Achievements can take various forms. Parents may celebrate their baby’s first steps, while a successful businessperson may quantify their achievements in terms of earnings.

What do you consider your achievements? This question arose from a discussion with colleagues, where we realized that the meaning of “achievement” varies from person to person. There is no right answer; there are only different perspectives that may resonate with you.

The conversation started when we were reviewing candidates’ resumes at a recruitment agency. We often advise job applicants to list their achievements on their CVs, but many people find this challenging. They struggle to acknowledge and articulate their own merits, which results in undervaluing their skills, professionalism, and experience.

In a real conversation, we debated whether successfully implemented projects should be considered achievements and listed on a resume. Some of us argued that since they were paid for the work, it shouldn’t be considered an achievement. Others pointed out that if those results led to the company’s profit, they should be recognized as achievements. So, the question arose: should a job well done be considered an achievement?

Let’s delve into the theory. An achievement is the successful result of effort or work that brings satisfaction or recognition. It can be the completion of a specific task, reaching a goal, acquiring new skills, or any other “meaningful success” for an individual or community. Achievements can be personal, professional, educational, athletic, and more. They can be small, like finishing a project, or substantial, such as making an innovation in a particular field. It’s important to recognize that achievements are subjective and may not hold the same significance for different people. What may be important to one person may be less so to another.

There are two prevailing opinions about achievement:

A result that requires considerable effort or self-overcoming.

A well-executed task has a positive consequence, regardless of the level of difficulty.

The first group tends to measure success based on expended effort, focusing on the process. The second group views achievement as the result of an activity, emphasizing the outcome.

According to Carol Dweck, an American psychologist, there are two types of thinking:

A fixed mindset is one where intelligence or ability is perceived as unchangeable. People with a fixed mindset are more susceptible to failure, fear complexity, and are less likely to learn.

A growth mindset assumes that any ability or quality can be developed. Those with a growth mindset are more persistent and open to learning new skills. Praising an employee for their achievements helps develop a fixed mindset, while acknowledging their efforts that led to a result fosters a growth mindset.

Dweck advocates for focusing on the process. This emphasizes the importance of working efficiently and being a true professional. It’s about developing soft skills and knowledge and organizing processes to achieve maximum results with minimal effort. Both approaches have a reverse side.

Sometimes you may have felt tired and busy without any tangible results or considered project setbacks as major failures without recognizing the valuable skills gained. Nevertheless, it’s important to acknowledge one’s achievements, accurately assess strengths and weaknesses, and understand paths for personal development.