One question I don’t think we ask nearly enough — especially early in our careers — is this: Who owns my development?  A surprising number of employees still believe the answer is “my manager.” That is the wrong answer.  Your manager plays a role, yes, a very important role in fact. They can guide, support, challenge, and open doors. But you are the only one who truly owns your growth. You’re the only one who knows what you want your career to look like. You’re the only one who knows the skills you have, the skills you lack, and the skills you’re avoiding because they make you uncomfortable. And boy are some of them uncomfortable!

And let’s be honest: in this new remote working world, your manager may only see a tiny slice of how you actually interact and operate. They’re not in all your meetings. They don’t hear how you navigate conflict. They don’t see how you show up under pressure. They don’t know whether you default to “I” or “we.”  You do.  A manager can gather peer feedback — and they should — but only you have the full picture of your strengths, blind spots, habits, and patterns.

In this next blog, I will explore fun, creative, and accessible ways to accomplish your development goals with and without your managers guidance.  Coming soon, stay tuned!