Career Management

Mana gi ng Car eer s

WHO MANAGES YOUR CAREER? ❚ MOM ❚ DAD ❚ ACADEMIC ADVISOR ❚ CAREER CENTER ❚ FRIEND (_________) ❚ HR GUY AT WORK

WHO MANAGES YOUR CAREER? ❚ THEY CAN ALL HELP, BUT IT BETTER BE

❚ YOU

CAREER DEFINITION ❚ WHAT DID YOUR FRIENDS SAY - DO THEY HAVE A JOB OR A CAREER? ❚ HOW DID THEY DESCRIBE A DIFFERENCE? ❚ WHAT DO YOU THINK?

WHAT IS A CAREER? ❚ Pattern ❚ Work-related experiences ❚ Life span ❚ Commitment ❚ Persistence ❚ Advancement ❚ Success

FOCUS ON INDIVIDUAL AND ORGANIZATION ❚ Dual perspective ❙ Individual ❙ Organizational

❚ Emphasis here? Organizational ❚ Balance and consideration of both

INDIVIDUAL CAREER MANAGMENT ❙ Personal goals ❙ Achievement of goals ❙ Life planning and analysis ❙ Balancing work and family, other priorities ❙ Training, education

ORGANIZATIONAL CAREER MANAGEMENT ❙ Tracking career paths ❙ Developing career ladders ❙ Monitoring special groups ❙ Organizational career planning ❙ Job needs

CAREER COMPARED TO EMPLOYEE DEVELOPMENT ❚ Longer time frame than employee development ❚ Focus on long term ❙ Success ❙ Effectiveness

❚ Compatible ❙ Long term needs ❙ Dynamic changes

VALUE TO THE ORGANIZATION ❚ Needed talent pool ❚ High talent workers ❙ Attract ❙ Retain

❚ Growth, development opportunities ❙ Minorities ❙ Women

❚ AND….

VALUE TO THE ORGANIZATION ❚ Reduce employee frustration ❚ Enhance cultural diversity ❚ Promote organizational goodwill

VALUE TO THE INDIVIDUAL ❚ EXTERNAL ❙ Extrinsic ❙ Objective

❚ INTERNAL ❙ Intrinsic ❙ Subjective

❚ MOTIVATIONS ARE DIFFERENT

EXTERNAL VALUE TO THE INDIVIDUAL ❚ Status - hierarchy ❚ Flexibility ❚ Opportunitypromotion ❚ Money

INTERNAL VALUE TO THE INDIVIDUAL ❚ ❚ ❚ ❚ ❚

Meaning Respect Family Relationships Satisfaction

CAREER STEPS ❚ ❚ ❚ ❚ ❚

Exploration Establishment Mid-career Late-career Decline

EXPLORATION ❚ Training ❚ Trying lots of options ❚ Finding what you like ❚ New beginnings ❚ Find a mentor

ESTABLISHMENT ❚ Putting down roots ❚ Sending up shoots ❚ Becoming an expert ❚ Making your mark ❚ Have a mentor

MID-CAREER ❚ Level of comfort ❚ Demonstrated success ❚ Maybe boredom, time to start over ❚ Maybe satisfaction, enjoyment ❚ Be a mentor

LATE-CAREER ❚ Be a mentor ❚ Coach ❚ Energy devoted elsewhere ❚ New or different interests ❚ Influencer, more powerful

DECLINE ❚ Retirement ❚ Change of life focus ❚ Legacy

VOCATIONAL PREFERENCES ❚ People have different preferences ❚ People work better at jobs they like ❚ Communication is better between workers with similar interests

VOCATIONAL PREFERENCES ❚ ❚ ❚ ❚ ❚ ❚

Realistic Investigative Artistic Social Enterprising Conventional

PREFERENCE DIMENSIONS ❚ Being with people ❙ Realistic ❙ Social

❚ Action ❙ Investigative ❙ Enterprising

❚ Who provides structure? ❙ Artistic ❙ Conventional

SCHEIN CAREER ANCHORS (PREFERENCE) ❚ Technicalfunctional competence ❚ Managerial competence ❚ Security-stability ❚ Creativity ❚ Autonomyindependence

INDIVIDUAL DIFFERENCES AND JOBS ❚ Jungian personality typology ❚ Myers-Briggs Type Indicator(MBTI) ❚ Match individual characteristics with job characteristics ❚ Similar to vocational preferences

MBTI DIMENSIONS ❚ Orientation to the outer world ❚ Information gathering source ❚ Information evaluation process ❚ Closure seeking

MBTI - OUTER WORLD ❚ Extraversion (E) ❙ Energy builds with people

❚ Introversion (I) ❙ Energy drained with people

INFORMATION GATHERING ❚ Sensing (S) ❙ Focus on what is

❚ Intuitive (N) ❙ Focus on what might be

INFORMATION EVALUATION ❚ Thinking (T) ❙ Linear, rational

❚ Feeling (F) ❙ Holistic

CLOSURE SEEKING ❚ Judging (J) ❙ Once it’s done, it’s done

❚ Perceiving (P) ❙ Always willing to reopen a subject

CAREER SUGGESTIONS ❚ Select first job carefully ❙ Power department

❚ Do good work ❚ Project the right image ❚ Learn the power structure ❚ AND….

MORE CAREER SUGGESTIONS ❚ Gain control of organizational resources ❚ Stay visible ❚ Don’t stay too long ❚ Find a mentor ❚ Support your boss ❚ Stay mobile ❚ AND….

MORE CAREER SUGGESTIONS ❚ ❚ ❚ ❚ ❚ ❚

Think laterally Internships Acquire skills Upgrade skills Develop network AND….

TO KEEP YOUR CAREER GOING (D.A.T.A.) ❚ D esire ❙ More than experience

❚ A bility ❙ Can’t quit growing

❚ T emperament ❙ Security is a thing of the past

❚ A ssets ❙ Networking, skills, etc.

Career Stages

Holland’s General Occupational Themes

Structure of Holland’s Themes

Characteristics Frequently Associated with Myers-Briggs Types

Steps in Managing Your Career