By: Craig Nathanson
What happens during a poor economy?
The worst is how organizations deal with career development in a poor economy. Educational opportunities or training programs are cancelled, and development talks between employees and management are put on hold too. The environment takes on a crisis mode, and things like career development are better left for another time or at least that’s the way it seems. The best manager knows that during challenging times even MORE emphasis should be focused on people development to keep morale high and more importantly show that the organization will invest in their people on an on-going basis despite the economy. These methods don’t always cost money. For example, implementing coaching programs within the organization to focus on development, implementing new job rotation opportunities, enabling people to offer education to peers on their areas of expertise are all ways to show people during difficult times that the emphasis is still on the people.
The developmental life cycle and work
One might assume that people will always make good career development decisions; however, this does not take into account the dynamic aspects of the career making process. For example, as people age, they get some experience, new self-appraisal, and, at times, new clarity about their work and life. Some may find that it is the time to reevaluate their life and career status. Some wonder how they would actually spend their day if they had unlimited flexibility and opportunity. As people age, they might be more receptive to change in their work. Just being presented with data may not be enough to offer guidance at this stage of life. This time, it can be critical for individuals to be aware of their needs and work towards satisfying them while at the same time accepting and reconciling past events, both successful and those which were not as successful. Again, this can require both self-reflection and opportunities for discussing with others work related options and possibilities. This inner reflection is important as it can lead to inner readiness for change and growth. The internal assessment can help to see the gap between where a person expected to be and the present state. This tension is inherent in the human condition and therefore critical for mental well-being.
The worst is how organizations deal with career development in a poor economy. Educational opportunities or training programs are cancelled, and development talks between employees and management are put on hold too. The environment takes on a crisis mode, and things like career development are better left for another time or at least that’s the way it seems. The best manager knows that during challenging times even MORE emphasis should be focused on people development to keep morale high and more importantly show that the organization will invest in their people on an on-going basis despite the economy. These methods don’t always cost money. For example, implementing coaching programs within the organization to focus on development, implementing new job rotation opportunities, enabling people to offer education to peers on their areas of expertise are all ways to show people during difficult times that the emphasis is still on the people.
The developmental life cycle and work
One might assume that people will always make good career development decisions; however, this does not take into account the dynamic aspects of the career making process. For example, as people age, they get some experience, new self-appraisal, and, at times, new clarity about their work and life. Some may find that it is the time to reevaluate their life and career status. Some wonder how they would actually spend their day if they had unlimited flexibility and opportunity. As people age, they might be more receptive to change in their work. Just being presented with data may not be enough to offer guidance at this stage of life. This time, it can be critical for individuals to be aware of their needs and work towards satisfying them while at the same time accepting and reconciling past events, both successful and those which were not as successful. Again, this can require both self-reflection and opportunities for discussing with others work related options and possibilities. This inner reflection is important as it can lead to inner readiness for change and growth. The internal assessment can help to see the gap between where a person expected to be and the present state. This tension is inherent in the human condition and therefore critical for mental well-being.
Craig is a 25 year management veteran, Executive coach, college professor, author, and workshop leader. Also, Craig Nathanson is The Vocational Coach helping people and organizations thrive in their work and life.
Article Source:
http://www.articlebiz.com/article/1051296651-1-why-traditional-career-development-doesnt-work/
http://www.articlebiz.com/article/1051296651-1-why-traditional-career-development-doesnt-work/
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