🏢 It's not the wrong company... but it could be us who are "playing on the wrong pitch."
🏢 not the wrong company... but it could be us who are "playing the wrong field."
The frequent job change crisis does not reflect that people are intolerant, but that the "career system" is leading many people astray?
* In recent years, job changes have become more frequent in the Thai labor market. This picture is not only among young workers, but even among middle-working people who are experienced, positioned and well-paid, but are increasingly "unconvinced" of their career path.
* Many people start their jobs anew with hearts full of hope. "That here will be yes, here will be better, and here may be the final answer to their working lives?" But before long, "sometimes it may not be even a year." Excitement morphs back into awkwardness, fatigue, and a sense of alienation that slowly builds up unconsciously.
The original question therefore inevitably rings every Monday morning.
"What exactly are we doing here?"
* Does the explanation we often hear point to companies, heads, job systems, or corporate culture as the cause of the problem?
* But looking deeper, this phenomenon may not be caused by "work" alone if it is caused by "career field choices" that do not align with our own nature, aptitude, and way of thinking from the beginning.
"New age labour market" = more choice, but the compass is gone.
* Today's working world allows people to change jobs more easily than ever. New positions occur almost every year. There are new industries, unprecedented job roles, and there are success stories of people who "dare to change" around them, so that job changes are made to look a symbol of courage, excellence, and progress.
The problem is that we are taught to change places, but we are almost never taught to seriously question ourselves:
* What kind of game do we suit?
* With what does this organization measure success?
* And the rules he's using are pulling out our potential, or are they slowly undermining it?
When these questions are never asked, the decision to change jobs is often driven by the "hope" that the new will be better than the use of "life strategy" as a guide, and when the hope does not come true, the original cycle begins again quietly.
"When people are the best, they may not look good at the wrong game."
* In 1993, Michael Jordan decided to take a break from basketball, at the height of his career, to pursue his dream in the ballpark. That decision was not due to a lack of determination, but to the belief that if we succeed in one game, we could succeed in another.
* Jordan also had complete discipline, effort, and winner spirit, but on the new field, he became an ordinary athlete, did undistinguished work, and faced the pressure of all-round commentary.
"Jordan isn't getting worse; he's just playing in a game where fouls aren't conducive to his strengths."
As soon as he returned to the basketball court, he became king again. This lesson frankly reflects the working world: "Many people are not lacking in talent, but are being measured by KPIs, corporate culture, and job structures that are not designed to bring out the best in them."
"Repeat cycle" or strategic risk of working life.
* This pattern occurs repeatedly, starting with early excitement, before gradually colliding with the truth of the job system, the way of thinking, and the decision-making hierarchy. As friction increases, the bond with the job decreases, finally ending with resignation, and starting again in the original field, but changing the company logo.
* What is worrying is that every time this cycle occurs, the lost cost is not just the gap in the resume, but the life force, the opportunity for deep growth, the expertise that should continue to accumulate, and the uncompounded experience advantage.
Before changing jobs, ask yourself, "What game are we playing?"
* The working world doesn't have one game, and being good on one field can become totally uncomfortable on another.
Before you decide to move again. Let's stop and seriously ask yourself,
* Are we good at creating new things or developing the same things?
* Do we work best in a fast, flexible and experimental environment or in a prudent, accurate and risk-reducing system?
* Do we want freedom to take responsibility for results, or clarity of roles, duties, and procedures?
* And in the long run, do we enjoy broad knowledge, to connect many matters, or deep knowledge, to become experts in a matter?
These questions are not personality tests, but strategic frameworks that reduce the risk of repeated misselection.
From "the tolerant" to "the conscious chooser."
* Job change is not wrong if it is due to intention and understanding, but if a job change is due to getting out of trouble without ever defining what kind of field we should be in, it can become a long-term risk of working life.
* It's time for working people to stop looking at themselves as corporate victims and start looking at themselves as investors who have to choose carefully what kind of game time, talent, and life force to invest in, because these resources are limited and irretrievable.
* Because in the end, no company is perfect, but there is a company that suits us, and no one can win if they play in a game that they are not designed to play.
Sometimes, career advancement does not start with finding a new place, but may start by stopping to ask "where is better" and turning it into a more difficult but more important question, "What kind of field makes us play best?"
# ProfessionalGrowth
จากประสบการณ์ส่วนตัวที่เจอมา การเปลี่ยนงานบ่อยไม่ได้แค่สะท้อนถึงความไม่อดทนหรือไม่มีความมั่นคงในตัวเองเสมอไป แต่ส่วนใหญ่เป็นเพราะเราเลือกสนามการทำงานผิดประเภทที่ไม่ตรงกับลักษณะนิสัย ความถนัด หรือลักษณะการคิดของตัวเองจริงๆ การทำงานในองค์กรบางครั้งเหนื่อยล้าและทำให้รู้สึกไม่เข้ากันก็เพราะเราอาจกำลังเล่นในสนามที่ไม่ได้ออกแบบมาเพื่อดึงศักยภาพสูงสุดของเราออกมาเหมือนกรณีของไมเคิล จอร์แดนที่แม้จะเก่งที่สุดในเส้นทางบาสเกตบอล แต่ก็ไม่สามารถประสบความสำเร็จได้เหมือนเดิมในสนามเบสบอล ทั้งที่ทุ่มเทและพยายามอย่างเต็มที่ สิ่งนี้สอนให้ตระหนักว่าก่อนจะตัดสินใจเปลี่ยนงาน ควรตั้งคำถามให้ลึกถึงตัวเองว่า เราถนัดการสร้างสรรค์สิ่งใหม่หรือเน้นการพัฒนาของเดิม? เราชอบทำงานในสภาพแวดล้อมแบบไหน? เราชอบมีอิสระหรือชอบความชัดเจนของบทบาท? ดีต่อใจเรามากกว่ากันระหว่างการรู้กว้างหลายเรื่องหรือลึกเรื่องเดียว? การถามคำถามเหล่านี้จะช่วยให้รู้ว่าเราควรลงแรงในสนามใดเพื่อให้เล่นได้ดีที่สุด นอกจากนี้ ควรมองตัวเองเหมือนนักลงทุนที่ต้องเลือกลงทุนเวลาและพลังในเกมที่เหมาะสม เพราะเมื่อเราเล่นผิดสนาม แม้จะเก่งแค่ไหนก็อาจดูเหมือนไม่เก่ง และที่สุดแล้วไม่มีใครชนะเกมที่ไม่ได้ถูกออกแบบมาสำหรับเขา ประสบการณ์ที่ดีในการเลือกเส้นทางทำให้งานสามารถเป็นพื้นที่ที่เราเติบโตและสร้างคุณค่าได้จริง มากกว่าการหนีปัญหาหรือลาออกเพื่อหาที่ใหม่อย่างเร่งรีบ รอบคอบและมีสติจะช่วยลดความเสี่ยงและเพิ่มโอกาสให้ชีวิตการทำงานมีความสุขและประสบความสำเร็จมากขึ้น
