Tag Archive for: Career Path

 

planCareer progression and happiness is intersected with the other elements of your life.

If you want to achieve the type of growth that brings happiness and satisfaction to your whole being, you need to focus on, among other things, your education, physical health, and fitness, spiritual health and personal relationships, in addition to your career path. To achieve better outcomes, you need to put your self-improvement plan in writing and without further ado. Here are seven steps on how to go about it:

1. Brainstorm

First things first, you need to have a foundation on which to build your self-improvement strategy. Hence, sit alone in a quiet room (definitely when the kids are safely tucked in!) and write down every goal, target or achievement that you wish to accomplish in future. While at it, be sure to use your heart and not your head. Write anything, and everything you want in life, however ridiculous or farfetched it looks, time for editing and logical thought will come later. It is through the continuous flow of raw ideas from your mind to the paper that your creative juices, as well as the imaginative side of the brain, will come to life and your plan largely depends on those.

2. Divide Your Goals into Categories

As mentioned earlier, your personal growth needs to involve every aspect of your life for it to be effective. As such, after you write down all that you plan on achieving or acquiring, deconstruct the list and put everything into 4 categories as follows:

• Intellectual – To include spiritual health, personal education, and general knowledge.
• Physical – Overall body health and fitness.
• Professional – Including money and finance, work relations, and any other career goals.
• Social – To include everything in your personal relationships, whether with your kids, romantic partners, family, and friends.

By dividing your goals into categories, you get a clue on which aspects of your life need more attention and most importantly, it helps you track your life progress.

3. Review Your Goals

We hate to be the bearer of bad news, but without a clear and strong “why” on each of your goals, your self-improvement plan won’t achieve much, just like the New Year’s resolutions of more than 91% of Americans that never get accomplished. Do people still do those by the way?

If you are like most women, losing weight is probably one of your priorities but why exactly do you want to do it? To rock your summer body or to be healthier and stronger? If it’s the former, you may end up backtracking at the sight of a chocolate cake. What we are saying is, only include in the plan things that are very important to you, and you will find it easier and more natural to do what’s required.

4. Focus on a Single Goal

Stereotypically and slightly generalizing here, women are great at multitasking and all, but as far as personal development goes, it’s much better, easier and more effective to focus on one thing at a time. Go through your list of goals and objectives, of course in the context of the four categories mentioned above and pick one for each category based on urgency and importance. Focus solely on those and only add more when your progress is satisfactory.

The good thing is, goals and activities in the different categories are mutually exclusive, and you can, for instance, join a gym and regularly attend social events even as you work towards your master’s degree.

5. Find the ‘How’

Now that you know what you will be focusing on sit and reflect on how exactly you will achieve your targets. If you need to, do further research on the Internet or even consult experts, like in the case of improving your fitness level. The most important thing is first to be aware of, and after that put clearly in writing, the roadmap to achieving your goals. For instance, if your objective is to increase your savings, you need to determine how much to save in a day/week, expenses to cut off or even better, how to make more money. As a suggestion, look for activities that you can turn into long-term habits, and that will have the most significant impact on your goals.

6. Take Stock of Your Situation

Depending on what you want to achieve, you will probably need some money, skills, competencies or abilities in the course of your plan. Thus, before you embark on actualization, make a list of your strengths, weaknesses, opportunities, and resources at your disposal as far as your personal development journey goes. You may also have to consult or research on what you need here.

Having an objective look at your circumstances relative to your objectives and ambitions will help you prepare better for the challenge ahead, thereby reducing the possibilities of failure or false starts. It also helps you determine whether the goals you have set for yourself are achievable or beyond your reach.

7. Take Action to Actualize Your Goals

Now that you’ve written all that needs to be written, it’s time to get up and chase your dreams, literally. You already know what you need to do to achieve your goals so restructure your daily routine to include the daily goal-oriented actions and commit yourself to them. Eliminate everything and everyone that might cause you to falter in your journey. For instance, if it’s going to the gym, carry your gym wear to work to avoid going home first and then becoming too lazy to leave the house. It will also do you a lot of good to have a checklist to recap what you do every day towards your goals.

Final Thoughts

There is no conventional way to write a Self-Improvement Plan, and it’s all dependent on your preferences. However, we believe that if you write your plan according to the above steps, you will find it much easier to navigate through it and achieve your goals. Above all, believe in yourself and your goals, and the world is all yours to conquer.

Guest contribution

About the author

Jake Lester is an essay writer that is currently writing for edubirdies.org. The most recurring themes he covers are education, writing and marketing. He has his own writing style and this is why he is appreciated by readers. You may look through Facebook, Twitter & Google+.

By Nneka Orji

Image via Shutterstock

Image via Shutterstock

Most of us will be familiar with the typical career path within big corporates; the graduate entry role, the progression to middle management, and for a few who meet what are deemed to be the prerequisites, the senior management and leadership positions are within grasp. Career progression – in the traditional sense – has been valued by the pace at which individuals make it the top of the organisational hierarchy, and any move off the ladder or taking a non-traditional route has until very recently been viewed as detrimental to achieving the end goal. However things are changing; with technological advancement, evolving needs of the workforce, and a more diverse talent pool, the perception of a successful career is being challenged and new forms of career paths are being introduced. Could an unconventional career path lead to a more fulfilling and sustainable career?

According to the authors of “The Corporate Lattice”, not only is there value in reimagining professional progress as a lattice instead of a ladder, it is necessary to address the changing demands of today’s diverse workforce and the different landscape in which businesses operate. “In contrast to the traditional ladder, [the corporate lattice] is more adaptive, and therefore better suited to align with the changing needs, norms and expectations of today’s workplace”. Rather than focus on the next rung of the hierarchy, the lattice structure enables individuals to take on roles outside their immediate business areas – through secondments, international transfers, sabbaticals, and many other routes. By removing the barriers that exist in many organisations, this enhancement in mobility provides individuals with more choice around how they work and progress their careers.

A culture for diverse talent

While many employers see the benefits of career mobility – including greater employee engagement and enhanced productivity, some still grapple with redesigning career pathways and fostering the organisational culture needed to make career transitions work successfully for the individual and the organisation. However, it is no longer just a nice to have. Bentley University recently conducted a study, the results of which are documented in the PreparedU: The Millennial Mind Goes to Work report. According to the report, 66% of millennials surveyed are no longer striving for the top job but rather looking to start their own businesses. If their current employer does not offer the career experiences they are looking for, they turn their attention elsewhere. With employees now more able and better equipped to seek career opportunities outside their organisations, it is increasingly important for business leaders to address this need for flexibility in career models to ensure they attract and retain top talent.
This isn’t unique to millennials who are predicted to make up 75% of the global workforce by 2025. Last year LinkedIn found that across the 20,000 people surveyed across 29 countries, almost a third were looking for a new job. Yet the opportunities employees are seeking can sometimes be found in their existing organisations – if only lateral transitions, international secondments and the like were encouraged. How do these open roles get filled? With external candidates. According to talent management firm Cornerstone, HR professionals recruit externally for almost two thirds of open positions. It seems illogical to do so, particularly given the costs which are estimated to be almost twice the cost of recruiting internally.

The female pipeline also benefits from the lattice approach. While the enhanced flexibility provides caretakers (although changing, the majority of caretakers are female), perhaps less frequently discussed is the opportunity a “lattice mind set” provides for women to pursue those stretching roles which lead to leadership positions. According to a Catalyst study, women are still less likely to be put forward for such “hot jobs” – those with high visibility and are “mission critical”. Of those female and male leaders surveyed, 62% attributed a significant contributor to their career success to such high profile assignments, and only 10% stated that formal training programmes had contributed more significantly. While a number of factors lead to men still being offered such positions more than women, the current relatively low representation of women at senior levels (in which candidates for such “hot jobs” are identified) does not help. Is the only option for women to wait their turn for the next rung on the ladder to become available before they too can be considered experienced enough? Clearly not. With the lattice approach, and a concerted effort from business leaders to acknowledge the value of diverse experiences, this “wait in line” bottleneck in our talent pipeline can be eased further if not completely removed.

Plan, act, and communicate

So how can you make the most of the lattice career approach – seeking opportunities in that may require a sideways or diagonal move? Although the organisational framework might not yet exist within organisations to foster this lattice model, individuals seeking diverse and “stretching” experiences now must be proactive in realising their ambitions. There are three things to consider: your plan, when to act on the plan, and how to communicate with your key stakeholders.

Plan: Before plunging in head first, it’s important to develop a strategy. Perhaps the most challenging aspect of the corporate lattice is that there is no one model that can be prescribed. The lattice model encourages and enables individuals to have greater accountability for their career paths; accepting roles that seem unconventional to others, but clearly support the individual in realising longer term ambitions.
Being clear on your desired outcomes from the move is a critical part of your plan, but just as important is deciding when to call time on your current role. Arianna Huffington’s recent announcement reminds us that “moving on” is an important part of self-development and there must be a clear sense of purpose. Moving because you’re fed up, while a valid reason, should not be the only reason to lead you to act.

Act: Once you have developed your plan and identified the right opportunity, don’t be paralysed by indecision. There will be those who question your move and even those who doubt that it will be beneficial to your career progression. While feedback can be helpful, some of it will be white noise. At the heart of the lattice approach is the individual – not just in terms of the recipient of the benefits, but also in terms of the driver. You are in the driving seat so don’t let conventional approaches distract you from your goal.

Communicate: Planning and acting won’t suffice if you are to make the most of a lattice career model; being able to clearly articulate your experiences and communicate your skills and value-add as a result of your diverse career path is the finishing touch. Anna Ranieri’s piece last year in Harvard Business Review provides some practical tips on how to address the communication challenge. Develop a narrative which brings together your valuable experiences – from the volunteering experience while on sabbatical, to the marketing role while on secondment. In a world where the lattice approach is yet to be fully embedded, being able to tell a coherent story about your unconventional career choices is a key factor for success.
In time the lattice approach will be the norm; top talent in every organisation will continue to seek opportunities to further develop and learn (the common trait of some of the most successful leaders), but rather than just consider external roles, they will be in organisations which offer diverse opportunities and encourage lateral moves. Career progression won’t be limited to forward moves; sideways moves and sometimes “pauses” will be recognised to be just as valuable if not more so.