whose career is it anyway?
TRANSCRIPT
Whose Career is it Anyway?Career Development in the 21st Century
The Changing Face of Business
Steady State Markets
HIGH
MEDIUM
LOW
Time
Organisational Performance
HIGH
MEDIUM
LOW
Time
Organisational Performance
The Impact Of Disruption
The Promotion Paradox
time time
Little need for high motivation & performance
Strong need for high motivation & performance
tall structured companies
flatter structured companies
leads to…
Where we’ve come from
Traditional Assumptions
• Most people follow a straight line career path to retirement
• Career development means upward mobility
• Only new or young employees can be developed
• Career development relates primarily to work experience
Where we are going
Emerging Assumptions
• Career paths are increasingly diverted and interrupted
• Career development can be facilitated by lateral and even downward moves
• Learning and change can occur at any age and career stage
• Career development is influenced by family, personal and community roles, and can be facilitated by work outside paid employment
Career Development
So…• Take responsibility• If it doesn’t work in one direction you will have to try another
Organisation invests heavily in career and succession planning
Everyone thinks they are going places
Not everyone will get to go up
The Focus of Organisational Attention
Capability
High performanceHigh motivationProactive career management
About you
Willingness and ability to learnRate of adoption of new skills and behavioursWillingness to be assessedAcceptance of change
Enthusiasm for
Parallel or sideways movesProject managementTemporary secondments
Factors for Promotion
High performance in your current job is mandatory!
Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Broaden experience and raise profile
Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Broaden experience and raise profile
Look for new responsibilities
Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Broaden experience and raise profile
Ask for feedback
Look for new responsibilities
Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Confront yourself
Broaden experience and raise profile
Ask for feedback
Look for new responsibilities
Promotion Planning
identify opportunities
review the job description
for each major duty or responsibility of
that job set yourself a goalestablish a
credible evidence procedure
prioritise
regularly evaluate progress
check – are you on track?
Career Competences
Engaging inpersonaldevelopment
Using career planning & tactics
Balancing work and non-work
Optimisingyoursituation
Optimising your situation - Career Anchors
“A constellation of self-perceived attitudes, values, needs and talents that develops over time, and which
when developed, shapes and guides career choices and
directions.”- Edgar ScheinOptimising
yoursituation
The Eight Career Anchors
General Management Technical Functional Autonomy/Independence Entrepreneurial Creativity Pure Challenge Security/Stability Service/Dedication to a Cause Lifestyle
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Optimisingyoursituation
Using Career Planning & Tactics
Planning
1. I have definite goals for my career over my lifetime
Using career planning & tactics
2. When I think of changing my job I always consider whether the new job leads to another job I want
3. I give a lot of thought to plans for achieving my career goals
4. I know my strengths and weaknesses in relation to my career goals
5. Achieving my career goals is very important to me
Career Planning & Tactics
Tactics
1. I try to have as much visibility and exposure to my bosses as I can
Using career planning & tactics
2. I have gone out of my way to find a mentor or sponsor in the company
3. I cultivate friendships with influential people outside work to help my career
4. I actively seek opportunities rather than wait to be chosen
5. I try to help my bosses achieve things important to them even if they are not what I want
Career Planning & Tactics
Individual Career Planning correlates directly with:
Using career planning & tactics
Salary growth Promotions Career
performanceCareer
satisfaction
Career Planning & Tactics
Using career planning & tactics
Salary growth
Career performance
Career satisfaction
Individual Tactics correlate directly with:
The Results
Employees who systematically plan their careers tend to be
more successful and feel more positively toward their careers
than those who do not.
Balancing Work and Non-work
The business benefits
• Increased productivity • Improved recruitment and retention• Lower rates of absenteeism• Reduced overheads• An improved customer experience • A more motivated, satisfied and equitable workforce
Balancing work and non-work
Work Life Balance
Balancing work and non-work
2134
Define your own balance – it will vary over time
Continue to improve your contribution if you want to reap the rewards
You are accountable for meeting and balancing your professional and personal obligations
Seek to balance Achievement, Enjoyment and Obligation
Engaging in Personal Development
Get good at getting what you want!
Engaging inpersonaldevelopment
Engaging in Personal Development
Get good at getting what you want!
Get good at getting things done!
Engaging inpersonaldevelopment
Engaging in Personal Development
Get good at getting what you want!
Get good at having good ideas!
Get good at getting things done!
Engaging inpersonaldevelopment
Engaging in Personal Development
Get good at getting what you want!
Engaging inpersonaldevelopment
Get good at getting on with other people!
Get good at having good ideas!
Get good at getting things done!
Engaging in Personal Development
Get good at getting what you want!
Engaging inpersonaldevelopment
Get good at getting on with other people!
Get good at having good ideas!
Get good at getting things done!
Action steps
• Review how far your work is using your skills and satisfying your needs and interests
• Identify what is required for effective performance and define your own development needs
• Learn from the experience of mentors, partners and colleagues
• Anticipate future change and prepare for job opportunities that might arise
Bringing out the best in People