Asking for Growth Opportunities

A common worry among young adults navigating work after a cancer diagnosis is “what if my manager thinks I can't handle more?” Taking that a step further some people are concerned that asking for a new project, or a development opportunity, makes them look like they’re overreaching or worse, calls attention to any struggles.

Here's the thing managers can’t offer you opportunities they don't know you want. And most managers—regardless of what they may or may not know about your health—respond well to employees who are engaged, proactive and thinking about their own growth.

You don’t need to frame any of this around your health. Here’s how to make the ask in a way that’s confident and focused on results:

“I’ve really enjoyed working on [X], and I’d love to take on something that stretches me a bit more. Is there a project coming up where I could take a bigger role, or a skill area you’d suggest I develop?”

Or, if you want to be more specific about professional development:

"I've been thinking about where I want to grow professionally, and I'm interested in [specific skill or area]. Are there internal opportunities — training, a working group, a stretch project — that might help me build in that direction?"

A few things to keep in mind when having this conversation:

• Tie your ask to something concrete. The more specific you can be about what you want to learn or contribute, the easier it is for a manager to say yes. Vague asks get vague responses.
• Bring something to the table. Frame the conversation around what you can offer, not just what you want. "I think I could add value here" is more compelling than "I want more experience."
• Propose something manageable. If you're still rebuilding your capacity, ask for one focused project rather than a major new role. Starting small and delivering is one of the best ways to rebuild visibility.
• Follow up in writing. After the conversation, send a brief email summarizing what you discussed. This creates a record, signals professionalism and keeps the momentum going.

Feeling Like Your Workplace Sees You as Diminished

This is another common, very real fear, and it's worth naming directly. Some people worry that they'll be perceived as less reliable, less committed or less capable than their peers. In some workplaces, that perception does exist, and that's not fair.

And while you can’t always control others’ perceptions, what you can control is how you show up professionally. A few practical approaches:

• Document your contributions. Keep a running record of what you've completed, what you've contributed and any positive feedback you've received. This isn't just for performance reviews, it's for you, so you have a clear, factual picture of what you've done when doubt creeps in.
• Be specific when communicating about your work. Generalized updates leave room for assumptions. Specific ones don't. "I finished the first draft of the proposal and sent it to the team for review" is harder to misread than "I'm working on it."
• Ask for feedback proactively. Checking in with your manager about how you're doing signals engagement and gives you a chance to course-correct if needed. It also removes the mystery.
• Volunteer for something visible. Even something small like leading a meeting, presenting a summary, being point person on a minor project puts you in front of your workplace in a competent, active role.
• People who express clear professional goals tend to be taken more seriously than those who wait to be noticed. You don't have to explain your situation to say, "I'm really committed to growing here and I'm thinking about where I want to be in the next year."

The perception of being less capable often has more to do with visibility than reality. Staying visible even in small ways is one of the most effective tools you have.

Updated 2026

This article was made possible in part by support from the Andrea Argenio Foundation.