At some point in your career, you’ve probably heard this question. The answer can be both. The real question, though, isn’t whether you should do what you love, but rather how to find a job that will allow you to do so. Don’t you think? 

Here are some tips to help: 

Acknowledge your circumstances 

Before you can decide what to do, you need to acknowledge your circumstances. What is your current situation? What are your strengths and weaknesses? What are your goals? Why does it matter what I do for a living? 

There’s no point in getting into a profession if it doesn’t align with your values or interests. It’s important that we understand ourselves before choosing a career path so that we don’t end up feeling miserable when we’re working every day – even at a great job. 

Find your strengths 

Knowing your strengths is a great foundation for finding a career path that will be meaningful and satisfying. Do you like working with people? Are you an excellent communicator? Do you excel at solving problems? These are all qualities that you must assess as you create a career plan or are thinking of changing careers. 

Weighing your options 

Life happens, and sometimes what you plan can take longer before it happens. It’s important to recognize that and take the time to make sure you’re still happy with your career path. If you find yourself feeling unfulfilled in your work, it may not be too late to change course. But first, make sure that you do some soul searching and weigh your options with realistic goals. 

Tuning your mindset can help 

The mind is a powerful tool for success, but it’s also a powerful weapon against you. If you have the wrong mindset, it can hold you back from achieving your goals. When you’re feeling stuck, try thinking about what got you there in the first place and how to change it. You may find that your mindset is the key to unlocking your potential. 

Conclusion 

It can be easy to get caught up in the idea that you need to do what you love, but it’s also important to acknowledge your circumstances. Doing what you love or loving what you do is a question that can be answered in many different ways.  

For some people, it’s a choice of passion and commitment. For others, it’s more about finding their niche and working hard to build a career from there. If you’re feeling stuck or unfulfilled by your current job, think about how you can restructure your goals and find a job that allows you to be happy.  And if you’re an HR Manager, helping your employees find that right spot is important.   

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When it comes to coaching, there’s a line that shouldn’t be crossed. While you may want your employees to perform at their best, they don’t want to feel like they’re being controlled or micromanaged by their managers. As such, if you’re not careful about how much control you exert over the people who work for you, it could lead to resentment and other issues down the line. 

There is a thin line between coaching and making demands. A study by HBR found that many managers tend to think that they’re training their employees, but in reality, they are actually telling their employees what to do (making demands). 

So how can you tell the difference?

The difference between coaching and making demands is that the former focuses teaching employees how to learn, whereas the latter is more about getting results. Coaching involves helping employees improve upon their strengths and weaknesses, whereas making demands tends to focus more on solving a problem right now. 

Is making demands good for business? 

No, employees may take it the wrong way. They can feel like you’re trying to control, micromanage, or that you don’t trust their abilities to get the job done. In addition, it’s important to remember that people do a better job when they are happy and enjoy what they do. 

There are better ways to motivate employees than to make demands of them. For example, you can ask them how they would go about doing something or what they think would be the best way to accomplish a task. This helps employees feel more involved in their work and allows them to come up with solutions that match your company culture. This helps management adapt to changing worker demands. 

How to be a better coach?

Referencing research from HBR, here are some practical ways to be a better coach: 

1. Assist with goal setting 
2. Provide structure and guidance
3. Show empathy 
4. Listen carefully – without judgement 
5. Give constructive feedback 
6. Question with a solution-focused approach 
7. Recognize and point out strengths

To achieve this, first, you must have a high level of self-awareness so that you can recognize your own blind spots, which are often what causes managers to make demands rather than coach. 

Conclusion

The key to being a good coach is listening carefully and supporting your employees as they work through their challenges. The best coaches are empathetic, have high levels of self-awareness, and can help people find solutions for themselves that work within the context of the organization.   

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