How Self-Reflection Can Lead to Career Success

With the world of work constantly changing—from the introduction of new technologies and evolving skills to the growth in hybrid and remote work—many professionals might think their career trajectory feels more like a roller coaster.

But Nanci Appleman-Vassil, founder and CEO of APLS Group, a training, coaching, and consulting organization in Raleigh, N.C., wants HR managers and emerging professionals to know: You control your career destiny.

“You are the CEO of your career,” she said June 24 at the SHRM Annual Conference & Expo 2024 (SHRM24), in Chicago and virtually. “It’s your path; it’s your vision. You must do what you want to do.”

These days, Appleman-Vassil said, there are too many outside influences affecting career decisions: People are swayed by salary and benefits, more impressive job titles, or their perceptions of companies. But using those parameters to make career decisions can result in people living inauthentically, being unhappy about their career trajectory, and ultimately not being good leaders.

The key is engaging in self-reflection and searching inward for the career goals you want to achieve, Appleman-Vassil said.

During her presentation, she listed four critical steps to developing your career:

Have a clear vision. Figure out what you want to do in your career and what it looks like. What’s your vision? What brings you joy? What doesn't bring you joy? What do you like? What do you not like? Are you making the decision based on a first impression, or are you making it based on research and “getting your hands and feet in it?” Appleman-Vassil asked.

Continuous self-reflection is key to professional satisfaction, she said. Consider: When did you know what you wanted to do? What are your interests? What are your strongest skills? What’s your attitude like? What are your values? What’s the culture you’re most comfortable in? What’s your list of nonnegotiables for a job?

Dedicate yourself to being a continuous learner as a leader. “If you’re not continuously learning, you’re already behind,” Appleman-Vassil said.

Foster strong relationships. Relationships need to be genuine and sought out because you feel connected with someone or because you can grow with them or learn from them. They shouldn’t be about trying to get ahead.

Develop your foundation. What do you want to be known for? What’s your brand?

Appleman-Vassil also said professionals should take stock of potential blind spots that may hinder their development and success. Is there something missing that is holding you back? What can make you relate to people on your team more?

“The perfect job fit is when you have the talent, the expertise, and there is an organizational need,” she said. “Sometimes we have to create that to make it happen. You can do that with attitude and abilities.”

Chelly Conley, SHRM-SCP, director of global HR and inclusion at IT security company KnowBe4 in Florida, said she found a lot of inspiration in the session because she too has realized that introspection is vital for HR leaders.

“People, and HR managers, cannot be good leaders without knowing who they are, what they do, what they want to do and why they do it,” Conley said. “It’s so important to have self-reflection. It’s important to think about your blind spots—what maybe you’re missing when you’re connecting with employees. How can I show up for other people if I’m not showing up for myself?”