Have you seen that Ryan Reynolds movie? The one where he’s a snarky protagonist that always has a quick comeback? Just like in the movies, you run the risk of being typecast at work. Here’s some signs it’s happening and ways to get out of it.
Every so often there is an employee that seems to do every task, really really well, in fact this employee could be you. While on the surface, it sounds great, the sad truth is that you will likely be remembered by that last great thing you did. This may not be a good thing for you or your company.
When being great isn’t great
Being typecast into a particular skillset can limit your future career options. It can also slow (or stagnate) your career progression and possibly remove you from consideration in succession planning. Case in point: I doubt there are many (if any) directors considering Mr. Reynolds to be the next James Bond. But Tom Hanks? Is there any role he can’t do?
If you have skills outside your core area, the problem gets worse. Everyone knows that one person who solved a computer problem once and became the de facto “IT person” for their department (or family). This may seem harmless, but that “unofficial IT person” is doing someone else’s job every so often, on top of their own. Moreover, as this skillset is not part the core competencies for their department, it further dilutes how they are perceived. Some may say that’s a good thing, for example, having IT skills within accounting, but come promotion time, will that person be promoted over someone that is doing accounting 100% of the time?
Culturally, this also implicitly reinforces talent hoarding. With many managers being risk averse, it’s safer for them to assign people in the same roles when putting a team together. In the long run, this makes them more likely to want to keep that person and skillset on their team.
Being typecast at work doesn’t happen overnight, but if you notice the following, you may be on your way.
- Your assigned project work role does not align to your long-term goals or skills
- You get the same role on projects due to your “experience” or “expertise”
- You are told you’ll get a chance to develop other skills on the next project, but that never materializes
- Your skill is deemed “too valuable” to stop doing it
- You are the “only one” who can do it, yet they don’t hire for the role or cross-train anyone else
If you’ve heard one or more of these, there may be some reason to stress. But before we go solutioning though, let’s do a little root cause analysis.
If you’re here, how did you get there?
Well, we can start with things outside your control, like corporate culture. Depending on your area, sometimes the customer-service mentality goes a little bit unchecked, and it becomes institutionally hard to say “no”. This expectation is further passed along to teams, where individuals feel that it’s hard to skip on helping someone without feeling they are not a team player. Conversely, turning down the chance to be a “hero” isn’t easy.
In addition, there may be personality traits that make it tough, for example if you are a people-pleaser, like to help, or solve problems. Being too humble, dedicated, and not the self-promotion type also doesn’t make things easier. This is not to say that personal traits are the problem, but rather, we need to find a way to balance without overcorrecting.
How do you get out?
Departmental culture aside, here are five things you can do for yourself to start breaking the typecasting box.
- Yes, Yes, No: When presented with opportunities that don’t align, say “yes”, but only twice in a row. This should help you still be regarded as a team player open to opportunities. On your third opportunity, however, a polite “no, thank you” can help remind your manager or leaders that you are serious about your career development and need to be utilized in a fashion that aligns to your goals.
- Re-brand: Changing existing perceptions will take some work, but it’s doable. Try doing a little self-marketing by sharing your other skills. Offer to do presentations on topics you want to be remembered for, write articles, whitepapers or find speaking opportunities that can help redefine how you are seen.
- Network: Create or extend your professional network. Volunteer or participate in “gigs” where you have a chance to meet others outside your area. When speaking with unfamiliar leaders and managers, share insights with them on the topics that best define you.
- Be Proactive: Have conversations with your manager outside of your review cycle to revisit your development goals. Don’t be shy about asking for opportunities that help you get there. If your company allows for “skip a level” meetings with your manager’s manager, schedule some time to share your career aspirations and ask how you can best provide value to their department.
- Start Fresh: Sometimes the fastest way is hitting the reset button. If you are struggling too much to make headway, consider transferring to another function or role to make a fresh start. Get to know your potential future manager via networking and pre-set expectations on the skills you bring to their team.
In all fairness, some employees may prefer being typecast with a “particular set of skills” (said in my best Liam Neeson voice) and there is nothing wrong with that, if that is your decision. Ultimately, it will be up to you to decide whether you want to be seen as a Hanks or Reynolds – but you’ll need another blog if you choose to go Hemsworth.
Twistymind 
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