Do You Have New or Old Views of Career Advancement?
Automation, globalization, demographics, and insights gained from consciousness research, are changing the way we think about work, and adapt to our continuously changing work world!
Do you have old or new views of career development?
Career development
Old: Career growth means moving up the corporate ladder and measuring up against the approved professional timetable.You are what you do.
New: This is a lifelong process of development to maintain harmony between your growing personality and career. Who you are is important.
Success
Old: It’s measured by external rewards like status, respectability, money, and security.
New: It’s defined personally. Rewards are judged by personal and job satisfaction. Status means offering creative ideas.
Retirement
Old: It’s resignation, sometimes mandatory,from a long term employer at about 65. This age was set by German Chancellor Otto von Bismark in 1881.
New: Age is irrelevant. Adults reassess goals during life career transitions at about age-30 and every decade after that, and continue involvement in activities that give meaning and direction until they’re centenarians.
Managing layoffs
Old: Employees wait for the notice. Job search focuses on responding to ads and accepting a secure job in the same occupation and industry.
New: Employees attend to job and company happenings. They continuously prepare for career growth by upgrading skills for another job within their company, creating their own ventures, taking time out, or returning to school full or part time.
Management Style
Old: Organizations have centralized hierarchichal “command and-and-control” structures. Employees are told what to do, don’t question status quo.
New: Organizations employ decentralized “coordinate and cultivate” management with loose structures. Employees participate in decisions, think critically.
Succeeding in Uncertain Times
Take responsibility for your career.
– Know yourself. In particular, clarify your purpose. This is your compass which guides you through chaos. Identify personal and transferable skills. Skills and knowledge used in one occupation can be transferred to others. These adaptive skills include openness to ideas, persistence, creativity, enthusiasm, problem solving, patience, tolerance, and perseverance.
– Strengthen Quester qualities such as optimism, growth, and resilience. Learn how to learn. Continuously update technical, professional and adaptive skills.
– Explore compatible options. Investigate other jobs in your organization. Explore another field or self employment. Consider time out. Study, travel, volunteer. Consider the trades.
– Network. Let others know what you can offer and want. Create opportunities to meet people. Think of yourself as a product to be sold. Demonstrate how you can make or save money, manage people, improve products, expand markets.
– Strengthen mind power. Skills for tomorrow, called “meta skills,” can’t be easily automated. They include critical thinking, intuition, research, judgment, ethical leadership, mental training, interpersonal, and “Quester” traits.
– Expand horizons. Go beyond borders. Prepare for and welcome the unexpected. Innovate, adapt, explore, seize opportunities!
Review the many suggestions offered in award winning, Questers Dare to Change Your Job and Life, which redefines lifelong career decisions making. Paperback edition: https://www.amazon.com/Questers-Dare-Change-Your-Life/dp/1508408963
Check audible edition: htps://www.audible.com/pd/Questers-Dare-to-Change-Your-Job-and-Life-Audiobook/B07VZNKGJF?asin=B07VZNKGJF&ipRedirectOverride=true&overrideBaseCountry=true&pf_rd_p=34883c04-32e5-4474-a65d-0ba68f4635d3&pf_rd_r=TN801GRP49AWQS
Best wishes with your life career quest.
Carole Kanchier, PhD
carole@questersdaretochange.com; carole@daretochange.com
Author Bio: Carole Kanchier, PhD, is an internationally recognized newspaper/digital columnist, registered psychologist, coach and author of award winning, Questers Dare to Change Your Job and Life. Kanchier has taught at University of California, Berkeley and Santa Cruz, University of Alberta, and other institutions of higher learning, and worked with clients representing varied disciplines and organizations. Dr. Kanchier is known for her pioneering, interdisciplinary approach to human potential. She is available for consultations and keynotes.
