The Rule of Three and the Path to Career Decision Making

I have been fascinated by the Rule of Three for a while now, deeply rooted as it is in human psychology, communication theory and cognitive science. The Rule of Three, employed by master storytellers from Shakespeare to Steve Jobs, highlights that presenting information in sets of three is more memorable, compelling, and impactful. I constantly identify and use threes – three steps in popular career frameworks, three comprehensive arguments for influencing, three kisses for luck.  

When I started this blog, I wanted to write about the use the various three-steps frameworks to get ‘the job that you want’ but on reflection I think it is better to write about how to make a decision about ‘the job that is right for you’.

Hopefully most of you would agree that there is an important difference. My reframed question is: ‘How can I avoid pursuing jobs that seem attractive and popular, and instead make decisions to pursue and secure the job that is right for me?’.

How to know and recognise a job is right for you
You may have attended our career workshops when we talked about the career trifecta and the alignment of your personal values, strengths and interests to identify the job that is right for you.  
There are three steps to assess your current role:

1. Does the job energise you and make you feel enthusiastic?
2. Does the job align with your long-term career and personal life aspirations?
3. Does the job offer you meaningful opportunities for growth (not exclusively in financial terms)?  

For those still exploring and having informational conversations, look for affirmative answers from your conversations to the following questions:  

1. Are you energised by learning about the role?
2. Can you see how this role will fit with your future career and personal plans?
3. Can you identify opportunities for growth and learning in the role?

What makes career choice difficult
As a Coach I have observed the following situations:

1. Desire traps and immediate gratification
   A good degree from a top business school like WBS creates expectations not just in us but also those in our immediate social group towards specific jobs. Often there is a romanticised idea of what these roles will be, and without a deep understanding of the reality, we can feel the appeal towards specific job titles, the associated monetary rewards and status, and the immediate gratification these will deliver.
2. Comfort zone
   The fear of stepping out of our own comfort zone plays a significant barrier in making career choices as we refuse to explore outside our familiar surroundings. In discussions around career exploration, I often hear phrases like ‘I am not sure I can do this’ or ‘yes, but….’, outlining all the potential risks and challenges. I don’t suggest you take uncalculated risks, but encourage you to have the courage to step out of that comfort zone and believe in yourself.
3. Self-perception
   Similarly I often hear ‘I don’t have experience in’ or ‘I don’t know how to…’, which unfortunately, is an internal narrative created by us (and not necessarily perceived by others) and represents our own limiting beliefs. Some of these can be traced back to past experiences, but since then we have learnt and grown, and it is very likely that there is a new ‘improved’ self out there, which is able to adapt and achieve. 

How to develop your own career decision making strategy

1. Self-analysis
   1. Values – Reflect on your values, including which values are important for you and prioritise them. Assess how you live these values and how you’d like to live them in your next job
   2. Skills - Carry out a comprehensive audit of your skills and map these against future career plans. Identify areas for growth
   3. Interests – Consider your interests and assess what value you bring to the job, what impact you want to create and where this should be focused.
       
2. Decision Mapping
   Using a matrix map out your career choices, objectively evaluating the opportunities. For each role evaluate:
   1. Responsibilities, renumeration, career trajectory
   2. Opportunities for learning, acquisition of new skills, transferability of skills
   3. Exposure, support, quality of network.

In more detail evaluate the potential for skill development and consider both technical and non-technical skills, while thinking of skills that will be important for the future. Include your personal values and identify how they will align with the roles.

3. Strategic Reframing
   a.  Learning - using your growth mindset reframe the jobs as learning platforms in this way they become opportunities to grow and explore
   b. Adaptability - today we are far from the notion of ‘jobs for life’ and in the complex and rapidly changing world we live in, your adaptability will be a crucial strength
   c. Resilience - make sure you consider how you will maintain and expand your resilience.  

As part of this strategy, imagine what you aspire to be in in five years time. Consider what steps you will need to take to achieve that future state. Create a pathway of present choices and jobs to future outcomes, and be aware that this may involve some delayed gratification.

Career decision making should not be driven by peer pressure, anxiety and desperation but by a clear, intentional and learning-focused approach. In the end clarity of thinking, deliberate intent and openness to learning will be your three most useful supports.