Managing your career
Phillips & Gully (2012)
How Do You Define Career Success?
Career Planning
Getting the Job You Really Want
Succeeding on the Job
Work- Life Balance
How Do You Define Career Success?
There is no single definition of career success
How we define success is critical to feeling successful on a task or in our career
Identifying what success means to you will help you pursue what you value the most.
Because your life will change, regularly revisit your career goals and strategy to ensure that you are pursuing what you currently value the most.
Career Planning
Choose Wisely Enjoy your work!
Career Development
The process through which we come to understand ourselves as we relate to the world of work and our role in it Stable Conventional Unstable Multiple Trial Pattern
We tend to have core interests that we pursue throughout our careers— understanding your core interests will help to put you on a satisfying career path.
Career Anchors
Career Anchors
It is important to carefully choose the industry you work in as well as your employer and job to maximize the fit with your career goals.
Getting the Job You Really Want ď ś
Once you have identified your desired career path and set goals to obtain personal success, you need to get started
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When choosing a job, be sure to consider not just your fit with the job requirements, but also your fit with the company culture and your likely career path if you take the job
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Personal brand: a summary of our key talents and what differentiates us from others
What Is Your Personal Brand?
Developing a personal brand and elevator pitch will help you to be prepared to effectively communicate your strengths when the right opportunity comes along.
Succeeding on the Job ď ś
Socialization The process of learning the knowledge, attitudes, and behaviors necessary to successfully participate as an organizational member
Three phases: Anticipatory socialization Encounter Settling in
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Proactive socialization
Effective managers proactively socialize their new hires to speed up their time to productivity and enhance their commitment.
Socialization Content
Socialization Tactics Collectiveindividual
Newcomers experience common (collective) versus unique experiences in isolation from other new hires (individual)
Formalinformal
Specifically designed activities and materials are used while isolating newcomers from incumbents (formal) versus on-the-job learning with no exclusively prepared materials and immediate mixing with incumbents (informal)
Sequentialrandom
Communicating the sequence of discrete and progressive learning activities (sequential) versus unknown or ambiguous sequences (random)
Socialization Tactics Fixedvariable
Communicating specific time frames for completing each socialization step (fixed) versus no time frame and allowing each newcomer to be socialized at his or her own pace (variable) SerialProviding newcomers with access to experienced disjunctive incumbents as role models and mentors (serial) versus no access to experienced models (disjunctive) Investiture- Providing newcomers with positive social support divestiture affirming their personal characteristics (investiture) versus providing more negative social feedback until newcomers adapt (divestiture)
Source: VanMaanen & Schein (1979). Van Maanen, J., & Schein, E.H. (1979). “Toward a theory of organizational Socialization,� in B.M. Staw (Ed.), Research in Organizational Behavior (vol. 1, pp. 209-264). Greenwich, CT: JAI Press.
Succeeding on the Job
Mentoring
A dynamic, reciprocal relationship in a work environment between an advanced career incumbent (mentor) and a protégé aimed at promoting the career development of both
A quality mentoring relationship can facilitate your career advancement.
Succeeding on the Job
Proactivity
Social Styles
A person’s dominant pattern of interpersonal behaviors and communication styles
Do You Have a Proactive Personality
Source: Bateman, T. & Grant, J.M. (1993). “The Proactive Component of Organizational Behavior.” Journal of Organizational Behavior, 14, 103-118. Copyright ©1993, John Wiley and Sons.
Successful managers are proactive and resultsoriented.
Social Styles Based on Assertiveness and Responsiveness
Relating to Other Social Styles
Understanding your preferred social style and developing the skill to flexibly adapt it to match the other person can enhance your effectiveness and help your career.
Succeeding on the Job
Social Networks The people you know to varying degrees in all aspects of your life
Continuous Learning
Global Perspective
Sources for Networking Contacts
Personal contacts: family, friends, current and former classmates, neighbors, club members, church members, etc.
Professional contacts: colleagues, supervisors, suppliers, clients, fellow professional association members, etc.
Internet contacts: anyone in your e-mail address book, subscribers to chat rooms and other online communities you participate in, etc.
Developing relationships face-to-face and through social networking can enhance your effectiveness.
Continually improving your professional and leadership skills throughout your career will help maximize your performance.
Work-Life Balance ď ś
Employees who experience low conflict and high facilitation between work and family roles are objectively healthier, less absent and better performing employees
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Four issues in implementing work-life policies: Supervisor Support Universality Negotiability Quality of Communication
Reducing work-life conflict increases health, performance, ethical behavior, and attendance.
Exercise ď Ž
Write a list of what is important to you right now and what you think will be important in five years, ten years, and by the end of your career.
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Then think about what it will take in the context of your work to achieve these things. What can you do in the next year to get started? What are the skills, capabilities, and resources you will need? How will you manage your time? What tradeoffs will you need to make?
Exercise: How Satisfied Are You with Your Job? 1.
Do you agree with the ratings of where mismatches exist between your needs and expectations and the work you are doing?
2.
What can you do to raise the ratings of your two lowest satisfier dimensions?
3.
What obstacles might prevent you from improving the ratings of your two lowest satisfier dimensions? What can you do to overcome these obstacles?
Exercise: Skills Profiler 1.
What are your strongest skills?
2.
What are some of the jobs identified by this tool that match your skills and interests which you might consider pursuing next in your career?
3.
How can information from this type of tool help you make various career choices?