BEWARE OF PIGEONHOLES
NATIONAL ASSOCIATION OF REAL ESTATE INVESTMENT MANAGERS
10
When I began my executive search
career, I was really surprised to hear,
"I don't want to be pigeonholed," from
candidates still relatively early in their
careers. Similarly, I was surprised to
hear my search colleagues refer to
some candidates as "Role Players."
To be pigeonholed is a bad thing.
It's to be put in a box, typecast,
or profiled. To be perceived as
pigeonholed is to be consid-
ered "small," as in the dictionary
definition of a pigeonhole. Similarly, Role Player implies limits,
as the role is highly defined. A Role Player is distinct from
someone whose perspective and skill set are bigger and
broader. In other words, a Role Player is distinct from
a Leader. Role Player and Pigeonhole can be synonymous.
Some narrowly-focused, highly specialized, Pigeonhole roles
are great, even necessary. Brain surgery, for example. As
well, in our early careers we
are necessarily given roles that
could become pigeonholes – skill
acquisition is critical, entry roles
tend to be tightly focused, and it
is important to excel in early positions. Over time, though,
ideally one grows from Role Player to Leader.
Now, with recruiting assignments behind me ranging from
Acquisitions Officer to President, as well as some reflection
on my own career, I better understand the Role Player
shorthand used by my recruiting peers, as well as the
Pigeonhole fears of those early in their careers.
Mary McCarthy, Managing Director,
Terra Search Partners