How to Take Ownership of Your Career Without a 'Perfect' Manager

We love the idea of a great manager. Someone who sees your potential, challenges you, supports your growth, and opens doors. If you’ve had that experience—amazing. It’s a gift.

Unfortunately, not everyone gets that. Maybe your manager is stretched too thin, new to the role, or just not that invested. Maybe they’re good at running the team but not great at coaching individuals. Whatever the case, it can leave you wondering, “How am I supposed to grow if no one’s helping me?”

The best career growth doesn’t always start with your manager. It starts with you.

If you’ve been waiting for someone to map it out for you—consider this your sign to take the lead. You don’t need a perfect manager to grow. You just need a plan, some curiosity, and a little bit of courage. Let’s break it down.

Start by Managing Yourself

Before you ask your manager to manage your growth, ask yourself: Am I managing my own performance, priorities, and development well?

This doesn’t mean being flawless—it means showing initiative. Are you clear on what success looks like in your role? Are you holding yourself accountable, even when no one’s checking? Are you taking time to reflect on your performance and seeking ways to improve?

This kind of self-awareness is foundational. The more ownership you take, the more trustworthy and promotable you become. And it shifts the conversation from “What are you doing for me?” to “Here’s what I’m working on—can you help me level it up?”

It also signals maturity. A lot of early-career professionals fall into the trap of thinking their manager is responsible for their development. But the people who stand out? They manage themselves first.

Set a Development Goal—Even a Small One

You don’t need to start with a five-year plan. You just need something to aim at.

Start with one skill or behavior that would help you be more effective right now. Maybe it’s becoming more confident presenting in meetings. Maybe it’s sharpening your written communication. Maybe it’s learning how to lead without authority.

Once you’ve picked a focus, write down:

• Why it matters (how it ties to your role or career goals)
• How you’ll practice it (through a project, daily reps, or outside learning)
• How you’ll track progress (what success would look or feel like)

Then share it. Even if your manager isn’t super hands-on, looping them in gives them the chance to support you—and shows them you’re taking initiative. You might be surprised how willing they are to help when you show up with a plan.

Find Development in the Work You Already Have

A common misconception is that you need a new role or fancy title to grow. But often, the best development opportunities are already in front of you.

Look at your current responsibilities through a new lens:

• Are there recurring issues you could take ownership of solving?
• Is there a process you could audit and improve?
• Could you run point on part of a project or mentor a junior teammate?

Even adding a new lens—like thinking about how your work impacts another team, or presenting your updates with more strategic insight—can stretch your skills in meaningful ways.

Development isn’t about waiting for permission. It’s about finding angles for growth in the work you already do.

Build Your Own Board of Advisors

You don’t need to rely solely on your manager for career support. In fact, you shouldn’t.

Think of your career like a startup—you’re the founder. And every founder needs a board. Build yours by identifying 3–5 people you can turn to for different things:

• A peer who challenges you and sees your blind spots
• A former manager or mentor who knows your strengths
• A friend outside your industry who helps you zoom out
• Someone a few steps ahead of you career-wise who can share lessons learned

These relationships don’t have to be formal mentorships. Start with a message or a coffee chat. Stay curious. Ask questions. And be generous in return—relationships grow stronger when they’re two-way.

Ask for Feedback—Don’t Wait for It

If you’re only getting feedback during your performance reviews, you’re missing out on a huge development lever. Ask regularly—and keep it simple:

• After a meeting: “Anything I could have done differently?”
• After a project: “What should I keep doing or change next time?”
• When talking with a peer: “What’s one thing you’ve noticed I could improve?”

Make it a habit. Feedback isn’t just about improving—it’s also about building self-awareness and trust. When others see you’re open to input, they’re more likely to give it. And the more data points you gather, the more clearly you can chart your growth.

Bonus tip: if someone gives you great feedback, write it down. Keep a personal growth file you can revisit for future reviews, resume updates, or just to reflect on how far you’ve come.

Don’t Let a Flawed System Stall Your Growth

It’s easy to point to broken systems—lack of career frameworks, unclear promotion paths, inconsistent manager support—and think, “Well, I guess I’m stuck.”

Growth doesn’t have to wait for the perfect environment. Some of the most successful professionals I’ve worked alongside didn’t come up through polished programs. They carved out their own paths by getting scrappy—building skills, advocating for stretch work, and finding mentors wherever they could.

Yes, companies should invest in better development systems. But don’t let what’s broken around you become a reason to stay stuck. You can’t control the system—but you can control how you respond to it.

Your Career Is Bigger Than Any One Manager

At some point, almost everyone bumps into the reality that not all support systems are created equal. But that doesn’t mean your growth is on pause. In fact, this might be the moment that defines your trajectory.

Taking ownership doesn’t mean doing it all alone—it means being resourceful, staying curious, and deciding your development is worth the effort. The people who grow the fastest aren’t always the ones with the best managers—they’re the ones who get in the habit of moving forward, even without perfect conditions.

So if you’ve been waiting for a nudge, this is it. Your career isn’t something that happens to you. It’s something you build—one decision, one question, one bold step at a time. Now go get to work!