16483 career management_young


Published on


Published in: Career, Business
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

16483 career management_young

  1. 1. Managing our careers – In a globalized world<br />
  2. 2. Career<br />Career is a moving perspective through which the person sees the world and interprets the meaning of success………….<br />Depends on People Strategy (Build / Buy) (o)<br />Depends on Subjective Interpretation(I)<br />9/1/2010<br />2<br />
  3. 3. All for…<br />Some basic needs of individuals:<br />1<br />2<br />3<br />Anymore:<br />9/1/2010<br />3<br />
  4. 4. Career Paradigm<br />9/1/2010<br />4<br />
  5. 5. Career Stages<br />Withdrawal<br />Maintenance<br />Career Stage<br />Advancement<br />Establishment<br />17-39 40 to 60 60+ <br />Life Stage<br />9/1/2010<br />5<br />
  6. 6. Stages in Career of Individual (Nelson & Quick, 2008)<br />Establishment<br />Get to the new job, establish relationships and set foundation<br />Ensure transition from outsider to insider (individual)<br />Stressors, Reality Shock, Knowing yourself, Set realistic goals, seek feedback and assistance (PATIENCE)<br />What are the risks (protection against stressors)<br />What should I know (informational)<br />How am I doing (evaluation)<br />Whom do I follow (modeling)<br />Who cares if I am here or not (emotional) (Nelson, Quick, & Joplin, 1991)<br />9/1/2010<br />6<br />
  7. 7. Stages …<br />Advancement stage<br />Career path – sequences of job experiences along which employees move during their careers<br />Career ladder – structured series of job positions through which an individual progresses in an organization<br />Finding a mentor<br />Handling dual-career partnerships, work-home conflicts<br />9/1/2010<br />7<br />
  8. 8. Stages… <br />Maintenance Stage – plateauing (?)<br />Sustaining performance<br />Becoming a mentor <br />Withdrawal Stage<br />Planning for change<br />Prepare for retirement<br />Phased retirement – reduced hours and responsibilities<br />Bridge employment – between retirement and permanent withdrawal from the workforce<br />9/1/2010<br />8<br />
  9. 9. Career Anchor<br />Self perceived talents, motives and values that guide an individual’s careerdecisions (Schein, 1985)<br />Tech-functional competence – specializing in the given functional area<br />Managerial Competence – want general managerial responsibility, want to see their efforts have an impact on org effectiveness<br />Security and Stability – long term career stability (geographic, organization)<br />Creativity – strong need to create something, often entrepreneurs<br />Autonomy and Independence – freedom is the key, often people are uncomfortable working in large organizations (Writers, professors, consultants)<br />Emerge over time, may change<br />9/1/2010<br />9<br />
  10. 10. Implications<br />Individual responsibility, though organizations may provide some support<br />Some key questions to help:<br />Am I adding real value to my work, myself<br />Am I plugged in to what is happening around me <br />Am I trying new ideas, new techniques, new technologies<br />9/1/2010<br />10<br />
  11. 11. Another View <br />Career Models for 21st century<br />Core versus periphery of organizations<br />Working for self versus for others<br />Expert<br />Generalist/Traditionalist<br />Portfolio manager<br />Planned Entrepreneur<br />Spontaneous Entrepreneur<br />9/1/2010<br />11<br />
  12. 12. Transition in Careers<br />Career Counseling/Transition Workshops<br />Corporate Outplacement Services<br />Resume Development/training<br />Interview Generation<br />Job Search<br />Social Networks<br />9/1/2010<br />12<br />
  13. 13. Issues professionals face<br />Competition<br />Innovation<br />Expectation for high performance<br />Transition (from past or present to the future)<br />Managing own attitude and aspirations<br />Developing a mindset – local vs global?<br />“the politics - *#@¢<br />9/1/2010<br />13<br />
  14. 14. Mid-Life Crisis<br />Stage at which individual views success in relation to self image<br />Where am I going?<br />What do I want to do in Life?<br />Career Anchor Exploration.<br />Sabbaticals and breaks<br />Back to School Programs - Leadership development<br />9/1/2010<br />14<br />
  15. 15. Two specifics in successful:One Mindset, One Skill<br />
  16. 16. Understanding mindsets<br />How people and organizations make sense of the world with which they interact.<br />Limited ability to absorb and process information<br />Filtration process <br />Mindsets are products of histories<br />“It guides collection and interpretation of new information.”<br />9/1/2010<br />16<br />
  17. 17. Global mindset<br />Openness to and awareness of diversity across cultures<br />Ability to synthesize across cultures and embrace diversity<br />9/1/2010<br />17<br />
  18. 18. Mindset in 2 * 2<br />High<br />Low <br />High<br />Global Mindset <br />Parochial Mindset <br />INTEGRATION<br />(Ability to integrate diversity across cultures and markets)<br />Diffused <br />NA<br />Low <br />DIFFERENTIATION<br />Openness to diversity across cultures and markets<br />9/1/2010<br />18<br />
  19. 19. Assessing your own mindset<br />When interacting with others what impacts the other person’s status? (nationality, caste, religion, region)<br />How open am I to ideas from other people representing regions, cultures that are different from my own<br />What is the dominant feeling when I am in a new society: Excitement, Fear, Anxiety?<br />9/1/2010<br />19<br />
  20. 20. Outstanding performers<br />What do they have?<br />Best credentials<br />Best performance record<br />Best informed about what, where, who<br />Who are they?<br />Best technical people<br />Best networkers<br />20<br />9/1/2010<br />
  21. 21. Importance of networking<br />For seeking advancement<br />Keep updated<br />Opportunities<br />Cross-functional teams<br />New development<br />Getting decisions implemented<br />Coordination between department <br />21<br />9/1/2010<br />
  22. 22. What is networking?<br />Building and nurturing of personal and professional relationships to create a system or chain of information, contacts and support.<br />For business, goal is to develop and maintain relationships with people who could be helpful to:<br />You<br />Your organization<br />22<br />9/1/2010<br />
  23. 23. What does it take to network?<br />Certain mindset:<br />Attitude of giving <br />Information<br />Help<br />Expecting….<br />Build rapport – through common interests, meaningful and balanced two-way communication.<br />23<br />9/1/2010<br />
  24. 24. Two kinds of networker<br />Self-oriented<br />Who can I sell to? Who might be able to give me a job lead? What can I get them to buy? How can I convince that they need me?<br />Other-oriented<br />Who needs to be connected with whom? How can I help you? I know someone who might be able to help you? Can I have them contact you?<br />24<br />9/1/2010<br />
  25. 25. Barriers to networking<br />Lack of self-esteem or confidence in personal skills and abilities<br />Difficulty in asking others for help and being unable to reciprocate the favor immediately<br />Wanting to reach goal without any special help from others<br />Concern about sharing sensitive or competitive information<br />25<br />9/1/2010<br />
  26. 26. Overcoming these barriers<br />Think what your issues and resolve them<br />Make conscious effort<br />Make a habit<br />26<br />9/1/2010<br />
  27. 27. Strategies<br />Organize your current network<br />Expand your network<br />Nurture the relationships<br />Take charge of the situation – how to do that?<br />Look for everyday opportunities<br />27<br />9/1/2010<br />