list. Ask yourself which options best abide by the 10,000-foot vision identified above. Once you’ve highlighted the best possible solutions, take a closer look at available information to determine which are the most realistic.
Carlson recommends “gathering data and doing an assessment.” He compares this to the process of buying a home, in which you would typically examine details about neighborhoods, home values, and other parameters. Likewise, switching from, say, critical care to the emergency department means looking first at the availability of jobs in your area, as well as salary information, academic requirements, and scheduling considerations. This process is important, regardless of whether you want to seek a promotion, change employers, or move to a different part of the country.
Once you know your options and understand what, exactly, each solution entails, you can draft a classic list of pros and cons to give you better insight into your preferences. Throughout this process, you should keep your long-term objectives at the forefront.
Now that you have a basic understanding of what you want from your long-term career and which approaches can get you there, it’s time to make a crucial decision: stay with your current employer, or seek a new job elsewhere? Consider reframing this question to focus not on why you should leave your job, but rather on what would make staying a worthwhile option.
Organizational psychologist Karen Beck Wade, Ph.D, RN-BC, recommends looking for the following qualities:
If most of these ring true, it might be worthwhile to find ways to improve circumstances at your current job. This could take the form of seeking more vacation time, a raise, or increased flexibility.
Whether you choose to remain within your current position or seek greener pastures, you’re more likely to succeed if you feel confident in the unique qualities you have to offer as a respected, hardworking professional. These are best conveyed in your value proposition — a helpful concept identified by career development expert Ashlee Klevens Hayes, PharmD/MHA. She defines the value proposition as “how well you can articulate and communicate your value to a potential employer, colleague, or other collaborators.”
As you consider your value proposition, avoid the dreaded four-letter word “just.” (As in, “I’m just a nurse” or “I’m just beginning my career in real estate.”) Instead, identify the unique services and skills you can provide.
The cliche “know thyself” also comes into play. You hold a wealth of experience that goes beyond your specific qualifications. Determine what your employer values most and how you can show that you fulfill these expectations.
If you’ve decided that your current position offers enough benefits to make sticking around worthwhile, don’t settle for the status quo. Take action to change your situation so your job lives up to its potential. If you need help, you can check out our article, “How to Ask for More of What You Need at Work.”
The most impactful solution? Asking your supervisor to address the pressing issues that keep you from feeling fulfilled. Many employees refrain from speaking up for fear of rejection, but employers are often happy to provide the resources or responsibilities workers desire — they just need to be asked. In fact, some management professionals claim that employees who speak up about what they need command more respect in the workplace.
Before you make any requests, pinpoint the top areas of concern. Which changes at your current workplace would spark the most immediate and extensive improvements? Perhaps additional responsibilities would help you feel as if you’re making better use of your professional skills. Or maybe you need better work-life balance so you can feel less overwhelmed as you juggle workplace demands with family or grad school.
If you believe that your employer — and not your broader career path or specialty — is the problem, it’s possible that no requests (no matter how carefully phrased) will deliver the changes you desire. Issues like a toxic workplace culture can be difficult to overcome, so it might be preferable to find a new job with an employer who’s more capable of providing the kind of environment you need.
Keep in mind that a job switch won’t automatically produce the change(s) you’re looking for. After all, a poll conducted by Monster.com reveals that a whopping 76% of job-seekers think of their bosses as toxic. However, definitions of this term vary from one employee to the next, and what you, specifically, regard as unacceptably toxic may influence whether you’re willing to pursue work elsewhere.
As with any major career decision, Carlson recommended gathering and assessing data. With a potential job switch, this means researching potential employers to determine whether their company culture or treatment of staff members might be preferable. Go beyond mission statements and marketing lingo; instead, chat with actual employees to learn more.
Are you genuinely passionate about your profession? When you consider the prospect of remaining within your current career track for several years — or even decades — does it fill you with a sense of opportunity or dread?
If you’re experiencing major ambivalence that has little to do with your specific employer or position, you may benefit from shifting into a new area — or perhaps a completely different line of work. First, however, you’ll likely need additional training, particularly if your preferred specialty requires an advanced degree or specific certification.
Pinpointing your new niche or career field could take significant soul-searching. Again, fellow professionals may provide the best insight. This could come in the form of chats with mentors or even job-shadowing experiences. From there, you can determine which academic program will help you make a much-needed change in your career. Training requires a major commitment, but you may quickly find that you feel more motivated by the simple prospect of learning something new.
Career fulfillment may seem impossible to achieve, but it’s within reach if you’re willing to do the tough, personal work of discovering your calling and your inherent value as a professional. You’ll never regret standing up for yourself and seeking the respect and recognition you deserve.
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You’re determined to meet your career goals while also maintaining a fulfilling personal life. This is a difficult balance to strike, even for highly proactive and confident employees. Still, your most ambitious objectives might be within reach if you simply speak up. But how do you say you need money or more time off or less grunt work—and actually be heard?
Stating what you need seems so straightforward, and yet it’s a huge source of struggle for today’s employees. Results from a PayScale survey reveal that just 37% of workers have sought a raise from their current employer. But even those who are willing to seek more compensation could still be afraid to ask for vacation time or flexible work arrangements.
The first step? Speaking up. As the cliché goes, the squeaky wheel gets the most grease. Don’t let the fear of rejection stand in your way. Phrase your questions correctly, and you can demonstrate that you’re an invaluable asset to your employer.
Below, we highlight a few of the most common situations that might require you to ask more of your employer. We’ll also discuss ways to frame your request so that you receive the support, balance, and compensation you deserve.
You’ve demonstrated your skill and commitment every day on the job, and all that effort has led to exciting new responsibilities and an elevated status. It’s reasonable to ask for a higher salary that better reflects the unique qualities you bring to the workplace. Think of this as an opportunity for your employer to show you that your hard work is appreciated.
Before you ask for a raise, you need to understand why you deserve one. More importantly, you should be able to articulate these reasons quickly and effectively. This is best accomplished after you’ve developed your value proposition, which, as Ashlee Klevens Hayes, of career development company RXAshlee, explains, helps you articulate your expertise and accomplishments with confidence.
For example, if you work in project management, your value proposition might reflect your ability to complete projects on time and under budget. It could go something like: “My MBA and decade of experience in accounting, budgeting, and program development have equipped me to handle complicated workflows, coordinate large teams, and deliver optimal results for clients.”
Once you’ve identified and explained your value proposition, it’s time to dive in with salary negotiations. These should be based not only on your personal qualifications, but also on details you’ve uncovered about “typical” salary and benefits for your position, your level of experience, and your geographic region.
Websites like Glassdoor, Indeed, and PayScale can help, as can direct conversations with recruiters or even colleagues. Don’t let these statistics convince you to ask for less than you’re worth; use them to gain insight into compensation trends so you aren’t taken advantage of by your employer.
When negotiating a raise, resist the urge to quote a specific number. Instead, encourage your employer to quote an acceptable range first. Keep your bottom line in mind as you seek slightly higher than what you actually want, with the assumption that you’ll be viewed as reasonable when that number is eventually whittled down.
Work-life balance is a huge area of concern in today’s constantly connected society. Employees across all sectors work long hours with minimal time off, only to be plagued by emails when they’re off the clock.
Seeking a better work-life balance goes beyond taking a few more days of vacation. It’s about securing respect for your time—both at work and in your personal life. In your request, be sure to explain what a better work-life balance would help you achieve, like increased productivity and creativity.
Keith “Nurse Keith” Carlson, a career coach for nurses and other healthcare professionals, recommends doing a root-cause analysis so you know exactly why your work-life balance is suffering. This will influence how you handle your request. While he says he believes that poor personal habits sometimes influence a lack of balance, he says he feels that the issue is usually “bigger and deeper than that.” Systemic issues such as excessive expectations may be to blame for your current struggles. If that’s the case, it’s worth your while to seek relief.
When you’re ready to meet with your employer, start with a brief explanation of the value of work-life balance, specifically as it relates to your job.
This is another excellent opportunity to highlight your value proposition—but this time frame it as your employer’s need to help you stay afloat so you can continue to put your best foot forward.
An example a healthcare worker employed in the ER could say might be: “I go above and beyond during my 12-hour shifts, performing lifesaving procedures that are physically, mentally, and emotionally taxing. When I’m off the clock, I need the full time to recharge so I can recover from grueling shifts and be ready to start fresh when the next work day arrives.”
Vague requests for work-life balance are unlikely to hold sway with your employer. Instead, articulate specific ways in which your employer can help you juggle a demanding work schedule with your personal life.
How this is achieved will vary significantly from one professional to the next. A nurse or PA with young children at home, for example, may prefer to avoid the night shift. Others may struggle to find true rest or rejuvenation because they’re constantly plagued by work communication or administrative duties. In this situation, the best option may involve working with a supervisor to more clearly define the scope of the job. This will ensure that “time off” actually provides a break from work.
You bring considerable knowledge and skill to your work, but you still don’t have a seat at the table. Greater authority is only possible if you take on more responsibility. If you frame your question the wrong way, though, you could appear as if you’re underplaying the importance of your day-to-day work—or that your current role is unimportant.
Avoid thinking of yourself as “just” anything as you seek new responsibilities. Your self-perception as a skilled professional can determine whether your employer is willing to grant your request. Again, lead with your value proposition, making note of how your unique skills and qualities have equipped you to take on a greater degree of responsibility.
Highlight areas in which you can take on more responsibility, but be willing to negotiate. Just like asking for a raise, it can help to propose something just beyond your preferred level of responsibility and come down to a slightly less ambitious task or project. Never propose anything you suspect might be out of reach, as an inability to deliver could compromise any requests you make in the future.
Consider a specific project or task that you’re interested in. If, for example, your current work as an HR specialist is largely administrative, say: “I’d love to take a greater role in the upcoming recruitment campaign. I have specific ideas that can help us better attract candidates who fit our company’s culture.”
You’re not only ready for a bump in your salary, but you feel ready to take on an entirely new position. This can be a nerve-wracking process, but even when refused, your desire for a promotion signals your commitment to moving ahead in your career.
Demonstrate the skills, knowledge, and credentials you bring to the table. This can be particularly effective if you’ve recently earned a new degree or certification. For example, you could say: “I recently earned my MBA. Given the management skills I gained through my graduate coursework, I believe that I would be an excellent candidate for a senior position in the accounting department.”
Don’t base your request exclusively on tenure. These days, employers are more likely to grant promotions based on merit rather than seniority.
Don’t be discouraged if you don’t get a promotion right away. Few employers are willing to grant these on the spot, but simply nurturing the idea could get you on the path to success. Experts at the Harvard Business Review recommend asking on a quarterly basis, or, better yet, after you reach a major achievement at work.
Everybody needs time off to rest and recharge. Unfortunately, vacation time tends to be minimal in the U.S., even among mid- and upper-level employees who have been on the job for years.
Requests for extra time off can feel intimidating in an always-on society. But as with work-life balance requests, they can be successful when framed as a benefit to your employer.
Familiarize yourself with your employer’s vacation policy, determining when additional days are typically granted, how days rollover, and how much flexibility can be expected. Some tips to keep in mind: Consider asking for extra time after your performance review, particularly if you receive positive feedback. Rachel-Jean Firchau who runs a travel blog for career-conscious women suggests this approach: Requests made right after completing a busy period or a major project may also be more successful.
Firchau suggests having data points at the ready. Have a list of everything you’ve contributed to the team and organization, including any personal goals you’ve accomplished. You might want to include how long you’ve been there, how many days you currently have and how your productivity or innovation might improve under a more generous vacation policy. You might also add stats from sources like USTravel.org that found that workers who use the majority of their vacation days are significantly happier than those who don’t. The State of American Vacation 2018 reports: “Those who travel with all or most of their time are 28% happier with their companies and 24% happier with their jobs than those that travel with little to none of their vacation days. These frequent travelers are also 18% more likely to report receiving a promotion in the last two years.
Timing of your request could be crucial to your request. If the company is crushing its goals, your manager might be in high spirits and be more willing to go to bat for you. Either way, having management know how important vacation is to you will be helpful in the long-run. And, Firchau adds that if you get the approval — get it in writing!
From family obligations to grad school, a number of things could cause you to require more time away from work. Unfortunately, requests for reduced hours are often accompanied by a scaling back of responsibilities. Once lost, these responsibilities can be difficult to regain. With the right approach, you can secure the extra time you need without compromising your standing at work.
Provide a brief explanation of your circumstances. Be sure to highlight whether the time you take off will ultimately benefit your employer. Grad school attendance, for example, will equip you with new skills that prove valuable in the workplace, as well as give you exposure to cutting-edge research and practices. Explain how you can continue to fulfill your responsibilities despite being on the job fewer hours.
If possible, propose a trial period. During this time, you can demonstrate the ability to cover all essential tasks and abide by deadlines, even as you work fewer hours. Other negotiation tactics could include:
At some point, a fellow employee left their job, and instead of filling this vacancy, your employer shifted responsibilities so that you and your coworkers would absorb this role. While you were initially able to handle the increased workload, you’re beginning to fall behind. You need more support to ensure that tasks are completed correctly and on time. This could mean hiring someone else to fill the open position or shifting responsibilities in other creative ways to lighten the load.
Prior to meeting with your supervisor, consider whether any alternative solutions may be available for getting the job done with fewer employees. Sometimes, solutions like paring back unimportant tasks can work. In other cases, automation or outsourcing can fill the gap.
If you’re unable to come up with a viable solution, it’s time to ask for backup. Don’t fall in the trap of feeling like a martyr. You need and deserve help. Remind your employer how previous staffing levels consistently produced better results. Explain how the failure to fill open positions has negatively impacted you and your colleagues.
Propose specific solutions to help you handle work responsibilities without compromising your work-life balance. Your employer will appreciate the thought you’ve put into this request and may even offer alternative options you haven’t considered.
If you suspect your employer lacks the budget for an additional employee, you might suggest an outsourced solution. As an employee in a radiology department, for example, you could say: “I understand that budgetary constraints keep us from maintaining staff to handle diagnostic interpretations after hours. Could an outsourced solution for nights and weekends be a cost-effective way to keep our department running smoothly?”
Making requests of your employer can feel overwhelming, but it’s worth facing your fears and seeking the support or compensation you need. A little due diligence can make a world of difference. With preparation and the proper phrasing, you’ll be surprised what you can get.
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You have ambitious goals for your career, and you’re not afraid to take major steps to ensure you meet these objectives. Staying on track can be difficult when you’re caught up with the day-to-day concerns of your job and personal life.
That’s where an outside perspective comes in handy. This can take numerous forms, but two approaches are especially common among driven professionals: career mentors and career accountability partners. While these terms are sometimes used interchangeably, they reference different roles and relationships.
Ready to take your job performance to the next level? You don’t need to go it alone. Below, we explain how resources like mentors and accountability partners can boost your career and why you’ll benefit from both relationships.
At its most basic level, a mentorship involves a mutually beneficial, career-oriented partnership. Typically, one of the professionals involved in the mentorship has more experience or has achieved a higher rung on the career ladder. Still, both parties have much to gain; the mentee receives insight from years of hard work, while the mentor enjoys a fresh perspective.
In his Network Mastery Podcast, Matt Hall explains that the best mentor relationships focus on the long-term, with the goal of promoting success within a shared industry. This relationship tends to take on an informal approach, with compensation rarely entering the picture.
Hall adds that mentors serve a crucial role in professional development.
“[Mentors are] there to be a soundboard, help you brainstorm ideas… somebody you can check in with every week to learn something new,” he says.
Mentorship expert Martina Castro expands on the sometimes casual, yet nearly always transformational nature of this relationship in an intriguing episode from NPR’s Life Kit. According to Castro, mentorship often involves little moments in which a mentor provides a compelling perspective. This can take the form of advice but could also involve a few simple words or a properly phrased question.
Mentors are all around you, and yet the prospect of developing this important relationship can feel intimidating. According to Hall, however, you may already have a mentor and not know it.
In all likelihood, you entered your profession of choice with a mentor already established. Perhaps this individual piqued your interest in a particular field or position. Otherwise, you likely know at least a few people who have provided some element of guidance and are ready to take that next step toward becoming a true mentor.
The Center for Mentoring Excellence’s Lisa Fain echoes this sentiment, highlighting the value of existing relationships as a starting point in your hunt. If this doesn’t immediately lead to a mentor, Fain suggests “letting people know what your learning goal is and asking them who… they know who can help you with that learning goal.”
Once you’ve identified a potential mentor, it’s important to develop a relationship before making any official requests. Fain describes this process as the mentorship equivalent of a first date. This is your opportunity to discover how your mentor will fit into your life. The right pairing is essential, as your goal should be to develop a long-term relationship that will ultimately benefit both professionals.
Finding and developing rapport with a professional mentor is just the beginning. Because this person can play such an important role in your career journey, it is imperative that you nurture this relationship over time. This means checking in regularly and engaging in meaningful discussions that benefit both the mentor and mentee.
However, more important than the amount of time you spend together is the quality of that time. Don’t seek a mentor simply because you want validation.
This is your chance to be challenged as a professional so that you can grow and learn. To that end, it’s important to limit venting and instead focus on what you can realistically change or accomplish. NPR’s Anjuli Sastry points out:
“Mentoring relationships are not therapy,” says NPR’s Anjuli Sastry. “Balance is essential, of course, as it may sometimes be necessary to discuss difficult circumstances so that the mentor understands the full picture.”
Most professionals are familiar with the concept of the career mentor, but the idea of an accountability partner remains misunderstood. Some of this confusion stems from the crossover between these roles, because mentors and accountability partners often hold similar functions.
Securing an accountability partner may require more effort than developing a professional relationship with a mentor. With mentors, the difficulty lies not in finding somebody to take on this role, but rather in actually approaching this person and striking up a natural and useful relationship.
When seeking an accountability partner, you’ll need to do more upfront research, but the process of approaching and asking somebody to serve this role may actually prove easier. This derives, in part, from the accountability partner’s more defined — and often short-term — role in your professional development.
When you need to level up your fitness regimen, you hire a personal trainer. This may cost more than simply maintaining a gym membership, but it will also deliver the motivation and knowledge needed to deliver impressive, long-lasting results.
The same concept can apply to your career. If you hire an accountability partner (often, in this context, referred to as an accountability coach), you can take confidence in knowing that this person is invested in your professional journey and committed to keeping you on track.
What’s more, the exchange of payment brings an extra level of motivation that might not exist without a purposeful transaction.
Accountability coach Katrina Widener explains, “When money exchanges hands, there’s something on the line. You don’t want to waste your hard-earned cash, so you get it done.”
If you’re currently unable or unwilling to invest in a paid accountability partner, you may be able to find similar benefits from a free alternative. This may look, to an extent, like a professional mentorship — but with more structure, and, in all likelihood, a level playing field.
With a free accountability partner, you might set specific goals and timelines, with the intention of helping one another remain on track as you take on specific challenges. As with mentors, you can check in from time to time. Once you’ve achieved your stated goals, you may go your separate ways, or, if you find the relationship valuable, set new objectives and continue to hold each other accountable.
Another key difference between mentors and no-cost accountability partners? With mentorships, one person typically holds more experience and an elevated status. Accountability partners, however, tend to be at or near the same level in terms of education and professional background.
This lends such a relationship unique advantages that might not be present in a typical mentorship. For example, accountability partners may relate to one another and find it easier to commiserate about shared workplace challenges. As with mentorship, it’s best not to focus on venting. But in the right context, blowing off steam can be helpful.
How you take advantage of your accountability partnership will depend, to a large extent, on whether you opt for a paid approach. If you choose to hire an accountability partner or coach, you’ll want to research thoroughly to ensure that this person is capable of helping you meet your most ambitious goals. Prior to committing, determine whether your top candidates have experience working with professionals in your field or at your level on the career ladder.
It’s also critical that you understand your paid accountability partner’s philosophy and general approach. Do you need a brutally honest, tell-it-like-it-is style to keep you motivated? Or would positive, rah-rah interactions serve you better?
Identify key traits you want in your accountability coach and make your final choice accordingly. Don’t be afraid to communicate your priorities and preferences during your initial meeting. Remember, rapport is just as important with a paid service as it is in an organic mentorship journey.
There’s no need to choose between mentors and accountability partners. Because these individuals take such different forms and serve such distinctive purposes, it’s easy and advisable to simultaneously weave them into your professional life.
To ensure both relationships are productive, get specific with what you want from each type of interaction. While some overlap may exist, your meetings with your mentor should look at least somewhat different from your work with an accountability partner. Often, you’ll select short-term endeavors to tackle alongside your accountability partner, while your mentorship journey will focus on the big picture.
To help illustrate the varying roles that mentors and accountability partners can play in a blossoming career, we’ve provided a few inspiring examples:
No matter your field or status as a professional, you deserve a supportive team of advocates prepared to help you achieve both your short and long-term objectives. Your efforts to develop relationships with mentors and accountability partners will pay off with professional growth and greater career satisfaction. Don’t waste this opportunity to take your career to the next level.
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If you’re looking to reach some new goals in your career or maybe even pursue a new career altogether, the first step you should take is to write down a career goal statement. Your career goal statement is a smart way to help you hone in on the specific goals you want to achieve—and then allow you to work on the concrete steps to get there.
So what, exactly, is a career goal statement? A career goal statement is exactly what it sounds like: a specific statement you write down about the career goal you want to achieve. A career goal statement is explicitly clear and includes a goal and an “action plan” step to reach that goal. For instance, “I will earn my real estate brokers license this year by enrolling in an online program.”
The key to composing an effective goal statement is that it needs to be specific, actionable, and clear. While it may be possible for you to pursue more than one career goal simultaneously, each career goal statement should only focus on one goal at a time. That way, you can be crystal clear about the goal you’re pursuing and the steps you need to take to reach it.
In general, there are two types of career goal statements: short-term and long-term. There is no “right” or “wrong” type of career goal statement to make as far as choosing one or the other, and in fact, some experts actually recommend having both short-term and long-term career goal statements. For example, John Crossman, CCIM, CRX, and CEO of Crossman Career Builders, uses a 90-day, a one-year, and a five-year career goal statement for his own goal setting.
Your own, personal career goal statement timelines may differ, especially depending on the goal, but you should consider adding in a short-term and a long-term goal statement so you can envision how the two can work together. This will help ensure the steps you are taking align to where you would ultimately like to end up in your career.
There are a few reasons why you should focus on coming up with a career goal statement as a way to help you take the next step.
The beauty of crafting a career goal statement is that it forces you to hone in on the specific goal you want to achieve—and then devise an action plan to achieve that goal. The problem with having broad career goals, like “moving up the ladder” or “making more money,” is that they don’t actually get you anywhere. With a career goal statement, you have no choice but to zero in on a crystal clear goal that leaves no room for guesswork.
When you sit down to write your career goal statement, you might be surprised to discover that your actual goal differs from what you thought it was. For instance, you might assume that you want to have your own healthcare practice. But once you actually write the action plan, you may realize you don’t have the capacity for that goal at the moment and pivot your plan in a new direction. In short, the career goal statement helps you head in the direction you want your life to take. Your ideal career goal statement should be something that aligns with your resources and vision for your life. It should be based on a top priority, says Crossman.
A career goal statement could help you uncover goals you weren’t even aware you had. And if you aren’t sure you have any goals for your career in the future, a career goal statement can still help you get inspired. Carve out some time to sit with a journal and a cozy drink and test-drive a few career goal statements as a brainstorming activity. It’s a good opportunity to see if any of the career goals you come up with strike some inspiration. Maybe you’ll even stumble upon a career ambition you weren’t expecting!
Lastly, a well-crafted career goal statement is trackable and measurable, Crossman says. That means that just by writing the statement, you are making a plan to be accountable to yourself. It’s a fool-proof solution, especially if you tend to be someone who needs a little extra accountability to hit your goals.
A career goal statement can help you clearly identify your goals for the future and outline realistic, practical steps to get there. A career goal statement typically includes three key components:
You can think about it in the following formula:
Career Goal Statement = Goal + Action Plan (Timeline)
There are plenty of ways to actually write out a goal statement, but the most successful ones typically follow this format:
“I will do [X] by [Y]. I will accomplish this by doing [Z].”
In the above formula, “X” represents the specific career goal you have, “Y” represents the timeline (or deadline) by which you want to achieve your goal, and “Z” represents the various steps you’ll need to take to get there. Here’s an example of how this could look in real life:
“I will open my own practice as a nurse practitioner in 2022. I will accomplish this by finishing my business plan, renting office space, and hiring the employees I need.”
The key to a good career goal statement is that it needs to be as specific and concrete as possible. So, instead of a statement like, “I’d like to move up in my career,” your career goal statement would say, “I will become floor manager within four years by earning my MSN and receiving mentoring from the current manager.”
Also, notice that we use the phrase “I will” in both parts of the statement, rather than softer language like “I’ll try” or “I can.” When you use strong, definite action verbs in your goal statement, you’re making a firm commitment to yourself that this is your goal and here’s how you’re going to achieve it. Of course, you certainly don’t have to use “I will” in your own goal statement, but do try to use strong language that makes you take a firm stance on the goal you’re trying to hit.
A career goal statement can help you clearly identify your goals for the future and outline realistic, practical steps to get there. A career goal statement typically includes three key features:
There are plenty of ways to actually write out a goal statement, but the most successful ones typically follow this format:
“I will do X. I will accomplish this by doing Y.”
In the above formula, “X” represents the specific career goal you have, and “Y” represents the various steps you’ll need to take to accomplish it. Here’s an example of how this could look in real life:
“I will open my own practice as a nurse practitioner in 2022. I will accomplish this by finishing my business plan, renting office space, and hiring the employees I need.”
Notice that we use the phrase “I will” in both parts of the statement, rather than softer language like “I’ll try” or “I can.” When you use strong, definite action verbs in your goal statement, you’re making a firm commitment to yourself that this is your goal and here’s how you’re going to achieve it. Of course, you certainly don’t have to use “I will” in your own goal statement, but do try to use strong language that makes you take a firm stance on the goal you’re trying to hit.
Now that you know the general formula for writing a career goal statement, we’ll walk you through the step-by-step process of actually creating one.
Your first step will be to choose the career goal (or goals) you want to achieve. Although you may think that your career goals should be only focused on your job status or title, your career goals should also include larger aspects, such as what type of lifestyle you want with your career. Ask yourself the following questions:
The important part of this step is to let yourself freely dream — don’t hold back! Now’s your chance to do some self-reflecting and think about what career goals you want, why you want to achieve them, and how reaching those goals can help improve your life. No goal is off limits here, so don’t self-edit your goals before you even get a chance to go after them.
As you move through this stage, you may notice that you end up with a lot of different goals and that’s OK. As you answer the questions, you will be able to prioritize the career goals that align with the life goals you have. Aim for ending up with one or two key career goals to focus on at a time. Another tip? Focus on five years ahead or less, says John Crossman, CCIM, CRX, and CEO of Crossman Career Builders.
Next, you’ll need to do your homework and gather some general intel about what you’ll need to do to reach those goals. They don’t have to be specific steps yet — you’ll get to that later. For now, just focus on getting a better understanding of what the path to your goal could look like and what you’ll need to do or have to get from Point A to Point B. For example, will you need to go back to school? Will you need to move? Is there a continuing education course you could take or a conference you can attend to sharpen your skills? Will you have to scale back on paid work while you move toward an advanced degree?
This is also a great time to talk to someone who’s currently in the position you hope to have. Set up a coffee date or phone call to chat about how they got to where they are, what steps they took along the way, and any insight or advice they have about getting where they are. “Look to people who are 10-20 years ahead in their careers and study them,” Crossman suggests.
Now that you have a general goal in mind, you’ll need to hone in on what you specifically want to accomplish. Enter: SMART goals. According to this particular goal-setting framework, good goals should be:
Now that you have your target, it’s time to figure out how you’re going to hit it. To do this, you’ll essentially need to start with your goal and work backward to identify each step you’ll need to take and each milestone you’ll need to hit along the way. This will also help you figure out what tools, resources, and possibly even education you’ll need to move yourself closer to your objective. For instance, if you’ve chosen a goal that includes career advancement, you may need to go back to school or gain additional certification in your field. “Start with a vision and then work to develop 5 action steps to take,” advises Crossman.
Here are some other things to consider as you make your plan:
Write down every every aspect of your action plan down in this step, from applying to grad school and networking to scaling down the responsibilities you have at your current job. “I break down my goals into [those achievable in] five years, one year, and 90 days,” notes Crossman.
The beauty of a career goal statement is that it boils down your lofty goal into one simple goal and a few actionable step(s), so it really shouldn’t be longer than one or two sentences. If it’s any longer than that, it will start to become too complicated. As long as your career goal statement includes your goal and a very clear action plan, you’re good to go.
As we mentioned earlier, you can break down your career goal statements into both short-term and long-term career goals. This can be especially helpful if you have a large long-term goal that needs to be broken down into several steps, if you are beginning a new career, or if you are a recent graduate doing some planning for your future. Here are a few examples of what short- and long-term career goal statements can look like.
After you write your career goal statement, you follow it to a T, you reach all your goals in a timely fashion, and you live happily ever after, right? Well, in an ideal world, sure. But in the real world, life can certainly intervene to do its best to thwart your efforts in chasing down your goals.
If that happens, the good news is you can use your career goal statement to reevaluate, reassess, and get back on track, if needed. Your career goal statement is something that is never set in stone and can grow and evolve as necessary.
Use your goal statement for direction and motivation, but don’t be so attached to it that you close off the evolution that may happen as you move through life. Flexibility and adaptability can happen, and that’s actually a good thing. In fact, for long-term goals, especially, you should assess what’s working and what’s not working on a regular basis. That way, you can quickly identify if anything in your life—whether through internal or external factors—has changed your goals and take steps to pivot, as needed.
By now, you’re probably convinced that you need a clear and effective career goal statement. Here are some tips to help make that happen:
For example, use a phrase like “I will…,” instead of “I hope to…” or “I want to…”*
For example: “I will specialize in outpatient surgical services,” instead of “I don’t want to work on Med/Surg.”
While increased income can certainly be an attainable and admirable goal, you’ll find more success if you also align your income with your goals and values.
Although your career goal statement should be specific, you don’t want to get bogged down by including every single detail you need to do to reach your goals.
As aspirational as it may be to reach for the stars, you want to make sure you get there in manageable steps. Otherwise, you may get discouraged and stop reaching all together.
It’s been proven that physically writing down your goals—with actual pen and paper—is correlated with achieving them.
“Written goals are far more likely to be achieved,” Crossman says. “They give you a focus and a purpose.”
Be sure your loved ones know exactly what you achieving your goal might look like for them, as well as what you need from them to succeed. That might mean extra chores from the kids or increased childcare from your partner. Either way, make this a team effort.
Remembering your reason for working so hard will help you keep going even on the days when it’s hard. (And there will be those days. You can count on it.)
Maybe it’s an app on your phone, a calendar on your wall, or, hey, if a sticker chart works for you, then bring on the stickers. The point is, find some way of visually charting your success that helps keep you motivated.
One thing that can be helpful for this is to keep a list of things you can do in 15 minutes (send one marketing email), 30 minutes (draft a proposal), one hour (study), or two hours (complete your certification exam). That way, even if you have a day when all you have is 15 minutes, you can still work toward your goal and not experience the discouragement that comes with losing momentum.
To get where you want to go, surround yourself with the industry you want to be in. Follow the people you admire on social media, subscribe to the journals in your aspired profession, and join groups that will help you stay connected. Immersing yourself in the world you want to be a part of will help you get there and feel confident that you belong.
Originally published on January 5, 2021.
Updated on June 18, 2021.
Image courtesy of iStock.com/HAKINMHAN
Have you ever been in the office when a manager told a bad joke? Like, a really bad and offensive joke? Maybe you’ve seen a male colleague ogle a female staffer and treat her differently. These common examples of bigotry and inequity show just how important diversity can be to combat discrimination in the workplace.
Discrimination is the act of prejudice. It’s the unfair treatment of people or groups of people, based on age, color and race, national origin, religion, pregnancy, political affiliation, trade/union activity, marital status, sex, sexual orientation, gender identity, and disability. According to the Equal Employment Opportunity Commission (EEOC), there were 72,675 cases of workplace discrimination complaints in 2019. Charges relating to color and race discrimination were the most common types of complaints.
So how can we make this better? It’s not only about removing or educating the “bad apple,” it’s about encouraging everyone to be an active ally.
One of the most courageous and influential things an ally can do is speak up for someone. Despite the fear associated with speaking up, the consequences of not doing so can cause more harm than good. In fact, not speaking up is equal to collusion. It implies complicity, agreement, and passive involvement, even if that’s not the intent. Think about kids on the playground: one is a bully, and another is a bystander. The bystander is just as responsible as the bully. Why? Because he or she is allowing bad behavior to continue and possibly even benefiting from it.
Translate that scenario to your team. Say your Hispanic teammate is continually getting the grunt work, while the white teammate is getting to shadow the manger on bigger projects. This white teammate should speak up, otherwise he is merely benefiting from racism. The more people speak out against injustice, the more reports are submitted, the more complaints are filed, and the more attention is drawn to illegal and unacceptable practices.
However, it is not easy to speak up in advocacy or defense of someone. It takes curiosity, lots of courage, bravery, and the ability to show up to be an ally.
As a diversity and inclusion advocate, my goal is to educate, empower, and equip people with the tools and information to create equitable and inclusive spaces for everyone. This includes strategies on how to be an active ally.
An “ally” is a person who uses their influence and privilege to call attention to and show support for an oppressed person or group. Allies support groups or individuals they may not personally identify with but want to help anyway. That’s what makes being an ally special. An active ally is someone who consistently works to dismantle barriers and doesn’t seek acclaim or attention for their effort. They regularly engage in difficult discussions, ask questions, listen to understand, and constantly check their own assumptions and biases. Allies frequently check in and confirm with the marginalized group or person to see if they’re using their power in a manner that’s beneficial and influential. And most importantly, an active ally is someone who’s willing to amplify the voices of the unheard.
According to The Muse, there are seven types of allies that can show up in the workplace:
Though each type of ally has its own distinct role, they all share a common purpose and goal: to create a safe and inclusive space for everyone by taking action.
I get these questions a lot: “Why do I need to be an ally? Do people really want me speaking up for them? Wouldn’t that feel patronizing?” And my answer is always a very simple one: You need to be an ally because it’s just the right thing to do.
A 2020 survey by LeanIn.org on perception of allies in the workplace showed that many Black and Latina women do not feel they have an ally at work. That’s sad. Imagine the level of productivity of someone who feels their co-workers don’t have their back. Or worse, don’t have their co-workers’ support and respect.
When working with a group of people over time, whether in person or remotely, they become your teammate. And, as with any team, you’re only as good as your weakest player. If a member of the team is struggling, feeling unwelcome, invalidated, or discriminated against, it’s the responsibility of the other teammates to believe them, listen to them, hear their story, and take an active role in improving their experience. This will boost the morale and productivity of the teammate and workplace.
And in doing so, being an ally, you’ll get to learn more about your teammate. You’ll understand that maybe it wasn’t lack of motivation, but instead, feelings of oppression or lack of respect. This is why awareness and empathy are the first steps of being an ally. The ability to see and understand your teammates as people as well as workers is essential for building strong teams.
Discrimination does not have to be bold, overt, or graphic to happen. In fact, there are many, many less obvious ways of discriminating against others that can be just as harmful as the overt kind. These are what we refer to as “microaggressions”: subtle, “everyday” actions that show implicit bias. For example, a microaggression could take the form of an inappropriate joke, or telling a Black woman, “You’re so pretty for a dark-skinned girl” (which, believe it or not, has been said to me numerous times). Microaggressions can also take the form of perpetuating outdated social norms, such as assuming that a woman wants to have children, or that her husband wants her to stay home once she does.
When talking with your teammates about the obstacles they’ve endured, try asking questions to learn more about their experiences so you can position yourself as an advocate. Here are a few examples of things to ask to educate yourself:
The best way to support someone isn’t just by acting (“I’m going to HR!”), but also by listening and learning. Physically show support with your regular daily actions. It might be that discrimination or harassment has never happened to you. In that case, it’s important to recognize your privilege as you hear about the experiences of others. It’s also important to seek out feedback on how you can be a better ally and teammate. According to Molly Q. Ford, vice president of Global Equity Programs at Salesforce, there are four key actions any ally can take when trying to uplift the voices of their peers. These are what she refers to as the “Four Equality Ally Practices”:
As a nurse educator, I find a lot of value in creating skills checklists to help people remember important information. For my active ally list, I’ve associated each with the specific part of the body necessary for that skill. Take a look:
If you’re looking for more guidance, the Guide to Allyship has a great list of “dos” and “don’ts” when working toward becoming an effective and active ally. Here are a few of my favorites:
I’ll leave you to reflect on two quotes from Rev. Dr. Martin Luther King, Jr., about allyship.
“Our lives begin to end the day we become silent about things that matter.”
“Life’s most persistent and urgent question is, ‘What are you doing for others?’”
As you work to build a cohesive team, remember that creating an equitable and inclusive environment is important to get the most out of your teammates. All co-workers should feel welcome, appreciated, and respected despite their differences.
Offer resources, a platform, and effective and consistent communication. If you learn anything about being an ally, it’s to know that allyship is about aligning yourself to support a cause, group, or person. It’s not about you. Put some light on your teammate who may have been overlooked. Then move out the way, and let them shine!
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Most of us would describe ourselves as kind. Kind enough, anyway. We’re kind to our patients or customers, to our friends, our boss, to management. We’re kind to a stranger who might be lost or confused. You may not realize it, but there are actually great health benefits to being kind: increased energy levels, feelings of calmness, lower blood pressure, less stress, and improved happiness. These are all proven benefits of acting kindly to others. But what about when it comes to your team at work? Should a boss prioritize kindness as part of their leadership style?
It turns out that good, strong leaders aren’t just organized, motivational, and clear communicators. Research shows they’re also kind and empathetic, setting the tone for their entire team and cultivating an atmosphere of positivity and success. This creates a sense of connection and belonging that can unite a team and strengthen the work you do.
“I’m kind,” you think. “I care about my teammates.” That’s great. However, you don’t want to confuse empathy with kindness. As an empathetic leader, you’re able to relate to your team. You can view a situation from someone else’s perspective. But it’s your reaction that shows kindness. Dr. Renee Thompson, CEO and founder of the Healthy Workforce Institute, focuses on eliminating disruptive behaviors in the workplace — behaviors like bullying, incivility, ignorance, and cruelty. Kindness and empathy go hand in hand to combat these behaviors, but Thompson helped explain the difference and importance of nurturing both. Empathy, she says, is the feeling you have naturally for another person. Kindness, however, is the action you take when you feel that empathy.
“Empathy really involves some type of connection that you have with another human being. There’s got to be some type of thought, some type of feeling, where you look at what somebody’s going through, and there’s this sort of right brain-left brain connection and you feel something for that other person,” Thompson says. “Kindness, I don’t have to think about it. I don’t have to intellectualize it. I can just be kind for the sake of being kind.”
Our brains are full of mirror neurons, which trigger specific feelings and sensations based on what’s happening around us — including empathy. For example, you pass by a coworker eating their lunch in the breakroom, and your mirror neurons trigger hunger. You see an ASPCA commercial on TV, and your mirror neurons trigger sadness. Or say you see someone get hurt, and your mirror neurons trigger empathy. Our mirror neurons fire either when we act or when we observe an action performed by someone else. The neuron “mirrors” the behavior of the other, helping explain scientifically why we naturally feel empathy and are compelled to act with kindness when we see kindness being done.
As a leader, “you have to help people understand that the way they treat each other is just as important as the service you’re providing, the care you’re providing, and the product you’re producing,” Thompson says.
Because when it comes to your bottom line, kindness can help your team work more efficiently and sustainably.
A 2019 Forbes article discussed a study on how prioritizing kindness can create a ripple effect that can change the culture of the workplace.
Here’s what happened: University of California researchers told a group of coworkers that they were part of a kindness study. Select members of the group were deemed “givers” and told to perform random acts of kindness for the rest of the participants. The researchers checked back once a week for four weeks to find out what kindness they’d shown and received, as well as how it made each person feel.
At the end of the four weeks, all participants completed a job satisfaction survey, and it was clear that the acts of kindness had had a positive impact. Those who received kindness said that they felt a heightened sense of camaraderie with their team and were happier at work. But get this: The 19 “givers” reported higher levels of job AND life satisfaction, too. Based on the results of the study, the UC researchers concluded that random acts of kindness increased the “sense of well-being, autonomy, and competence” of both the givers and receivers.
The study also notably showed that random acts of kindness can be contagious. Throughout the experiment, the participants wanted to know who performed the kindness and became increasingly creative in how they returned it. This “thinking outside the box” had obvious positive effects on creativity in the workplace, all stemming from the idea that being kind can change the entire team’s culture.
The ability to be a kind and empathetic leader helps build trust and develop loyalty among your team members. Erin Urban, an author and career growth strategist, says that if you’re able to show kindness while leading, it can be a strength.
“It takes a long time to build trust, but only seconds to destroy it,” Urban says. Thompson agrees: by being intentionally and assertively kind, she explains, you can:
That all sounds great, but how do you actually go about doing it? To help you out, the Center for Creative Leadership put together a list of four main ways managers can show empathy in the workplace:
Additionally, the Random Acts of Kindness Foundation provides leaders with seven steps they can take to establish a culture of kindness and empathy in the workplace, which will help ensure that your team wants to show up and do their best work. Workplace leaders should:
Everyone, including team leads, can change the culture of a workplace for the better with just a little kindness. We asked our experts and crowd-sourced numerous professionals on Facebook for their thoughts on what makes kindness work at work. Here’s a list of 101 ways to use kindness as a way to motivate and support your team:
Not a team leader? Here are some ideas for both big and small ways you can foster a culture of kindness among your teammates.
When it comes to spreading kindness among your patients or clients, you may want to consider “reading the room” before you spring into action. What works for one person might not be appreciated by another, so use your discretion when implementing the strategies we list below.
At the end of the day, being kind doesn’t hurt anybody. In fact, your team’s effectiveness and cohesiveness will likely improve, as will your personal health. So, go ahead: print out this list and start implementing some of the strategies we’ve shared with you. Show your team that kindness is a workplace skill that should be prioritized.
Image courtesy of iStock.com/StockRocket
