Life Time Career Support

Today’s best and the brightest face different careers than their earlier generations

The “typical” traditional career

Traditionally you started your career by picking the right company to work for - fitting your skills, strengths, and aspirations

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In addition to picking the right company, the next step was to convincingly make your mark before 40…

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… which would set you up for "making a real difference" between 40 and 55

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This would put you in a position to be able to leverage after 55 (or prepare to retire)

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What is different in today’s typical career?

Today's best and brightest will no longer have a single career defining employer - but more likely more than five or even ten

Demographics will also force today's best and brightest to pursue much more extended careers

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And they will have to do so in an altogether substantially more dynamic, complex, global, and faster changing environment

So what does this mean?

First of all, the increased business dynamics fuel the risk of professional irrelevance during a career

Which is unfortunate as extended careers require just the opposite: we need to stay professionally relevant much longer

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On top of that, our multi-company careers frustrate the consistency and continuity of our career and development 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 real difference - but with extended careers - it is as much about for how long you can continue doing so

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The faster changing business environment also erodes the value of a single career learning curve

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Learn & Grow

Capitalize on Experience

Instead it will become paramount to indefinitely maintain our ability to learn and grow

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Experience

Obsolete Experience

It is also prudent to rethink what we require in terms of career and development support

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Career & Development Support

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Multi-Company Careers

ExtendedCareers

So what about Career & Development Support?

For starters, Career & Development Support used to be either good or not so good, now it is certainly discontinuous and inconsistent

This makes it prudent to see how we can create multi-company focused career & development support to complement in-company offerings

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For example, by providing a means for a company independent personnel file - much like the (future) computerized patient records in healthcare

Or for example by assuring availability of, and access to, comparable skills and personal driver assessments…

… providing input to Career Coaching specifically focused on Multi-Company Career progression

Access to a core career development curriculum can help individuals to close gaps in their formal development

Another thing to consider is how to create and maintain true professional peer groups across multiple companies for informal career support

Last but not least, new ways of matching the career needs of individuals with the contribution needs of companies will have to be explored

What does it all mean?

More so than ever your career is now really your own responsibility - and things have become more complicated on top of that

Fortunately there is a growing number of tools to help you manage your career and development

Leaving you with a potentially much more rewarding and durable career progression.......!