Growing Your Career without Moving into Management

Traditional career paths often move from individual contributor roles to managerial or supervisory roles. However, it’s common for state agency employees to follow a more nontraditional career path, like making lateral moves to a new role at the same level or choosing to stay in their current role without moving to managerial or supervisory roles.

No matter what you choose for your own career path, growth opportunities are always available to you in state service. Having a ‘growth mindset’ sets you up to be strategic and diligent about seeking out these opportunities.

What factors do you think influence a person’s decision on whether to move into a management role or not?

Personal Career Goals - Consider what you want from your career. This can evolve over time.

  • Do you want the opportunity to have more influence in decision making processes?

Work-Life Balance - Management roles can come with more responsibility and stress.

  • Is now the right time for you to take on more responsibility at work?

People Management - Some people enjoy coaching others, and some people want to focus on their individual work and technical expertise.

  • Do you have the interest and capacity to volunteer for a leadership role at work or in the community?
  • Does your style, passion and personality align with managing people?
  • Or are you still waiting for the right opportunity to arise and take on a new challenge?

Be sure you have done an internal assessment of your style, personality and strengths. Have you asked for feedback and input; Your self-awareness is key! You may also choose to apply and enroll in a leadership program that can assist you in determining your next career move.

Now back to growing your career without moving into management.

Diligently Advocate for Yourself

Ensure that you diligently advocate for yourself with your leader and others in your organization. Below are some ideas to support you in this process. Ask yourself, which of the following do I need to start doing?

  • Communicate what you want to be involved in and use your individual development plan (IDP) conversations to support making it happen. For example, you may want to be part of or lead a community of practice (CoP), an employee resource group (ERG), a project, a steering committee, or obtain a certification. Your regular one-on-one with your supervisor is a great place for these conversations.
  • Stay informed and continue to build strong relationships with your supervisor and other agency leaders. Use your one-on-one or informational interviews to ask questions about opportunities that may be upcoming.
  • Make your impact visible. When you are recognized for your work, always ensure your supervisor knows about it. Document this feedback in your performance review.
  • Be intentional about your learning time. Block your calendar for your learning, set goals, stay accountable and seek feedback. Continue to learn and grow your skills and share them with others.

Find Your Next Opportunity

Expose yourself to other work experiences and conversations. These experiences can help you think differently about your current work and what you may want to do more of.

  • Network and stay informed about what is happening at your agency and throughout the enterprise. Use this information to be ready when opportunities arise. Use informational interviews and networking to connect or volunteer for a committee or project.
  • Say yes to opportunities even if you may not be comfortable. For example, say yes to stretch assignment, a nontraditional move, special project, work out of class, or a temporary position. Ask for feedback from those you have worked with at these opportunities.
  • Get out of your comfort zone. It can help you determine what you want to do more or less of. This can enhance your self-awareness and further discover your strengths.
  • Assess your transferable skills and learn to leverage them. Work with a mentor or supervisor if you need help in starting this process. Start by writing down your key job responsibilities. Once you are aware of your skill sets and strengths, use them to expand your role and opportunities.
  • Build relationship with a mentor(s). Informal mentorship relationships may be easier and quicker than formal mentorship relationships. Pro tip: Observe and look for people who navigate the state systems well. Seek these people out and ask to connect.
  • Create and act on your IDP. Use your IDP for more robust conversations with your supervisor. You may use your position description as a guide when creating your development goals.

Focus on your growth mindset. It will help you continue to develop your skills and enhance your career journey!

Envisioning Nontraditional Career Paths

Here are few hypothetical examples of state agency employees’ nontraditional career paths. It’s important to know that some nontraditional, non-management career moves could result in the same or increased pay.

  • Career movement within the same agency – Learning and Development Specialists > Learning and Development Supervisor > Program Manager
  • Career movement across multiple agencies – Communications Specialist 2 at the Department of Natural Resources (DNR) > State Program Administrator Senior (DNR) > Communications Specialist 4 (MMB)

Relevant Resources