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Lifetime Career Support

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Gillis J. Jonk
Gillis J. Jonk

This document discusses how careers have changed and the need for new approaches to career support. It notes that traditionally, individuals would have a single long-term employer but now people will likely have 5-10 employers over their career. It also says careers will be more dynamic and global. This means individuals need to stay professionally relevant for longer. It suggests rethinking what career and development support looks like for multiple employers and extended careers, such as portable records and assessments, multi-company peer groups, and new ways of matching career needs with company needs. The document emphasizes that individuals now must take responsibility for managing their own career.

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Life Time Career Support
Todays best and the brightest face different careers than their earlier generations
The typical traditional career
Traditionally you started your career by picking the right company to work for - fitting your skills, strengths, and aspirations Contribution 25
In addition to picking the right company, the next step was to convincingly make your mark before 40 Contribution 25 40 Age
which would set you up for "making a real difference" between 40 and 55 Contribution 25 40 55 Age
This would put you in a position to be able to leverage after 55 (or prepare to retire) Contribution 25 40 55 Age
What is different in todays typical career?
Today's best and brightest will no longer have a single career defining employer - but more likely more than five or even ten
Demographics will also force today's best and brightest to pursue much more extended careers Contribution 25 40 55 Age
And they will have to do so in an altogether substantially more dynamic, complex, global, and faster changing environment
So what does this mean?
First of all, the increased business dynamics fuel the risk of professional irrelevance during a career
Which is unfortunate as extended careers require just the opposite: we need to stay professionally relevant much longer Contribution ! 25 40 55 Age
On top of that, our multi-company careers frustrate the consistency and continuity of our career and development support
In short: Ouch!
What to do?
It is prudent to rethink our ideas of an ideal career
It is no longer only about how quickly you can make a real difference - but with extended careers - it is as much about for how long you can continue doing so ! Contribution 25 40 55 Age
The faster changing business environment also erodes the value of a single career learning curve Learn & (Potential) Contribution Grow Capitalize on Experience 25 40 55 Age
Instead it will become paramount to indefinitely maintain our ability to learn and grow (Potential) Contribution Obsolete Experience 25 40 55 Age
It is also prudent to rethink what we require in terms of career and development support Career & Development Support ? ? Multi-Company Extended Careers Careers
So what about Career & Development Support?
For starters, Career & Development Support used to be either good or not so good, now it is certainly discontinuous and inconsistent
This makes it prudent to see how we can create multi- company focused career & development support to complement in-company offerings +
For example, by providing a means for a company independent personnel file - much like the (future) computerized patient records in healthcare
Or for example by assuring availability of, and access to, comparable skills and personal driver assessments
providing input to Career Coaching specifically focused on Multi-Company Career progression
Access to a core career development curriculum can help individuals to close gaps in their formal development
Another thing to consider is how to create and maintain true professional peer groups across multiple companies for informal career support
Last but not least, new ways of matching the career needs of individuals with the contribution needs of companies will have to be explored
What does it all mean?
More so than ever your career is now really your own responsibility - and things have become more complicated on top of that
Fortunately there is a growing number of tools to help you manage your career and development
Leaving you with a potentially much more rewarding and durable career progression.......!

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Lifetime Career Support

  • 2. Todays best and the brightest face different careers than their earlier generations
  • 4. Traditionally you started your career by picking the right company to work for - fitting your skills, strengths, and aspirations Contribution 25
  • 5. In addition to picking the right company, the next step was to convincingly make your mark before 40 Contribution 25 40 Age
  • 6. which would set you up for "making a real difference" between 40 and 55 Contribution 25 40 55 Age
  • 7. This would put you in a position to be able to leverage after 55 (or prepare to retire) Contribution 25 40 55 Age
  • 8. What is different in todays typical career?
  • 9. Today's best and brightest will no longer have a single career defining employer - but more likely more than five or even ten
  • 10. Demographics will also force today's best and brightest to pursue much more extended careers Contribution 25 40 55 Age
  • 11. And they will have to do so in an altogether substantially more dynamic, complex, global, and faster changing environment
  • 12. So what does this mean?
  • 13. First of all, the increased business dynamics fuel the risk of professional irrelevance during a career
  • 14. Which is unfortunate as extended careers require just the opposite: we need to stay professionally relevant much longer Contribution ! 25 40 55 Age
  • 15. On top of that, our multi-company careers frustrate the consistency and continuity of our career and development support
  • 18. It is prudent to rethink our ideas of an ideal career
  • 19. It is no longer only about how quickly you can make a real difference - but with extended careers - it is as much about for how long you can continue doing so ! Contribution 25 40 55 Age
  • 20. The faster changing business environment also erodes the value of a single career learning curve Learn & (Potential) Contribution Grow Capitalize on Experience 25 40 55 Age
  • 21. Instead it will become paramount to indefinitely maintain our ability to learn and grow (Potential) Contribution Obsolete Experience 25 40 55 Age
  • 22. It is also prudent to rethink what we require in terms of career and development support Career & Development Support ? ? Multi-Company Extended Careers Careers
  • 23. So what about Career & Development Support?
  • 24. For starters, Career & Development Support used to be either good or not so good, now it is certainly discontinuous and inconsistent
  • 25. This makes it prudent to see how we can create multi- company focused career & development support to complement in-company offerings +
  • 26. For example, by providing a means for a company independent personnel file - much like the (future) computerized patient records in healthcare
  • 27. Or for example by assuring availability of, and access to, comparable skills and personal driver assessments
  • 28. providing input to Career Coaching specifically focused on Multi-Company Career progression
  • 29. Access to a core career development curriculum can help individuals to close gaps in their formal development
  • 30. Another thing to consider is how to create and maintain true professional peer groups across multiple companies for informal career support
  • 31. Last but not least, new ways of matching the career needs of individuals with the contribution needs of companies will have to be explored
  • 32. What does it all mean?
  • 33. More so than ever your career is now really your own responsibility - and things have become more complicated on top of that
  • 34. Fortunately there is a growing number of tools to help you manage your career and development
  • 35. Leaving you with a potentially much more rewarding and durable career progression.......!