One of the best parts of teaching is getting the side notes from students appreciating a lecture, or sharing an insight they gained, or sharing their enthusiasm with a subject with me. It’s what’s kept me in teaching so long.

In a recent entrepreneurship lecture, a student shared a familiar sentiment: the “energy” from her company had waned over the past 15 years, and she missed the “spark” of the early years. She was worried she might have to leave to find it again. This reflection opened up a broader conversation about personal and organizational growth, and how to navigate the crossroads we often face in our careers.

Organizational Growth Stages

Organizations, like living organisms, go through various stages of growth. The Adizes model, developed by Dr. Ichak Adizes in the 1970s and still widely used today [1], identifies these stages as:

Courtship: The initial stage where the organization is just an idea. There’s high enthusiasm and founders are “in love” with the concept.
Infancy: The organization is born. Focus shifts from ideas to action, with an emphasis on producing results and meeting immediate needs.
Go-Go: Rapid growth phase. The organization experiences success and expands quickly, often taking on more than it can handle.
Adolescence: The organization seeks to establish independence from its founder(s). Professional management is often introduced, leading to conflicts between the old and new ways.
Prime: The optimal balance between flexibility and control. The organization is effective and efficient, with a clear vision and achievable goals.
Stability: The beginning of decline. The organization is still strong but losing its flexibility and innovative spirit.
Aristocracy: Focus shifts to how things are done rather than what is done. The organization becomes risk-averse and relies on past successes.
Early Bureaucracy: Problems start to surface, and the organization focuses on who caused the problem rather than how to solve it.
Bureaucracy: The organization becomes rule-driven with many systems but little functional orientation. It's disconnected from its environment.
Death: The organization no longer delivers value and ceases to exist in its current form.

Each stage has its unique challenges and energy. The early stages are often characterized by high energy, flexibility, and rapid growth, while later stages may bring stability but also the risk of stagnation. Research continues to support the importance of understanding organizational life cycles. A 2021 study published in the Journal of Business Research found that companies that successfully navigate growth stages demonstrate higher performance and adaptability in rapidly changing environments. [2]

Personal Growth Stages

Interestingly, our personal career trajectories often mirror these organizational stages. We might experience:

Excitement and Learning (akin to Courtship and Infancy): This initial stage is characterized by high enthusiasm and rapid learning. Here, we’re absorbing new information, skills, and experiences at a fast pace. Everything feels novel and exciting, and we're eager to prove ourselves.
Rapid Growth and Challenge (Go-Go and Adolescence): In this phase, we're taking on more responsibilities and facing new challenges. Our skills are expanding quickly, and we're likely pushing ourself out of our comfort zone regularly. We may experience some growing pains as we learn to balance increased demands.
Mastery and Contribution (Prime): At this stage, we've developed significant expertise in our field. We're not only proficient at our job but also able to innovate and lead others. Our contributions are substantial, and we likely feel a sense of professional fulfillment.
Comfort and Potential Stagnation (Stability and beyond): In this phase, we've reached a high level of competence and comfort in our role. While this can bring a sense of security, it also carries the risk of complacency. We may find ourselves less challenged or excited by our day-to-day work, potentially leading to a plateau in growth.

A 2022 study published in the Journal of Vocational Behavior found that individuals who actively manage their career stages are 30% more likely to report high job satisfaction and career success[3]. Understanding where you are in your personal growth journey can help you make informed decisions about your next career moves.

As an executive coach, I’ve worked with leaders to provide objective insights on their current position within their personal growth journey, helping them identify blind spots and untapped potential. Together, we’ve developed strategies to reinvigorate their current role or guide them through a transition if it's time to move on. Executive coaches often use tools like 360-degree feedback and psychometric assessments to understand strengths and areas for development. Moreover, they can help clients align their career decisions with their long-term goals and values, ensuring that the next move is not just a change, but a strategic step towards greater fulfillment and success.

Reframing vs. Moving On

When we find ourselves longing for the energy of earlier stages, we have two main options: reframe our current situation or move on. Here's how to approach each:

Reframing:

Inject "start-up energy" into current projects: Propose and lead innovative initiatives within your existing role.
Seek new challenges within your role: Take on additional responsibilities or cross-functional projects.
Mentor others to reignite your passion: Share your expertise and gain fresh perspectives from newer colleagues.
Propose innovative ideas to leadership: Actively contribute to strategic discussions and organizational improvement efforts.

Signs it might be time to move on:

Persistent feeling of being undervalued: Your contributions are consistently overlooked or underappreciated.
Lack of growth opportunities despite efforts: You've exhausted all avenues for advancement within the organization.
Misalignment with company values or direction: The organization's goals no longer align with your personal or professional values.
Chronic stress or unhappiness affecting personal life: Work-related stress is significantly impacting your well-being and relationships outside of work.

Boredom vs. Time to Leave

Boredom at work often feels like:

Lack of challenge: Tasks feel routine and fail to engage your skills and intellect.
Predictable routines: Each day feels like a repetition of the last, with little variation or excitement.
Disengagement from tasks: You find it difficult to focus or care about your work responsibilities.
Counting hours until the workday ends: You're more focused on when you can leave than on your actual work.

However, these feelings don't always mean it's time to leave. They might be signals to seek new challenges or perspectives within your current role.

Knowing it's time to move on feels different:

Persistent dissatisfaction despite attempts to change: You've tried to improve your situation, but nothing seems to help.
Clear misalignment between personal goals and company direction: Your career aspirations no longer fit with the opportunities available in your current organization.
Feeling ethically compromised: The company's practices or decisions conflict with your personal values.
Recognizing that growth opportunities are genuinely limited: There's a clear ceiling to your advancement, and it's lower than your aspirations.

Conclusion

The journey of personal and professional growth is rarely linear. Sometimes, reframing our perspective can reignite the spark we feel we’ve lost. Other times, moving on is the best path forward. The key is to honestly assess your situation, consider your long-term goals, and make decisions that align with your values and aspirations.

Remember, only you can truly know when the box has become too small or when what once felt constructive has become constrictive. Trust your instincts, seek advice from mentors, and don't be afraid to take calculated risks in pursuit of your growth and fulfillment.

Gallup's 2023 State of the Global Workplace report found that only 23% of employees are engaged at work globally[4]. Whether you choose to reframe or move on, the goal is to find that alignment and reignite your professional passion. Understanding your place in both personal and organizational growth cycles can be a powerful tool in navigating your career path and finding fulfillment in your work.

Resources

[1] For more detailed information on the Adizes model, readers can refer to: Adizes, I. (2004). Managing Corporate Lifecycles. The Adizes Institute Publishing.

[2] Gupta, Y., & Chen, S. (2021). Organizational life cycle and performance: An empirical analysis. Journal of Business Research, 132, 770-784.

[3] Spurk, D., Hirschi, A., & Dries, N. (2019). Antecedents and outcomes of objective versus subjective career success: Competing perspectives and future directions. Journal of Management, 45(1), 35-69.

[4] Gallup. (2023). State of the Global Workplace: 2023 Report. Retrieved from https://www.gallup.com/workplace/349484/state-of-the-global-workplace-2023-report.aspx