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Does your current job title matter? Which are the ones that do?

Are old fashioned titles really serving your career or are they hindering your advancement? I have good news and not so good news.

The good news is that old fashioned hierarchical organizational structures and charts are exactly that, old fashioned. They relied on authority and a ladder approach for advancement and influence.   Now, you no longer need to wait in line to have influence and be a leader.

The bad news is that if your authority and influence within an organization hides behind a title -especially within management or the executive – then the reality is titles and status alone are no longer a place to arrive. They are a place to keep earning every single day by beiHello-My-Job-Title-Isng the embodiment of the values, goals and objectives your organization stands for. A tall order? You bet. Leadership is not meant to be easy or a place to rest once you arrive.

In today’s fast, dynamic and ever changing world the true titles that I have come to respect due to the true measurable impact they have within an organization are:

Change Agent: A person from inside or outside the organization who helps an organization transform itself by focusing on such matters as organizational effectiveness, improvement, and development.

Brand Ambassador: A person within the organization that represents it in a positive light and by so doing, they help to increase brand awareness and sales

Champion: A person who is passionate about an initiative, becomes proficient and knowledgeable about a particular area of improvement or development for an organization and becomes its advocate.

Sponsor: Usually in the form of managerial or executive support. A sponsor helps a champion, innovator or leader within the organization act positively for the betterment of securing resources and/or support to bring an initiative to fruition.

Facilitator: They help a group of people understand their common objectives and assist them in planning how to achieve these objectives; in doing so, the facilitator remains “neutral” meaning he/she does not take a particular position in the discussion.

Mentor: The mentor may be older or younger, and will have a certain area of expertise. It becomes a learning and development partnership between someone with vast experience and someone who wants to learn

Leader: Leadership is not management.  This is the big one. Leadership and management are not synonymous. Unlike management leadership cannot be taught, although it may be learned and enhanced through coaching or mentoring. Leadership is the capacity to translate vision into reality for self and for others. The ability to inspire people and most of all the ability to be the embodiment of the traits needed for success. Leadership has no organizational title – it is a human quality occurring at all levels within the organization.

Innovators: Take responsibility for introducing something new to improve the system. Their focus is on invention in addition to optimal utilization. They seek practical applications for their creative ideas. They look at what could be in addition to what is and what ought to be.

Coaches: Enable performers to continuously increase their effectiveness. The coach increases the motivation and competence of the performer while helping avoid underachievement or misdirection of talent.

Colleague: Is being able to see yourself truly as part of a team, respecting the talent and contribution of your peers.

Team Builder: A team-builder turns a group of people working or meeting together into a cohesive unit focused on achieving high-performance goals that have been agreed upon by the team.

Problem Solver: A problem-solver reflects upon his/her performance. There are four stages of working smarter. Problem recognition merges into analysis and then into taking corrective action to yield the best possible outcome. The final stage being problem prevention.

Are any of these titles applicable to you? If not, what are you waiting for? They are a catapult to success.

Would you as a leader know how to identify these traits within your organization? Be able to nurture them? And most of all retain such talent?

Carolina Billings

Carolina Billings

Carolina M. Billings is an executive with 15+ year’s leadership experience in the fields of Business Development, Human Resources and Finance. As CFO-CHRO of a multi-million business conglomerate, she performs a truly interdisciplinary role within a portfolio of diverse industries ranging from Supply Chain, Logistics & Distribution, Wealth Management, Furniture Import, Sales & Distribution as well as Interior Design. She champions leadership initiatives as well as empowering and coaching/mentoring others to lead. Developing a hybrid of Finance and Human Resources has enable her to become leading business partner. Her great ability to influence and engage others in the pursuit of goals and objectives makes her a true innovator and change agent. Carolina is currently pursuing her Masters in Interdisciplinary studies with Royal Roads University, She holds Graduate Certificates from Cornell University and Queen’s University in the fields of Change Management and Leadership. She is a Co-Active Professional coach currently doing her practicum towards Certification with ICF. She holds a CHRL designation and a High Honor’s HRM Graduate Certificate. Carolina is the founder of Big Fish Coaching a private practice specializing in personal leadership, career coaching, conflict resolutions and life change management.
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