May 6, 2013
What is Career Transition?
Career Transition is more often than not forced on individuals through the process of redundancy rather than making a conscious decision to make a change of career. No matter the reason, changing career should be seen positively because it can be a new beginning not only career wise but in life style as well.
How many of us actually sit down and plan our career? Many of us dream of what we would like to do but are uncertain about how we should go about it.
“Many people quit looking for a career once they find a job! However, if you find a career which you love, you will never have to work a day in your life”
Career transition is stimulating, challenging and rewarding, but it is also a journey. Arriving at the first goal is the starting point to another.
Public to Private Sector
“Career Transition” is a phrase that many people in the public sector will not have needed to use during their careers to date.
However over the next few years it will be a commonly used and understood by many as a description of a what they will be doing, whether that is due to voluntary or compulsory redundancy or driven by career ambition to change.
Career Transition to us at TCMO is an over arching process of moving jobs or careers from one clear area to another.
It’s a time of pitfalls and frustration, soul searching and challenges but for most, that plan well and are open minded, this leads to genuine and realistic results.
If, as the economic signals are telling us, the public sector continues to shrink and the private sector grows there will be a huge shift and need for career transition from one to the other.
The isn’t going to be an isolated activity and career transition should now be at the heart of all Change / HR / Organisational Development professionals agendas within the public sector. TCMO are Career Transition experts and can be used as facilitators, providers and advisors as individuals and teams map out their approach.
Career Transition from the Public to the Private isn’t something that should be left to the future, start planning know, take good advice and embrace it ….it may soon be a necessity.
How will professional career support help me?
People could handle their Career transitions themselves but unless carefully planned, it can be a very unsettling process. That is why an investment in your career is worth considering. Focus and planning are essential for a successful career transition along with perseverance. The road to successful transition is dotted with many tempting parking places, but with the support of companies such as TCMO, the door to opportunity will soon come along.
The key however, is the professional support which provides you with the confidence and motivation to go all the way. “Don’t be afraid to take a big step if one is indicated; you can’t cross a chasm in two small jumps” (David Lloyd George).
For career change to be successful firstly you need to look at your current working self i.e what you can do, how you do it, how it affects others and how you achieve your goals
Once you have worked this through think which of these areas are a ‘selling point’ to private sectors employers?
Compare your current role / job titles to private sector roles – what’s missing? You may find nothing; all you need is some quick professional advice and guidance in the right direction.
From experience the transition is tricky but very often successful, private sector employers now look for that ‘commercial’ edge in all their current or future employees.
Having the ‘commercial’ edge is something that historically has been badly presumed lacking in the public sector.
However, very simple to overcome, being confident in your professional abilities, knowing your transferring skills and being well researched is often all that’s needed. Getting professional Career advice is key to success.
Where do I find it and what do I look out for?
The definition of Outplacement is “The provision of assistance to laid off employees in finding new employment, either as a benefit provided by the employer directly or through a specialist source”
It may be found as well by searching for Career transition services.
Sounds simple enough, but shop around before selecting a provider and always make sure that the outplacement company follows a recognised Code of Practice such as that of the Chartered Institute of Personnel and Development.
So, what can you expect from an outplacement company? First of all, they should take you through a career assessment to identify your transferable skills with a view to exploring opportunities out with your current sector. Having done this, and with you in full agreement, attention should be given to creating a CV and covering letter which have an “impact”. The main purpose of the CV is to open the interview door, so this is a vital part of the service being provided. This also includes any other “marketing materials” which may be required.
Their Career consultants should be qualified and experienced.
Interview technique training is essential, especially for those who have not participated in an interview externally for quite some time. Mock interviews and video recorded interviews are all useful tools in preparing for the real thing. You only get one chance with the interview so preparation should be meticulous. “Fail to prepare – prepare to fail”
Job search campaigns need to be planned effectively. Use the “rifle and target opportunities” rather than using the “shotgun to blast everything in sight” A competent consultant will have a network of contacts and should be able to refer you to someone who may be able to identify suitable opportunities.
Networking is vital in any job search campaign. Beware of those outplacement companies who give little or no credence to this topic. The hidden job market or unadvertised job market emanates from networking.
Managing change which usually, but not always, leads to redundancy which in turn leads to outplacement, all very sensitive issues. It is also a time when personal emotions run high and the danger of the employee rejecting the offer of outplacement because of their anger at being laid off. Always accept the offer!
A reputable outplacement company, such as The Career Management Organisation Ltd, will provide solutions focused on the needs of the most affected, working sensitively to achieve a smooth transition into their next role.
Finally, a word of advice for those being laid off but not being offered support by an outplacement company. Approach your HR Dept and ask for career transition coaching. It can be part of a redundancy package or compromise agreement. The benefit to the company is in the public relations which it generates showing them as a caring employer. If the cost is invoiced to the company, they can recover the VAT something you as an individual can not do. Reputable outplacement companies, such as TCMO, will explore these options with you and if necessary approach HR on your behalf, which is another indication of the professional ethics associated with and indeed required when making your choice of outplacement companies.
May 6, 2013
What is Outplacement?
Outplacement is the efforts made by a downsizing company to help former employees through the transition to new jobs and help them re-orient to the job market. A consultancy firm usually provides the outplacement services which are paid for by the former employer and are achieved through practical advice and psychological support.
Outplacement is either delivered through individual one-on-one sessions or in a group format by outplacement consultants.
Topics include career guidance, career evaluation, CV writing and interview preparation, developing networks, job search skills and targeting the job market. Individuals may be offered other services such as the use of an office and online tools.
The term outplacement was coined more than thirty years ago by the founder of a Chicago based career consultancy. With the increased rates of downsizing, rightsizing, redundancies and lay offs, particularly during the 1980s and 1990s, businesses increasingly found a need for some form of assistance in reducing the trauma of redundancy for both departing employees and those who remain. Indeed, research shows that losing one’s job is one of the most stressful experiences a person can face, ranked third behind death and divorce.
Outplacement companies can also provide counseling support for individuals who have not been offered those services through their employer, but choose, on their own, to pay an outplacement or “career management” service to provide the same assistance. Since the client of outplacement firms, is the individual or firm that pays the fee, the individual who elects to contract with an outplacement firm on their own, may often receive more one-on-one time, and more individualized attention, than is usually offered when the company hire the Outplacement providers
Outplacement Companies Coaching for Executives
Executive coachingis designed to help facilitate professional and personal development to the point of individual growth and improved performance. Coaches need to have a strong understanding of individual differences in a work place as well as the ability to adapt their coaching style or strategies. It is suggested that those coaches who are unable to acknowledge these differences will do more harm than good. Many executive coaches have a specific area of expertise: Executive outplacement;
Sports; business or psychology. Regardless of specific area of focus, coaches still need to be aware of motivational needs and cultural differences and may be provided as part of an Executive search plan.
Executive coaches work their clients towards specific professional goals. These include career transition, interpersonal and professional communication, performance management, organizational effectiveness, managing career and personal changes, developing executive presence, enhancing strategic thinking, dealing effectively with conflict, and building an effective team within an organization
Expat and global Executive coaching deals specifically with the unique set of challenges created from crossing cultures following an international or domestic relocation. This niche of coaching tends to center around adapting to a new culture, identity issues created within relocating families, difficulties attaining professional goals amidst a changing political and social structure, and other social and personal hurdles unique to each individual. This method of coaching is either individual, or group-based and helps the client gain fulfillment, success and a sense of identity in the areas that are coached.
Coaching for Businesses
Business coaching is a type of personal or human resource development. It provides positive support, feedback and advice to an individual or group basis to improve their personal effectiveness in the business setting. Business coaching includes executive coaching, corporate coaching and leadership coaching.
The Professional Business Coach Alliance, The International Coach Federation, the International Coaching Council and the Worldwide Association of Business Coaches provide a membership-based association for business coaching professionals. These and other organizations train professionals to offer business coaching to business owners. According to a US report, business coaching is one of the fastest growing industries in the world and business coaches of high quality are very sought after.
There are almost as many different ways of delivering business coaching as there are business coaches. Some offer personal support and feedback, others combine a coaching approach with practical and structured business planning and bring a disciplined accountability to the relationship. Particularly in the corporate coaching market ,business coaching is as much about driving profit as it is about developing the person.
Business coaching is not the same as mentoring. Mentoring involves a developmental relationship between a more experienced “mentor” and a less experienced partner, and typically involves sharing of advice. A business coach can act as a mentor given that he or she has adequate expertise and experience. However, mentoring is not a form of business coaching.
Outplacement for Businesses
Outplacement support is not a practice restricted to external experts or providers. Many organizations expect their HR teams to coach their team members by internally providing Outplacement services
If this is to be done effectively then business coaching for HR teams will need to take place prior to the Outplacement service starting internally.
The credibility of a business and its HR team is at risk by providing un credible coaching to already frustrated or disengaged staff.
TCMO provide support in all the areas discussed here and will provide case studies and testimonials to support this for both corporate and individual clients.
May 6, 2013
It’s often been said that one of the most effective ways of grabbing someone’s attention is to ask for their advice; essentially, it appeals to their ego: “Mm, you need my advice, eh? Why of course, I’d be delighted to help.” And the topics upon which we’re prepared to admit that we do, actually, need the advice are endless: How do I make a good soufflé? Which tie do you think I should wear? What book would you recommend for my 12 year-old? What would you say is the best way to drive to Skye from Edinburgh? These are ordinary, everyday topics and we wouldn’t think twice about asking for someone’s help or guidance, simply because we want to perform these basic tasks to the best of our ability.
However when tasks become more complicated, possibly even life-changing, we’re unlikely to rely totally on friends or family. We go to the professionals. Indeed most major decisions in our lives are usually taken with the benefit of professional advice of some sort, and we start at an early age; even the most intellectually gifted child will need the advice and guidance of a qualified teacher in order to gain an education. But when it comes to anything in life with which we’re ill-equipped to deal or face head on, we’ll turn to others who we know can help: “I thought the wiring in the house may have been a bit dodgy, so I asked an electrician for his advice…” The electrics in a house are both essential and potentially hazardous, so it makes absolute sense to consult a professional on the subject. Doesn’t it?
Of course it’s the same with any form of financial advice, when we may well turn to an Independent Financial Advisor (IFA) who is, we trust, best placed to advise us on how to invest our money. Even a self-employed sole trader will, almost certainly, require a qualified accountant to keep their business and tax affairs in order; and very few people would attempt to handle any legal transactions without the help and guidance of a lawyer. These are practical and basic requirements that we all take for granted, and we’re even prepared to pay for the advice on offer. So why is it, when our career is probably one of the most important and influential aspects of our lives, are we so reluctant to seek professional career advice? Possibly because we’re unaware of its existence!
Career Advice – How can it help me?
The first time we’re presented with careers advice is at school when well-meaning but, essentially, ill-equipped teachers will probably cover the subject by offering myriad ‘safe options’ whilst being unable to establish the true ambitions of the individual concerned. (That said, advising a 16 year-old on a career path is rarely going to be straightforward.) Careers advice for adults, on the other hand, is a totally different concept which, not surprisingly, can offer a great deal more.
There can be any number of reasons why we might seek career advice, and not only as a result of a significant change of circumstance – e.g. redundancy. And just as we would be unlikely to seek (far less act upon) advice from a friend or family member on a legal matter, or how to complete our business tax return, so we might seek out a careers advice service in order to help us by, for example: examining whether our lifetime ambitions are being met; establishing what are the options for enhancing our career prospects and finding our true ‘niche’; guiding us through a tricky negotiation for promotion; investigating the possibilities of moving to another sector entirely; relocating – possibly even abroad. All of this might come under the heading of ‘career change advice’. And it’s in this area that most people seem unaware of the help available to them, not from well-meaning teachers (or even just as well-meaning friends and family who will can be hugely supportive but, sadly, rarely practical), but from professional career managers who will offer personal, focused, one-to-one counselling – which can often be surprising in its effectiveness.
But, as we said, the majority will tend to seek advice only when they feel forced to do so by circumstances outwith their control, such as redundancy, when they might now be looking desperately for help in finding ‘another job’. And whereas a professional careers advisor will certainly help with tasks such as: re-writing a CV; producing an effective cover letter; identifying opportunities; helping with interviews and salary negotiation – to name a few – to those seeking the advice this will nonetheless have been a reactive, rather than a pro-active, exercise. A lifeline.
But careers advice can do so much more!
So what now?
For most of us, a career will last between 40 and 45 years (and possibly longer as the State pension age increases!). People these days will, on average, change jobs between 6 and 8 times during that period – often more than this. The days of a ‘Job for Life’ – when we started as an apprentice and retired from the same firm with a gold watch – have long gone and the dynamic is now totally different. Many of us will not only change jobs, we’ll change sectors as we go through our careers; but rarely do we stop to take professional advice along the way.
Does it not, then, make absolute sense to at least take 30 minutes out of our 45 years and go to meet a professional career advice company, such as TCMO, if only to discuss our careers, our ambitions – and to be shown how we might achieve them?
We would have nothing to lose, and possibly a whole new career to gain….!
May 6, 2013
Looking to change career? Looking for Career Ideas? Career Transition is not as easy as it sounds. In fact, many people quit looking for a career when they find a job! You could possibly start making a career change yourself but unless it is carefully planned, it can be an unsettling process. As an example, where do you start? How do you plan career changes? The key word here is “plan” because without careful planning, you could end up in a job that does not provide the enjoyment, stimulation and challenge that professional career management support can offer. How many of us actually sit down and plan our career ? Looking for a career change goes hand in hand with career change advice and that can be obtained by approaching a reputable career management company such as The Career Management Organisation Ltd (TCMO).
Where do you start? Many of us dream of the ideal career whilst others make it happen. Career success is a journey, not a destination, so careful planning comes in right at the front end. Career change ideas may not always be practicable, so take the advice offered by the leading career management companies. TCMO will offer two, in some cases three, free consultations at the front end before you even consider taking up the offer of their services. Career management is all about people and not the glossy brochures, technology or plush offices. You must have belief and trust in the people you retain to deliver on what will become “an investment in your career”.
So, what should happen during these free consultations? Career change ideas should be discussed but at the same time realism must come into play as some career aspirations may just be beyond the skills and capabilities of the individual. Career advice should be realistic, achievable and affordable. Affordability is important and must be discussed as there is no point in setting out on a journey to career success if the funds are not available to complete the journey
Once you have had your initial consultation(s), a proposal should be provided to you detailing precisely what is being offered including the total cost. At this stage, it is absolutely vital that the proposal matches your needs and career aspirations. Take time to consider before giving the go ahead. The whole career change advice should be completely transparent but it should also stimulate and challenge you from day one. The content and planning should travel through career assessment, diagnosis and focus thus identifying the routes to market. CVs, covering letters, marketing materials and social media should all fall into place. Like TCMO, your service provider should act as career managers, coaches, mentors, trainers with the ability to adapt and overcome the challenges encountered along your career path.
Career Change should be viewed as a “new beginning”. It can however, be what you want it to be. A new lifestyle or a path to prosperity; a means of stimulation and enjoyment or a means of achieving your full potential.
May 2, 2013
Before you decide to engage any of services you will be given the opportunity to speak directly to TCMO clients who have used our services and who are happy to answer any questions you have about our successful programmes. We have added a number of recent Testimonials below and more can be provided on request.
“Rob has proved invaluable in assisting with making a change in career direction. He put in place the framework to help me to decide what I wanted to do and to understand the reasons. This was followed by help in marketing myself in the job market and how to access the so-called “hidden” job market.” Hamish Sutherland, April 2013
“Rob, and the TCMO team, are brilliant. He is very knowledgeable about all aspects of career management and development, and couple that with a calm assured style. He manages the process as if you are the only person he is working with, and effortlessly puts you at ease. Above all he and the team get results. Now I’m off to my new job. Thanks Rob - Richard Watson, February 2013
“I found TCMO and Rob excellent to work with. He is very proactive and supportive. The coaching I received in advance of interviews was invaluable. I would have no hesitation in recommending Rob to my associates” – Catherine Jeffrey – January 2013
“I highly recommend TCMO and Rob in particular. He and his staff have coached me through the whole recruitment process. His expertise, advice, support and encouragement was very much appreciated and helped put me to ease in a very competitive marketplace for job seekers. The assistance in tailoring my CV and cover letters was invaluable.” Gary Paton, December 2012
“Rob was instrumental in providing coaching, support and encouragement during my search for a new role. It was of real value to me to have Rob’s help in recognising my own strengths and ensuring that I represented my skills and abilities to prospective employers in the best way possible.” David Drummond, December 2012
“I joined TCMO at an all-time career and self-esteem low. I immigrated to Scotland just as the recession hit. Getting into the job market was not easy and I took the first job I could find. Although the job aligned to my skills it was a diversion from a career path that I ultimately wanted to follow. After 2 years and a lot of soul searching I resigned with nothing to go to. Through contacts I managed to secure a contract role. This role was instrumental in rebuilding my confidence and reputation as someone who could deliver. Like all contracts, they do come to an end and after two extensions and a year later, the project ended in November (the worst time for contracting as companies seldom recruit over December) and I was back looking for the next role. I spent every day searching the Internet and posting CV’s for roles (contract and permanent). I was inundated with calls from recruiters and short-listed for many roles but none that led to an interview.It took me six months to secure my next 3 month contract and the fear of having to go through all that again in 3 months’ time caused an enormous amount of stress. It was then that I took up TCMO’s offer to work with me to secure the next role.
I started working with Sandy Cullen. We discussed my ideal role and we worked on my CV, covering letters and most importantly my self-esteem in the hope of securing that ideal role. Within two months I managed to secure an interview and a few weeks later an offer. I now have my ideal job and it is up to me to make the best of this opportunity. Although TCMO’s job is done, Sandy still calls to check in on me. I signed up for the lifetime partnership and I know that is exactly what I will get. Thank you to the TCMO team for all your help and support and a special thank you to Sandy for guiding me through a very difficult time in my career” Lindi Smith November 2012
“TCMO (The Career Management Organisation) is amazing. They have process, they have breadth of people and are able to work through various emotions and cut to the heart of the matter. Fully able to adapt to my ‘non mainstream’ career path. They have well documented method, that has flexibility, but is far from fuzzy counselling. This is really action-driven, results-focused using great process skill to deliver.” S Fuller October 2012
“Colin, TCMO and I worked together when I was looking for a new position in the early part of 2012.
For me, what marked Colin out from the outset, was that he was passionate in understanding my motives for moving, my aspirations and what I valued in my career. This allowed him to provide a very tailored and personable service- not only in career advice but also in sound coaching in interview and presentation skills.
My career ambitions led me to seek a position out with my industry not least I wanted to work with companies who don’t naturally demand my skill set. Colin rose to the challenge admirably: principally by focusing on my successes and providing fairly intensive coaching sessions around how to present these in CV and interview. All of this with very motivational yet easy going manner and sense of humour to boot!
The proof, as they say, is in the eating- after 8 weeks working with Colin I landed my ideal job in my desired industry. Colin coached me though all the interviews, presentations and CV work and I genuinely consider if it wasn’t for his expert guidance, passion and belief, I wouldn’t have got the role. Deservedly recommended!” 2012 Alan McGregor
“When I was made redundant I was approached by a few ‘career management’ companies, but TCMO were the people that made me feel most comfortable. I wasn’t pressurised in anyway, the service felt really personal and tailored to my needs. They helped me look at my past career, and myself, to identify my real strengths and review where my future might lie. They showed me how to make the most of networking opportunities and appreciate what I had to offer to prospective employers. After some really hard work with Rob I had a really good CV which produced the goods because I’m now in a much better role than before with a substantial salary increase. TCMO have helped increased my confidence and raise my game when I most needed to. And they are still there to support me if I need them” 2012 J Trousdale
As a leadership development professional in the NHS, I have coached many people through a career transition, including preparing them for the “dreaded” interview. As my own transition loomed, I recognised that I hadn’t personally experienced an interview process for a number of years – eek! For me, preparing by myself and rehearsing with my partner, family and friends only works to a point. The bespoke 1:1 support that the guys at TCMO provided was exactly what I needed to push to me to the next level. They created a safe and supportive environment, enabling me to articulate and deal with my fears and anxieties and reflect and focus on my personal strengths and achievements. Through the interview simulations, I received honest and invaluable feedback as well as practical tips to help build my skills and confidence. I demonstrably improved my performance over the couple of sessions and ended up getting the new job i wanted! Thanks to TCMO for their professional and practical support, and to my previous organisation, NHS Health Scotland, for being an exemplar employer and providing the opportunity. 2012 Gavin Speers
“Cannot recommend Rob and the TCMO team enough! Great to work with, fun but professional in usually a stressful time in ones life! Mentoring, coaching,bringing new ideas and concepts to think around and develop with regarding accepting ownership of career path and options. Total Career Management. Give them a try!” 2012 – Bryan Donald
“I had the benefit to be mentored by Colin at TCMO when searching for new employment on my departure from the Royal Navy. During which time Colin guided by through a challenging self assessment programme that significantly enhance my CV and job prospects. His experience and knowledge of the hidden job market was invaluable, providing me the necessary tools to identify potential employers and employment opportunities. His professionalism and commitment is without question and was a major factor that enabled me to secure new employment quicker than expected. Colin was always at hand to provide advice and give direction especially in times of frustration and confusion. Highly recommended.” 2012 Colin McGinty
“I highly recommend TCMO they are a great team of people to work with but in particular Rob Moore who is my Career Manager has been fantastic. I immediately felt at ease in his company and developed a strong rapport with him. His expertise, knowledge, support and encouragement were very much appreciated throughout the journey of searching for a new career challenge. I was at a crossroads in my career and was looking for a new and different challenge. Rob kept me focussed on my objectives and gave me a very logical and practical approach to achieving this whilst keeping me calm and grounded, he provided support at each step of the journey. In June I am due to start a new role in a different organisation and have a lot to thank Rob for to enable me to acheive this. I strongly recommend contacting TCMO to assign them to support you achieving your goals!” 2012 Yvonne Crabbe
“I was fortunate to deal with The Career Management Organization and Stephanie Williamson when searching for new employment on my departure from the Royal Navy. Stephanie is exceptionally courteous and made making my career transition more comfortable than initially expected. She was always available to answer the most complicated or insignificant questions and help put you at ease. The support and encouragement she provided made my job searching experience less problematical and successful. Stephanie in her role as Client Services at TCMO played a major role in assisting me to secure my new position of employment. I can confidently recommend Stephanie.” 2012 – Colin McGinty
“I had not had to look for a job in over 30 years so when I knew that I was being made redundant I engaged to services of TCMO to support and help me through the transition. The whole process was tailored to what I needed and the approach was very interesting and to engage fully you needed to think and ask yourself lots of questions. I would and have recommended the service and support they provide. Rob was my mentor and coach through the process and I cannot speak highly enough about him.” Chris Wiltcher 2012
April 9, 2013
“So, what do you do to keep the wolf from the door?” – or words to that effect – will usually be the sort of enquiry you will field when someone asks you what you do for a living. Rarely, if ever, will they ask you about your career, “your chosen career path”, and far less how you’re actually managing it. In fact the majority of people (although by no means all) rarely think in terms of ‘career’; they tend to think instead about their ‘job’. And so why, when our career is probably one of the most important aspects of our lives, do we spend so little time attending to its needs? Again, if you were to ask people if they are happy with their job, very few actually would say yes. Some might say ‘content’, but many would say, emphatically, ‘no’! But, just like the blinkered Clydesdale ploughing horses of that bygone era, they seem unaware of the glorious opportunities within their reach on either side, and just……well…..plough on.
Almost everything we’re involved with throughout our life will require regular maintenance if it is going to continue to keep its looks, structure, or perform and function well: Our health; our house; our garden; our car; our general appearance; our children’s education; our family; …our marriage(!) But whereas we might all agree with these basic life requirements – to some degree at least – the vast majority of people will still ignore the fact that continual ‘maintenance’ is also required to keep their career heading in the right direction, and achieving what it should: Our feeling of wellbeing. In fact, if you were to ask most people to describe what would be their ideal career, and then describe what they are actually doing right now, the difference in their answers would be astounding. So, again – Why??
The simple answer is that very few people realise that it’s within their grasp to do something about it. Career management companies exist in order to do just that – to help people to identify and then achieve opportunities, whether by improving their current situation, re-positioning themselves within their organisation, or even undertaking a complete career change. Working with an experienced and professional career manager can have significant and life-changing results, and in considerably more ways than might be imagined.
So – What is Career Management?
What is Career Management? Look on the internet and you’ll find a number of definitions, but perhaps it’s best summed up by: “Lifelong, self-monitored process of career planning that involves choosing and setting personal goals, and formulating strategies for achieving them.” So personal career management is a function that will address, ideally, your own principal needs – needs which are so often ignored through so-called ‘expediency’ (“I just need a job; I hate it, but it helps to pay the bills.”) Any career path should have a purpose, a structure or strategy which will include rewarding but achievable goals. Professional career management consultants will confirm that, once these primary building blocks are in place, the rest should follow. And with their help, guidance and continuing support, it’s eminently achievable. Although some people are quite capable of managing their career alone, it can be a very lonely task; there is, after all, one person who is really interested in your career: YOU. And despite the fact that close friends and family may be willing to offer support and encouragement, it tends to be neither as objective nor as professionally focused as that provided by those who have a wide experience gained within career management services.
Career success can often be linked to financial success, although that’s a simple interpretation and clearly wrong. People can enjoy career success in almost anything they choose to do, and it will have absolutely nothing to do with money. A midwife who can look back on years of bringing countless babies into the world can claim to have a hugely successful (and satisfying) career, and possibly even more so than a fund manager with a leading investment bank. In fact there are many who work in the City, earning sizeable amounts but who feel neither happy nor fulfilled within their job. So what is required is a recognition of all the myriad aspects of a full career that will bring the most satisfaction and enjoyment, whether its autonomy, status, the ability to be creative, management prospects, geographical location, global travel, or simply being able to see the tangible results of your efforts every day. Every person is different, with totally different aspirations and interpretation of what they think is important. The expertise of a professional career manager will focus on how to support each one individually and address these areas of need directly. From that point on it then becomes a function which is best described as ‘regular maintenance’.
The whole concept of career management has to be non sector-specific – it can apply equally to those on the shop floor as to those who might seek executive career management. However the outcome of a focused, and maintained career management programme will be that the individual – whoever they are – will have had the blinkers removed, seen how they can exploit their full potential and, consequently, achieve that rarest of goals: a satisfying and rewarding career for life. And no more ploughing. (Farmers excluded.)