Have a career path
I am often amazed at the number of people including myself. that do not have a clear career plan, some feel that they are not in charge of the development of their careers that they are at the mercy of their company; others just let things happen and become dissatisfied.
I would like to advocate that each person should have a strategy where their career is concerned and be proactive in making it happen. This doesn’t mean planning ten years in advance but it does mean giving some thought to the elements involved in a successful career.
Those of us who are engaged in satisfying, challenging careers that fit with our goals, ambitions and personalities lead productive, fulfilling lives.
It seems to me the way organisations work these days means that career planning needs careful thought and strategies and these need to be undertaken by the individual. Careers are shorter and more uncertain than ever and there is very little job security. Many people expect to hold a series of jobs or participate in a succession of contracts or project work during their career lifetime. Many individuals are looking to spread their risk and are creating a portfolio of income generating activities and full time employment with a single employer is only one of many options; others include contractual, consultative and interim arrangements not to mention part-time, flexi-time and job sharing options.
With the flattening out of management hierarchies and fewer jobs in companies’ major changes have occurred in the traditional career models within organisations. Traditionally the career path model was one of upward mobility and employees had the certainty of a structured path for advancement. Today employees are finding that promotional opportunities are fewer and that they have to stay in positions longer before being promoted. In the current workplace there seems to be more emphasis on job rotation, multi-skilling and lateral promotions.
I would like to advocate that each person should have a strategy where their career is concerned and be proactive in making it happen. This doesn’t mean planning ten years in advance but it does mean giving some thought to the elements involved in a successful career.
Those of us who are engaged in satisfying, challenging careers that fit with our goals, ambitions and personalities lead productive, fulfilling lives.
It seems to me the way organisations work these days means that career planning needs careful thought and strategies and these need to be undertaken by the individual. Careers are shorter and more uncertain than ever and there is very little job security. Many people expect to hold a series of jobs or participate in a succession of contracts or project work during their career lifetime. Many individuals are looking to spread their risk and are creating a portfolio of income generating activities and full time employment with a single employer is only one of many options; others include contractual, consultative and interim arrangements not to mention part-time, flexi-time and job sharing options.
With the flattening out of management hierarchies and fewer jobs in companies’ major changes have occurred in the traditional career models within organisations. Traditionally the career path model was one of upward mobility and employees had the certainty of a structured path for advancement. Today employees are finding that promotional opportunities are fewer and that they have to stay in positions longer before being promoted. In the current workplace there seems to be more emphasis on job rotation, multi-skilling and lateral promotions.
Comments