Career Development

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Career Development

• Edwin Boyce

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Objective Scope

• Objective
• Present you with a view of career development and
  management
• Scope
• Review meaning of career
• Review meaning of success
• Career management
• Specialist vs Generalist
• Career development

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Complete The Statement

• He / she had a successful career as a / an

• Stockbroker
• Doctor
• Engineer
• Teacher
• Pilot
• Athlete
• Property Developer
• Real Estate Agent
• Merchant Banker
• University Lecturer

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But What About These?

• She had a successful career as a checkout
  operator.
• He had a successful career as a taxi driver
• She had a successful career as a petrol pump
  attendant.
• He had a successful career as a call centre
  operator.

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And These?

• He had a successful career as a golf caddy.
• She had a successful career as a nun.
• He had a successful career as a priest.
• He had a successful career as a hotel doorman.

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The Way It Was

• Enter a career in a particular field
• Join a particular company
• Stay for a number of years
• Work way up through the organisation

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The Way It Became

• Organisations became flat
• Restructuring and retrenchment
• Told wed have 5 or 6 careers
• Redundancy became a career move!!!

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Career Definition

• A sequence of work related activities and
  experience that spans a persons lifetime.

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Boundaryless Career

• Only one career
• Work for only the You Company
• Work with, not for an organisation
• Mutually beneficial
• Knowledge
• Skills
• Attitude
• Experience
• Proactively steering our careers

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Success

• Personal event
• What we want it to be, not what others want it to
  be
• Feeling of satisfaction

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Career Ladder

• Right ladder
• Right wall

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Career Management

• The continuing process of setting career goals,
  formulating and implementing strategies for
  reaching them, and monitoring the results.
• Starts with personal goal setting.

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Henry Ford

• Whether you think you can or whether you think
  you cant youre probably right

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45 Year Plan
Start WorkAge 20
RetireAge 65
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Mile Stones
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Specialist vs Generalist

• Influenced by career goals
• Both valuable to a company
• Both must be developed
• Different rewards
• Different career paths
• Flat structure may limit the generalist

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Career Definition

• A sequence of work related activities and
  experience that spans a persons lifetime.

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Career Development Company View

• Negative
• Why should they
• Nothing to be gained
• Costly in time and money
• Person will leave

• Positive
• Business strategy
• Builds loyalty
• Supportive environment
• Controls turn-over

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Career Development Considerations

• Day to day skills and knowledge
• Identify desired competence
• Identify persons level of competence
• Identify gap between person and job
• Put in place measures to reduce the gap

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Career Development Framework

• Leadership track
• Definitions of each leadership zone
• Success profiles and business knowledge required
  at each level
• Links to learning agility, developmental
  difficulty, career stallers and stoppers
• Career map
• Leadership zones overlaid with functional /
  business unit tracks, typical job clusters and
  possible routes
• Career development principles.

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Leadership Zones

• Thought Leadership
• Managing self, Managing the process
• People Leadership
• Managing people, Managing the business

Manager of Business
Manager of Managers
Manager of Others
Manager of Self
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Leadership Success Profiles
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Competency

• Skill and ability
• Motivation
• Context in which to perform

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Competency Development
Conflict Management Confronting Direct
Resorts Dealing with Ambiguity Developing Direct
Reports and Others Managerial Courage Sizing Up
People Creativity Motivating Others Process
Management Self Management
Conflict Management Confronting Direct
Resorts Dealing with Ambiguity Developing Direct
Reports and Others Managerial Courage Sizing Up
People Creativity Motivating Others Process
Management Self Management
MANAGER OF OTHERS
Continuous Improvement Customer Focus Directing
Others Drive for Results Informing Integrity
Trust Managing and Measuring Work Organising Peer
Relationships Planning Priority Setting
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Competency Development
Developing Direct Reports and Others
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Competency Development
Developing Direct Reports and Others
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Competency Development
Developing Direct Reports and Others
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Career Stallers Stoppers
Manager of Self Performance Problems Arrogant
Manager of Others Poor Administrator Betrayal of
Trust Blocked Personal Learner Defensiveness Lacks
of Ethics Values Insensitive to Others Key
Skill Deficiencies Lack of Composure
Manager of Managers Poor Administrator Betrayal
of Trust Blocked Personal Learner Defensiveness La
cks of Ethics Values Failure to Build
Team Insensitive to Others Key Skill
Deficiencies Political Missteps Lack of Composure
Manager of Managers Unable to Adapt to
Differences Poor Administrator Blocked Personal
Learner Defensiveness Lacks of Ethics
Values Failure to Staff Effectively Key Skill
Deficiencies Non-strategic Overdependence in a
Single Skill Performance Problems Political
Missteps
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Performance Management Development Systems

• Relationships
• Expectations
• Delivery
• Monitoring
• Reviewing

• Components
• Appraisal
• Review
• Leadership

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The Astronaut View
Skills Required By Astronaut
Skills Required By Employer
Common Ground
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The S Curve View
Expert
Expert
Make The Move!!!
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Summary

• Your career is in your hands
• You must manage it
• Set short, medium and long term goals
• Determine what success means to you
• Seek goal satisfying positions
• Look for mutually beneficial opportunities
• Move when you have to