Tuesday, 30 September 2008
Monday, 29 September 2008
Friday, 26 September 2008
- Taking the time to study the career events and achievements you are most proud of, or have remained connected to over time, offers useful insight into your relationship with work
- Starting a career dialogue that is ongoing, inquisitive and challenging creates more meaning in your relationship with work and the overall direction of your career
- Setting out to find a vocation is a difficult task but gaining a better understanding of what is important to us in our work, what we are good at and what keeps up going, can help to define our vocation more clearly and move us steadily towards it
- Instead of being something to achieve in the distant future, with a greater insight into our values, talents and goals, personal success can become part of our working experience today
Thursday, 25 September 2008
Tuesday, 23 September 2008
Monday, 22 September 2008
Saturday, 20 September 2008
Thursday, 18 September 2008
Wednesday, 17 September 2008
Tuesday, 16 September 2008
New US Department of Labor statistics quoted in the previous post continue to reveal more about employee/employer relationships and the career long relationship between individuals and their work. Despite the job and direction changes they expose, it wasn’t too long ago that the phrase ‘a job for life’ was associated with many careers.
Employers and employees took a longer term view of their commitment and it was not uncommon for a 25 or 30 year career to be spent within the same organisation. So why is it now time to celebrate these statistics and welcome the decline of the job for life?
Employers have benefited for some time from more fluidity in the labour market but the advantages to employees are only just beginning to be fully understood. With the ability to exercise choice throughout their career, the average worker has the chance to apply the lessons learned through direct, practical experience in their career decision making.
This degree of insight into any individual relationship with work is invaluable. For example, a career decision made at 18 years of age might still be relevant at age 35 but if it is not, a more informed choice can be based on the understanding created through 20 years in work.
Interpreting an individual’s values, talents and goals enables such informed choices to be made. Decisions are based on what an individual has learned through their full range of experiences at work, what this qualifies them to do and what they are motivated to do in the future.
The decline of the job for life has created the opportunity for more individuals to pursue personal success. This in turn can create a greater number of successful and meaningful relationships with work. A reason to celebrate indeed.
Friday, 12 September 2008
Wednesday, 10 September 2008
Monday, 8 September 2008
Thursday, 4 September 2008
Traditionally, employers & employees do not discuss careers. Discussions that focus on an employee’s future regularly take place but exploring the independent direction and development of an individual’s career is a rare thing indeed.
This poses an interesting question: Is there an opportunity that both sides are missing?
A career conversation between employer and employee can become a powerful statement of partnership. Even if an employee leaves there are investment returns that both parties continue to benefit from. Through a strategic career dialogue employers can positively impact the future of their former employees beyond their time within the business.
So, what do employers get out of this? First, a positive investment by their brand that former employees carry with them throughout their future careers. Second, significant benefit if the employee decides to remain within the business.
This is where things start to get exciting. An employee leaving is actually the worst case scenario but even this can have its positives, as seen above.
Before an employee leaves the company, a career conversation has even more to offer. A strategic career dialogue establishes clear priorities for the future. It also connects employees to their development with a greater influence on motivation. There is also evidence proving that both employer and employee gain a unified perspective on how to achieve mutual reward and results.
In short, a valuable connection (or re-connection) is made between the individual and the organisation through a strategic career dialogue. Through our successfully delivered client work to organisations & individuals alike, we [KEEP Consulting] have proven the ability of career dialogue to offer unique, long-term advantages for both sides. Particularly in situations where performance, business strategy, investment and resources are under pressure or review.
The career conversation is a subject employees and employers have the opportunity to rethink and benefit from in a variety of ways in the future. If you are an employee or an employer and you have an opinion or a situation that might be relevant, we invite you to contact us and begin a new dialogue!