Career planning

Career and lifestyle consultant Cathy Watterson, who entered this field after some years in the Royal Navy, talks about people, their lives and their work...
Few of us are blessed with the ability to determine our career path at an early age and, for those who do, it will generally be a job that is a life-long vocation or that has been a childhood ambition. During the early years our ideas, perceptions and ambitions may be formed around our parents' desires or through influences from teachers and friends.
We first start to form values of our own during our late twenties and early thirties, for it is at this stage that we really start to question where is our career is taking us; and this is the age range from which I receive most of my general enquiries about career planning.
Few clients have taken a career audit of themselves. Indeed, most individuals spend more time planning holidays, buying clothes or arranging a mortgage than looking at where their career is taking them.
We are likely to spend about 40 years in employment and our career provides us with our main source of living and long-term security. So why do so few of us have a clear picture of what we want from our career? Particularly now that there are no longer jobs for life, and that one person in three will face two or more redundancies during their working lives; and do not underestimate the impact this could have on your life and your family. Other unfortunates find themselves doing a job that they hate, eating away their confidence and self-esteem.
Career planning offers more control of your life and circumstances by planning ahead and being prepared and proactive, rather than merely reacting to job loss or change. The process helps you to learn how to handle these situations, physically and mentally, through a positive approach. It teaches you to learn about yourself. You start to appreciate what you are really good at, what you least enjoy and, perhaps, what you should be doing rather than what you are doing.
Employers used to help with career planning, particularly if the company wanted to develop and promote people internally. However, many will now expect individuals to identify their own personal development plans, many of which will be based around the strategic requirements of the company at any given time.
Progressive organisations realise that, to recruit and retain their staff, they need to keep them well motivated, offering career development and promotion, and giving them a voice that will be heard. Sadly, employee loyalty has been degraded by the treatment some companies have given to their staff over the past number of years.
Many clients want to leave their jobs because of managerial changes, restructuring as a result of merger or acquisition and downsizing, which often results in redundancies and lack of development or challenge. Sometimes they have difficulty in seeing their way out of their current crisis - career planning helps them to take stock.
There can be a reluctance to discuss this situation with line managers or HR staff in case individuals are seen as weak and become vulnerable to the next round of redundancies. Motives must be confronted and discussed before any action is taken.
It is better to discuss options early because it can take six to twelve months to find the right role, especially for people who are not seasoned job market campaigners. So it is best to set a career plan through structuring thoughts, visions and relevant experience into an action statement and updating it every six months to incorporate changes.
The job market is changing constantly, with interviewing and selection processes becoming more sophisticated. Therefore preparation is essential. Keep the CV up to date and relevant. Constant review provides a fresh perspective of the current situation and may bring to light new opportunities.
New opportunities may not involve a change of employer. Staying with the same organisation may suit personal ethos and values as well as offering the growth and stimulus needed in a career. The organisation retains a valued member of staff who is motivated and contributing to its long-term goals. Everybody benefits.
The process does not have to be labour-intensive. Although the initial analysis of skills, experience, qualifications and achievements will take some time, thought and effort, it can be well worthwhile.
The rest is about where you are now, what you want to do, where you want to go, and how you are going to get there; and being flexible about adapting or modifying your plan along the way.
Remember that, if you do not take control of your career and your life, someone else will do it for you!
Contact Cathy Watterson on 01256 389164 (Tel/Fax), e-mail her at cathy@cathywattersonandassociates.co.uk or visit her website at www.cathywattersonandassociates.co.uk