[fusion_text]Career definition: an occupation or profession followed as a life’s work; a course or passage.
Life: a way of living; the physical and mental experiences of an individual; a specific phase or period
In the past, career professionals have suggested that we have a work or a career life and a home life and that we should consider them to be separate units.
I agree, however, with the assertion of a colleague Dr. Alan Weiss that we don’t have a separate work life and a separate home life; we simply have a life! In today’s society, drawing a line between work and home is no longer valid. I suggest that we no longer try to separate them.
The concept of working or earning a living to help fund what you really want to do is flawed. At some level, most, if not all of what a person does in life should be linked to his or her natural gifts, talents, interests, passion, and purpose. Rather than thinking about life in the context of a career path, we need to shift our thinking to our purpose in the context of our current stage in life and our desired lifestyle.
A New Mandate for Career Development Professionals
What’s the mandate of career development professionals? In the past, job titles and job descriptions drove the conversations between career development professionals and their clients. At Consulting Resource Group (CRG), we suggest that individuals are far more unique than what Standard Industry Codes (National Occupational Codes) offer and that our lives are far more organic than the SI process.
Another strategy in the profession is the practice of using a battery of psychometric tests to determine the characteristics of the client, including who and what he is and what his interests are. This practice has limited use in the context of career development or career choice.
To emphasise this point I would strongly suggest that any use of interest inventories is dead. First no assessment or tool can capture today’s diverse opportunities. In the North America alone, there are over 40,000 job titles, and the jobs that my kids (both in their late teens) will do are not even invented yet.
Norms that are part of the psychometric process typically apply only to the specific group where the standardisation was created. This means new norms should be quantified in EVERY unique user group. That process quickly becomes impractical for most organisations and typically results in a co-dependent relationship because it ALWAYS requires qualified and certified practitioners to interpret the results.
Career development professionals should not be telling the client what he/she should be doing, but rather facilitating a process to assist the client in self-discovery.
The new mandate for career development professionals is to provide processes, systems, and experiences so their clients are equipped to make confident, independent, and intentional life decisions. Our responsibility is to help individuals discover their purpose. Discover means uncover, not create.
Did you know that Bloomberg predicts that over 50% of all jobs in the US by 2020 will be short term contracts from a couple weeks to 2-3 years?
As individuals we bring expertise and skills sets to the marketplace that will be used in numerous applications and contexts. Forget the idea of career as you know it. We are going back over 100 years ago, when the majority of the population were entrepreneurs and they had expertise for hire. So now more than ever – we all must be clear about who we are and what we want to do and that rarely happens by accident.
Strategies to Successful Career/Life Development
With individuals now having over eight jobs in their lifetime on average, it is possible that the concept of a career is an anachronism. As mentioned previously, many of the responsibilities and jobs you or your clients will engage-have not yet been invented. Therefore, it is necessary for you and your clients to be grounded in your interests, your core values, your passion, and your purpose. That is far more useful than any industry job code.
Ken Keis, MBA President of CRG, is considered a global authority on the way assessment strategies increase and multiply your success rate. In 25 years, he has conducted more than 3000 presentations and 10,000 hours of consulting and coaching. Author of Why Aren’t You More Like Me? Discover the Secrets to Understanding Yourself and Others, Ken has co-created CRG’s proprietary development models and written over 3.5 million words of content for 40 business training programs and 400+ articles. Ken’s expertise includes assisting individuals, families, teams, and organizations to realize their full potential and to live On Purpose! Contact Ken at 604 852-0566, email@example.com, or through www.crgleader.com/IIC
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