Just how vital is the label that comes with your professional role? Does the significance of a job title go beyond just a name on a business card? Ponder for a moment on your present designation at work. Is it a fitting reflection of your role, your responsibilities, and your authority?
In the intricate tapestry of the legal industry and beyond, your job title is akin to a compass needle, guiding perceptions and expectations of your role. It’s more than mere words – it’s the beacon that signals your expertise, your sphere of influence, and the value you bring to the table. A job title that precisely mirrors your role is not just essential for your understanding, but it also sets the stage for how you interact with your colleagues, clients, stakeholders, and others in your industry. It’s the cornerstone of your professional identity, a testament to your skills, and a determinant of your career trajectory.
It’s important for others, both in and out of your organization, to have some understanding of what your responsibilities and expertise are. If your position carries any level of authority over other team members, it is vital to have that conveyed by your title. Having a job title that’s not in line with your true level of responsibility (e.g., Office Manager for a high-level strategic position or COO for a small firm operations role) can be a recipe for professional failure. I have seen team members with titles that include terms such as “lead,” “senior,” and “director,” rightfully frustrated because they had a great title but no actual authority to carry out the perceived responsibilities of their role.
This approach creates burnout, resentment, and decreased motivation. Where firm owners or administrators may have thought they were doing a great thing by bestowing a higher job title on these individuals, the titles may have actually been counterproductive.
In the dynamic landscape of modern business, job titles are undergoing a significant evolution. Business leaders are beginning to view them through a fresh lens, recognizing their potential as powerful tools for defining roles, driving employee engagement, and shaping organizational culture. The shift marks the dawn of a new era in how companies confer and conceptualize job titles. The traditional, rigid designations are gradually making way for more dynamic, reflective, and creative alternatives that encapsulate not just the role, but also the unique value an individual brings to an organization. This isn’t just a cosmetic change, but a strategic move that can have profound implications on company culture and employee satisfaction. It’s a testament to the fact that job titles, when thoughtfully crafted and appropriately assigned, can be potent instruments of motivation and recognition.
I’ve been thinking a lot about some of the creative job titles I’ve seen and heard recently. How do these new age and creative titles tie into accurately defining a role? The answer is, they can tie in quite well—if they are well thought out.
These are all a spin on the job title for a receptionist! What do you think? There are certainly some pros and cons to having a fun and creative job title. Do you feel that these titles accurately convey and encompass the responsibilities of a receptionist? If you started a new position at a new firm, would you understand what these titles meant?
While the advent of creative job titles is refreshing and can add a unique flavor to your company culture, it’s crucial to approach this trend with a strategic mindset, especially when it comes to job advertisements. Why, you might ask? Well, imagine a potential applicant searching for a “Receptionist” role. If you’ve jazzed up that title to “Welcoming Wizard,” your vacancy might just fly under their radar.
You can still infuse creativity into your internal job titles while keeping your external communication clear and precise. Use the conventional job titles in your job ads and public-facing content to ensure they align with industry standards and are easily discoverable by job seekers. A creative title, along with a creative job ad that still denotes commonly understood job titles, could make your ad stand out to potential candidates as well. It is a good idea to highlight what makes your firm fun and unique in your job ads. Consider what kind of candidate you are trying to attract, and make sure your ad and job title are going to cast that net the way you want.
Internally, feel free to let your “Welcoming Wizard” flag fly. This way, you strike a balance between maintaining your creative corporate culture and ensuring your vacancies reach the right eyes. Remember, it’s all about finding that sweet spot between creativity and practicality.
Also—don’t get so caught up in creating a unique title that you lose sight of what the role is. It can be easy to get so creative with the title that you stray too far from the purpose of the title. How do you feel about this title: “Guest Relations Facilitator?” This is also a creative title for receptionists. However, I feel we have strayed a little too far from the point on this one. This title could easily be confused for a higher-level client relations role.
My advice when considering an out-of-the-box, unique job title is to simply look at, and reflect back on, your firm culture. If your culture is strictly professional, calling your receptionist a “Welcoming Wizard” simply may not be a good fit for your firm. Does everyone in your firm have a creative title? If not, it might actually make your receptionist feel a little silly, and the title might stand out in a bad way. However, if your culture is fun, forward, and creative, it may work! Again, what is the message you are trying to convey with the use of a fun title? One of the main benefits of using creative job titles is to help define your culture. So, consider your culture before charging forward with out-of-the-box job titles.
Another thing to consider: What are your firm’s Core Values? Do you have them defined? If not, this is perhaps the best first step! Okay, okay, this is definitely the first step! Your core values should be the beacon that guides the decisions made within your firm. This is no exception. Are the creative titles you’ve come up with in line with your core values? Better yet, do the job titles you have drafted PROMOTE your core values?
If you can honestly say that the titles you’ve drafted:
Then you are on to something great! Roll those titles out!
Your friendly,
Innovation Alchemist, I mean…
Problem Wrangler, I mean…
Initiative Officer, I mean…
Vista Operations Consultant
