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BY Joel Junker

Cameron-Brooks Podcast: Episode 45 – Want to Learn the Right Way for a JMO to Navigate the Transition?

Last year, Cameron-Brooks Alumnus Dan Meloro walked into a meeting for his production site.  This meeting would change the trajectory of his career.  He learned that his production site would reorganize, and the Maintenance Manager position he worked hard to earn as a promotion would no longer exist.  He was disappointed.  His supervisor explained that it had nothing toCameron-Brooks Alumnus Dan Meloro do with him, but the plant had to make changes to better achieve goals; furthermore, there were two other options within the plant they wanted him to consider as his next move.  Unfortunately, Dan wasn’t as excited about these two roles as he was about his current job.

Career disappointments, bad news, unexpected changes, unrealized goals, high hopes dashed, etc.  They happen.  Business is not a career utopia.  You will have disappointments.  The question is what will you do?

Here is what some former JMOs with unrealistic expectations do:  A disappointment comes up.  For example, it could be a promised promotion or raise is delayed due to some circumstances out of the boss’ control or, in Dan’s case, his career path suddenly took a hard right turn.  Thinking that these disappointments do not happen in business, do not happen to you, or expecting a boss to be perfect is unrealistic.  Thus, the former JMO gets frustrated, emotional.  This is not a good place to be making a decision, especially one with the magnitude of making career changes.  Unfortunately, this is what the emotional JMO candidate with unrealistic expectations would do.  He or she starts looking for another role outside the company.  He or she thinks, “There is something wrong with this company, position, or boss.”  So, he or she makes a change, often too early in his or her career, and then has to start building the career foundation all over again.  Here is the chain of events: Unfortunate event, frustration or disappointment, react with emotions, and make what is likely a poor decision.

Here is what Dan did.  He learned of his job change and was understandably disappointed and frustrated.  He reached out to me and explained how he felt and asked for advice.  He essentially put a barrier between his emotions and reacting.  I recommended he talk to his boss about his concerns and his goals, and I also recommended he reach out to the Cameron-Brooks JMO network within his company.  I knew a Director at his company who really cared about developing JMO talent and put Dan in touch with him.  This Director helped him apply and interview for a manufacturing planning position at the corporate headquarters.  Dan earned the promotion offer and moved to the headquarters at the beginning of the year, changing the trajectory of his career.

Let’s review Dan’ situation again from the beginning.  He wants to make a successful transition from the military, which he knows it takes 3-5 years with a company to develop a track record of success.  If he leaves anything short of that, he would have to start his transition all over again.  Dan starts as a production supervisor and does so well he gets promoted to a manager level position where, once again, he does very well.  He learns one day with no fair warning that his role is being eliminated and he needs to change roles.  He is upset.  Dan, however, unlike some, does not make an emotional decision.  He utilizes his network and the Cameron-Brooks network to get good advice.  A unique opportunity avails itself to him and his career not only stays on track, but it points up.

Want to hear more from Dan?  Tune into our podcast as he explains what manufacturing really is and gives great advice on navigating your career.