Chapter 1: My Leadership Aspirations

Growing up, I always envisioned myself as a leader. I excelled in both individual and team sports during my school years, earning medals in badminton and high jump, and even captaining my school’s football team. Academically, I consistently achieved top grades. This trend continued into university, solidifying my ambition to become a manager when I entered the workforce.

When I began my first full-time job, I was unwavering in my aspiration to climb the managerial ladder, dismissing any other career options available at my company. I didn’t pause to reflect on my motivations for wanting to be a manager or what specifically drew me to that role.

An opportunity arose two years into my position when I was offered the chance to lead a team of four developers as a Product Owner (PO). While not a traditional managerial role, it was a step toward my goal. Without much deliberation, I accepted, believing it would pave my way to management. However, things took an unexpected turn.

I soon found that the role did not align with my expectations. The rigid schedule filled with back-to-back meetings left little room for flexibility, and I spent excessive time on emails and meeting logistics. Most troubling was the feeling that I was underutilizing my potential. While I was honing skills in communication, public speaking, and stakeholder management, these were not the areas I valued most. I felt adrift and uncertain about my career direction—was I meant to be a manager, or was there merit in becoming a specialist?

Chapter 2: Confronting the Specialist Path

Despite my initial resistance, I ultimately accepted the idea of pursuing a specialist role. I learned that many people have varying interpretations of what being a specialist entails. To clarify, a specialist is an individual who possesses deep expertise in a specific area, often regarded as a subject matter expert. These professionals are frequently consulted for significant decisions within their field, both in their organizations and beyond.

Undefined Career Trajectory

One key reason I hesitated to pursue a specialist career was the uncertainty surrounding its trajectory. I observed specialists who remained in the same roles for years, with little change in responsibilities unless they transitioned to different departments or left the company. In contrast, the managerial path offers a clear progression, starting from leadership roles and advancing to senior titles. For instance, in my previous company, one could begin as an Associate Manager, progress to Senior Manager, and eventually reach a Director position.

The uncertainty associated with a specialist career dissuaded me from committing to that path. In large organizations, career advancement often requires proactive efforts, and I was reluctant to feel stuck without a clear next step.

Inadequate Compensation

While I don’t have specific data to support my observations, it seems that specialists’ earnings depend heavily on their negotiation skills. Unlike managers, who typically receive substantial salary increases as they ascend the ranks, specialists often find themselves underpaid if they don’t advocate for themselves effectively. Changing companies can lead to significant pay increases for specialists, but such opportunities are often more predictable for those in management roles.

Meeting Overload

I witnessed specialists being overwhelmed by meetings, often arriving first and leaving last due to the numerous invitations they received. Frequently, they were called upon not because they had valuable insights to share but simply because they were recognized as experts. This resulted in full inboxes and constant interruptions, which detracted from their productivity. I was determined to avoid this fate, valuing my personal time and interests.

Chapter 3: Embracing Authenticity

Not everyone is suited to be a manager, and that’s a positive aspect of the workforce. It’s essential to recognize that one can still lead without holding a managerial title. My journey toward self-discovery has reinforced the importance of remaining true to oneself. Ultimately, the most critical factor in any career decision should be authenticity—how well do you feel like yourself in your role?

To employers, I urge you to enhance the appeal of specialist roles by clearly defining career paths and offering opportunities for growth. Additionally, focus on retaining specialists to prevent them from seeking better compensation elsewhere. Finally, empower your specialists to manage their time effectively by encouraging them to decline unnecessary meetings and requests for assistance.

The video "How to Stop Being Indecisive | The Obsessive Idealist, Dread Head & Star Gazer" provides insights on overcoming indecision, aligning perfectly with my own experiences as I navigated my career path.

In summary, embracing the specialist path can lead to fulfilling careers if approached with clarity and intention.