What’s in a Name?

Or, in this case, “What’s in a Title?”  Some say “everything.”  Others say “nothing.”  In today’s business culture, the truth is you have to search and research to determine what a title means in each individual company.

Job and department titles started evolving over fifty years ago.  Garbage Collectors became Sanitary Engineers.  People scoffed and pointed out that they still pick up garbage all day long. Secretaries became Administrative Assistants – a better description of their work responsibilities but everyone knew the quality of their work lives was still determined by close interaction with a good or bad boss.

The Personnel department became Human Resources. That was pretty readily accepted by everyone except a special few who were strongly rooted in the past. “Talent Acquisition” was met by more than one eye roll, but, ultimately, has been accepted.  In general department name changes go more smoothly than title changes.

We’re living in a dynamic time – a time when the very essence of running a company, a factory or a department is under scrutiny. We’re not just evaluating the raw materials we use but also the manner in which we produce – including the dynamics of interaction of our human resources.  In the process, Managers have become Leaders or Coordinators or even Gurus. To many people, “They’re still filling the same role,” becomes harder to understand. “To be a manager” is a career goal for many new college graduates.  It’s a hard goal to retire. But, retire it must.

Me: “What is your career goal?” Candidate: “I want to be a (specific department) manager.” Or, better yet, “I want to manage in a Team Environment.”  Nope, that’s called leading!

It’s time to move beyond wanting to be a manager!!!! Or director!!!! A career goal is what you want to do, not what you want to be called.  If you want to succeed in today’s environment, ignore the title and look at other factors when considering a job opportunity:

• Research the company culture.  Is the corporate environment right for you?
• What are the spheres of influence?
• Responsibilities?
• Where does the position fall on the company’s organizational chart?  Who do you report to?

Does the compensation package represent the next step for you?

Don’t pass up a killer opportunity and unlimited growth potential with a fabulous company because you’re stuck on a title.  Delve deeper.  Your career will be enhanced.