Life Time Career Support
Today’s best and the brightest face different careersthan their earlier generations
The “typical”traditionalcareer
Traditionally you started your career by picking the rightcompany to work for - fitting your skills, strengths, andaspirat...
In addition to picking the right company, the next step wasto convincingly make your mark before 40…    Contribution      ...
… which would set you up for "making a realdifference" between 40 and 55   Contribution                  25   40         5...
This would put you in a position to be able to leverageafter 55 (or prepare to retire)   Contribution                  25 ...
What is different intoday’s typicalcareer?
Todays best and brightest will no longer have a singlecareer defining employer - but more likely more thanfive or even ten
Demographics will also force todays best and brightest topursue much more extended careers    Contribution                ...
And they will have to do so in an altogether substantiallymore dynamic, complex, global, and faster changingenvironment
So what does this mean?
First of all, the increased business dynamics fuel the risk ofprofessional irrelevance during a career
Which is unfortunate as extended careers require just theopposite: we need to stay professionally relevant muchlonger   Co...
On top of that, our multi-company careers frustrate theconsistency and continuity of our career anddevelopment support
In short: Ouch!
What to do?
It is prudent to rethink our ideas of an ideal career
It is no longer only about how quickly you can make a realdifference - but with extended careers - it is as muchabout for ...
The faster changing business environment also erodes thevalue of a single career learning curve                           ...
Instead it will become paramount to indefinitelymaintain our ability to learn and grow   (Potential) Contribution         ...
It is also prudent to rethink what we require in terms ofcareer and development support               Career & Development...
So what about Career &Development Support?
For starters, Career & Development Support used to beeither good or not so good, now it is certainlydiscontinuous and inco...
This makes it prudent to see how we can create multi-company focused career & development support tocomplement in-company ...
For example, by providing a means for a companyindependent personnel file - much like the (future)computerized patient rec...
Or for example by assuring availability of, and access to,comparable skills and personal driver assessments…
… providing input to Career Coaching specifically focusedon Multi-Company Career progression
Access to a core career development curriculum canhelp individuals to close gaps in their formal development
Another thing to consider is how to create and maintaintrue professional peer groups across multiplecompanies for informal...
Last but not least, new ways of matching the careerneeds of individuals with the contribution needs ofcompanies will have ...
What does it all mean?
More so than ever your career is now really your ownresponsibility - and things have become morecomplicated on top of that
Fortunately there is a growing number of tools to helpyou manage your career and development
Leaving you with a potentially much more rewarding anddurable career progression.......!
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Lifetime Career Support

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Lifetime Career Support

  1. 1. Life Time Career Support
  2. 2. Today’s best and the brightest face different careersthan their earlier generations
  3. 3. The “typical”traditionalcareer
  4. 4. Traditionally you started your career by picking the rightcompany to work for - fitting your skills, strengths, andaspirations Contribution 25
  5. 5. In addition to picking the right company, the next step wasto convincingly make your mark before 40… Contribution 25 40 Age
  6. 6. … which would set you up for "making a realdifference" between 40 and 55 Contribution 25 40 55 Age
  7. 7. This would put you in a position to be able to leverageafter 55 (or prepare to retire) Contribution 25 40 55 Age
  8. 8. What is different intoday’s typicalcareer?
  9. 9. Todays best and brightest will no longer have a singlecareer defining employer - but more likely more thanfive or even ten
  10. 10. Demographics will also force todays best and brightest topursue much more extended careers Contribution 25 40 55 Age
  11. 11. And they will have to do so in an altogether substantiallymore dynamic, complex, global, and faster changingenvironment
  12. 12. So what does this mean?
  13. 13. First of all, the increased business dynamics fuel the risk ofprofessional irrelevance during a career
  14. 14. Which is unfortunate as extended careers require just theopposite: we need to stay professionally relevant muchlonger Contribution ! 25 40 55 Age
  15. 15. On top of that, our multi-company careers frustrate theconsistency and continuity of our career anddevelopment support
  16. 16. In short: Ouch!
  17. 17. What to do?
  18. 18. It is prudent to rethink our ideas of an ideal career
  19. 19. It is no longer only about how quickly you can make a realdifference - but with extended careers - it is as muchabout for how long you can continue doing so ! Contribution 25 40 55 Age
  20. 20. The faster changing business environment also erodes thevalue of a single career learning curve Learn & (Potential) Contribution Grow Capitalize on Experience 25 40 55 Age
  21. 21. Instead it will become paramount to indefinitelymaintain our ability to learn and grow (Potential) Contribution Obsolete Experience 25 40 55 Age
  22. 22. It is also prudent to rethink what we require in terms ofcareer and development support Career & Development Support ? ? Multi-Company Extended Careers Careers
  23. 23. So what about Career &Development Support?
  24. 24. For starters, Career & Development Support used to beeither good or not so good, now it is certainlydiscontinuous and inconsistent
  25. 25. This makes it prudent to see how we can create multi-company focused career & development support tocomplement in-company offerings +
  26. 26. For example, by providing a means for a companyindependent personnel file - much like the (future)computerized patient records in healthcare
  27. 27. Or for example by assuring availability of, and access to,comparable skills and personal driver assessments…
  28. 28. … providing input to Career Coaching specifically focusedon Multi-Company Career progression
  29. 29. Access to a core career development curriculum canhelp individuals to close gaps in their formal development
  30. 30. Another thing to consider is how to create and maintaintrue professional peer groups across multiplecompanies for informal career support
  31. 31. Last but not least, new ways of matching the careerneeds of individuals with the contribution needs ofcompanies will have to be explored
  32. 32. What does it all mean?
  33. 33. More so than ever your career is now really your ownresponsibility - and things have become morecomplicated on top of that
  34. 34. Fortunately there is a growing number of tools to helpyou manage your career and development
  35. 35. Leaving you with a potentially much more rewarding anddurable career progression.......!

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