Career self-management is controlled by the concerned individual and includes certain plans and information applicable for future career decision-making and problem solving. It is comprised of continuously improving the existent conditions at the present work place and preparing yourself for a change. Career self-management and organizational career management are not restricted and can actually help to promote each other.
Common Misconceptions
Listed below are some of the common misconceptions about career management:
Most people think that the most skilled candidate is likely to be selected. However, this is not true. Candidates with limited qualifications avail of a number of job opportunities because of the way they prepare and present themselves. In short, they self-market themselves in the required manner. Being skilled or qualified is not the only criteria. You must be able to convince the employer that you are the most suitable candidate for the job.
Most people feel that as long as they already have a job, they don’t really need to work on their careers. Again, this not true. Whether or not you are employed currently, you should be prepared for change, in whatever form. To steer clear of any career-related disasters, you should implement the concept of “Perpetual Career Management” to enhance your career growth.
Professional education should not stop when you graduate. You should always explore ways to increase your knowledge. You should be constantly updating your skills via journals, seminars and pursuing certifications. These choices should be a part of your consistent career development effort.
Don’t be under the misconception that your job is secure if you work hard and do a good job. With current mergers, outsourcing, downsizing and an unstable economy, there is no job that is entirely secure. You must be fully responsible for the future prospects of your chosen career.
What Graduates Have In Store For Them
Organizations in the United States and other developed countries have been following a trend of employing only the best university graduates to prepare them for future leadership within the organization. However, apprehensions about the proceeds in investing long-term in career development has led many organizations to wonder if this conventional stress on the management of graduate careers should be continued. Employers are now wondering whether they should promote self-management or whether they should continue with the traditional methods of career management.
Similarly, graduates are also faced with a problem. They need to decide whether they should engage in self-management or whether they need to adhere and prepare for the traditional methods already in use. Organizational commitment is important in shaping the responses to career development practices and in acting as chief indicators of the influence of these practices.
Nevertheless, there has been very little research done to sufficiently investigate the impact of career management practices, in spite of the evidence that these practices are capable of making a positive contribution.
Archive for the ‘Career Management’ Category
Career Management Defined
Friday, August 20th, 2010Tips For Your Career Management
Saturday, July 24th, 2010Know your market value and discuss exactly what you need to offer in specific terms. Have you any ideas on how to do it? The common failure amid interview candidates, whether external or internal, is believing that the track record will speak for itself.
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Support your persistence and motivation which will repay eventually. Even if you think yourself to be the most appropriate person for the position that has “your name signed all over it” you can be turned down. You need to take the trouble to comprehend why and where work options are declining or increasing in the organization.
Do what is necessary even though it does not work first time. Could you pick yourself up to carry on, learning from the made mistakes? You should use your experience to learn much better means of working and try to sort it out.
Maintain others so that you can build the network of contacts. In case you provide something of yourself to the people when they push ahead with the careers you may be sure the honour will be returned in the future.
The tips can make a difference to how you treat your job plus future as an employee. Actually, career planning & career development must be something that you consider regularly no matter what work you do now.
Though career management may be something that only college graduates think about, you should consider this case. If you wish to remain employed, then introduce career planning and career management into your schedule.
Coaching – the way to successful career management
Friday, July 23rd, 2010Why coaching is the way to successful career?
When you hear the word “coach”, what comes first into your mind? Do you picture a basketball team with a man/woman shouting out directions? Or perhaps a football team with a man/woman pacing to and fro and calling out the names of the players?
Coaching is no longer reserved to sports teams. It is now one of the key concepts in leadership and career management. Why is coaching popular?
Coaching is a solution-focused approach and recognized discipline used in people development to help clients articulate their dreams, desires and aspirations, clarify their mission, purpose and goals. It is a unique form of helping people to build self confidence realise your true potential through a process of uncovering and eliminating limiting thinking patterns and behaviours in your life. This is achieved by empowering individuals with specific tools and scientifically tested techniques that work.
Coaching is one of the six emotional leadership styles proposed by Daniel Goleman. Moreover, it is a behaviour or role that leaders enforce in the context of situational leadership.
Coaching builds up confidence and competence.
Individual career coaching is an example of situational leadership. It aims to mentor one-on-one building up the your confidence by affirming good performance and increase competence by helping the individual assess his/her strengths and weaknesses towards career planning and professional development.
Coaching promotes individual and team excellence.
Excellence is a product of habitual good practice. The regularity of meetings and constructive feedback is important in establishing habits. Coaching sessions constantly highlight and expose individuals’ strengths and direct focus on actions linked directly with developing his/her excellence.
Coaching develops high commitment to goals.
Coaching helps you to balance the attainment of immediate targets with long-term goals towards the vision of an organization you work for or you own. As mentioned earlier, with the alignment of personal goals with organizational or team goals, personal interests are kept in check. By constantly communicating the vision through formal and informal conversations, the individual is inspired and motivated. Setting short-term team career goals aligned and making an action plan to attain these goals helps sustain the increased motivation and commitment to the long-term broad goal.
Coaching produces valuable leaders.
Leadership by example is important in coaching. A coaching leader loses credibility when he/she cannot practice what he/she preaches. This means that a coaching leader should be well organized, highly competent is his/her field, communicates openly and encourages feedback. By vicarious and purposive learning, coached individuals catch the same good practices and attitudes from the coaching leader, turning them into coaching leaders themselves. If the individual experiences good coaching, he/she is most likely to do the same things when entrusted with formal leadership roles.
For more information on different types of coaching and its benefits for both, individuals and business, go to www.aleksandracichuta.com
If you are interested in great ideas on how to build successful and fulfilled career follow www.aleksandracichuta.blogspot.com