Labels in the professional world can be limiting, even when they’re intended to define roles and responsibilities. Adopting a label such as ‘Product Manager’ or ‘UX Designer’ can restrict one’s scope of work and potential for growth. This is because labels tend to confine individuals to a specific set of tasks associated with the title, often causing them to overlook opportunities for learning and development outside their defined roles.
Moreover, labels can lead to a siloed mentality within a team, where members only focus on their specific roles, hindering collaboration and innovation. They can also create an illusion of hierarchy, where some roles are perceived as more important than others, causing friction and resentment among team members.
On the other hand, labels can also provide clarity and focus, helping individuals understand their roles and expectations. They can serve as a guide, helping newcomers navigate the professional landscape. However, it’s crucial to remember that these labels are not definitive.
People are more than their job titles and should be encouraged to explore and contribute beyond their assigned roles. By doing so, they can broaden their skills, promote collaboration, and foster a more innovative and inclusive work environment. Therefore, it’s important to strike a balance, using labels as a starting point but not letting them limit one’s potential.
Go to source article: https://medium.com/@melissaperri/labeling-ourselves-17218fd4456f