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How to manage your career

first_imgMost of us probably spend more time planning our next holiday than managingour career. But the end of the jobs-for-life culture and along with it,life-long career progression, means taking control of your career is moreimportant than ever. Those who take a proactive approach to mapping out acareer path are more likely to find work a satisfactory and rewardingexperience. And you’re never too young to start, or too old to stop managing youraspirations. Even if you’re at CEO level you never know what might lead to thatdesired part-time consultancy job or non-executive directorship you are lookingfor when you stand down. So, it’s time to stop drifting, get ambitious, andtake charge of your career. How do I start? Don’t say you haven’t got time – it’s too important not to take control ofyour career. This need not necessarily entail signing on with a recruitmentagency or seeking advice from a career management consultancy. There are manystraightforward steps you can take that will enhance your future prospects. Attending conferences and seminars, for instance, provides excellentnetworking opportunities. Similarly, keeping abreast of the latest HR thinkingand employment law developments can be easily done through magazines such as PersonnelToday. Update your skills whenever possible as HR can be quite cyclical inits demands – at the height of M&A activity, due diligence was regarded asan indispensable area whereas, now, in terms of economic uncertainty, hiring andfiring ability is more likely to be regarded as a key skill. Ultimately, it has to be said that heeding advice from a management guru,however inspirational, is unlikely to rocket you into Personnel Today‘s ’21to watch’ or ‘Top 40 Power Players’ listings but the more effort you put in themore you’ll get out and, importantly, the more doors will open up for you. Shared responsibility It is fairly safe to assume that your organisation isn’t providing a continuouscareer management service as its preoccupation is more likely to be withvocational training and development that will have a measurable impact on thebottom line. However, there is evidence that individuals who receive career managementadvice can kindle an interest in monitoring their career throughout theirworking lives. Embedding a career management culture into an organisation will not onlyhelp employees, but your organisation too. Most employees will move on at some point and paradoxically, offeringemployees career advice on the optimum opportunity for development may mean yourisk losing them – but the chances are high that they will one day return tothe company. In the interim, if they have enjoyed a favourable experience, it’sfairly likely they will act as an ambassador for the company. Going it alone If you’re not fortunate enough to experience the sort of help outlinedabove, the good news is that we’re all coming round to the idea of managing ourown careers. According to Roffey Park’s The Management Agenda 2003report, 66 per cent of the 372 managers quizzed believed career development wastheir own responsibility while 75 per cent claimed they were fully equipped tomanage their own career. Where can I get more info? Websites www.careerjournal.com Voted best executive career site by Yahoo Internet Life magazine, thissister site of the Wall Street Journal offers a specific section onmanaging your career, which covers everything from Climbing the Ladder through toSurviving a Crisis. www.monster.co.uk Monster is the online arm of global recruitment agency TMP Worldwide. ItsCareer Centre dispenses plenty of useful advice and offers a suite of tools andservices including ’10 key questions to help you discover the work you wereborn to do’. www.workthing.com Owned by the Guardian Media Group, workthing.com’s At Work section presentsa wide selection of services and self-help tools – including reviews of careerfitness checkers. Related articles See Personnel Today‘s How to guide to networking at www.personneltoday/goto/17214 Report The Management Agenda 2003 Roffey Park £30 e-mail: [email protected]’s viewJane Robson, director of Courtnay HR, on managing your own careerQ. Has career management changed dramatically in the last decade? Yes. It has moved from being company organised with a strong company focusto being individually managed and focused. It is up to you to takeresponsibility for managing your career. It has become more important todevelop a broad experience portfolio, rather than a clear line of job titledevelopment, and as such, it essential to think in broader commercial termsrather than specific specialism terms. Don’t just develop your HR experience inisolation. Q. What’s the most significant thing that you do/you’ve done in terms ofmanaging your own career? Developing a range of networks; finding a mentor(s) and ensuring they bothquestion [my career moves] and that I listen objectively. Be prepared to thinkoutside of the box and take risks. Q. What’s the single most important piece of advice you’d give to HR interms of managing their own careers? Don’t be a ‘cobbler’s child’. Q. Should the way you manage your career be different in a downturncompared with a boom? If anything you need to be more flexible in your thinking. Think broader.Don’t let yourself become so risk or experience adverse that your skills andexperience stagnate. You won’t then be able to take full advantage of theopportunities that present themselves when the market develops. Top 3 Tips – Actually do it – Think broadly and don’t be afraid to be creative – Find a mentor Related posts:No related photos. How to manage your careerOn 4 Mar 2003 in Personnel Today Comments are closed. Previous Article Next Articlelast_img read more

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