In a recent spring-cleaning effort, I decided to clear out some of the clutter and unnecessary detail that clogs my brain. My desk was clear (for a day, at any rate), my inbox was empty (for five minutes) and, as I started looking for some common themes in my client work to clarify and streamline my own business, I started to notice some clear patterns emerge. Happily distracted by my discovery, I realized there are six distinct career phases, each with its own challenges, I’d like to share with you so you can quickly identify where you are and what you need to succeed without having to struggle blindly through each (as many of us have done).
The first three phases, Early, Mid and Peak, reflect how most organizations are structured to hire, deploy and develop talent. But, not everyone experiences this nice, neat, linear career progression.
Pre- and Early Career
You are in this phase from your student years (internships, vacation jobs) through the first five or ten years of your career. You are probably optimistic and tech-savvy, but you are likely clueless about career strategy or organizational savvy. What you most need to learn is how to manage yourself, your time and your workload, and it is here that you should begin to think seriously about a career track with a road map to guide your way to the future. Seek out different experiences and stretch assignments, learn to observe yourself and others, notice what works well and what you could try to improve, stay open to learning from every source possible, and actively seek mentors, coaches and sponsors who will guide you and offer you opportunities.
Mid-Career
This is the high-risk, high-reward phase where people are in danger of stagnating or of blowing out or can be identified as “high potential” and selected to move on to leadership positions. The biggest challenge is moving from what Bill Joiner, author of Leadership Agility, calls “Expert” (where you accomplish your results alone) to “Achiever” (where you accomplish results through others). You have to balance multiple demands including workflow, people issues, workplace complexity and change, and overcome any internal or external obstacles that might threaten to derail your career. In order to be both successful and effective as an upcoming leader, you need to master four core sets of skills:
- Executive (how to strategize, prioritize and make decisions)
- Managerial (how to plan, organize, co-ordinate and control)
- Political (how to network, influence, communicate and collaborate)
- People (how to develop, engage, involve and inspire others)
Career Peak
For those fortunate or able enough to reach the highest levels of an organization or the pinnacles of their careers, there are several challenges, too. The role of a senior leader in today’s workplace is increasingly complex with multiple stakeholders needing your full attention. It is lonely and frustrating at the top, and you have to be concerned with governance issues, succession planning and, all too often, crisis management. Your greatest accomplishment at this career phase is to secure a positive legacy or to be instrumental in a successful cultural transformation.
The other three career phases can be involuntary or managed through choice, but a strategic approach is critical for each to be successfully survived.
Career Hiatus
Some people lose their jobs, and others choose to withdraw from the workforce for an extended period, but either way, they go “off the grid” for a time. Their biggest challenge is the need to find their way back into the workplace or to redefine their personal definitions of success and meaningful goals.
Career Transition
If you take on a new job, a new role or a big promotion, your time to productivity and performance will be accelerated if you have a robust decision-making process and if you create a clear strategy for your first few weeks/months in the role. Hiring failures are all too common, so seeking out support in a new role and being mindful of potential landmines and of a new culture can increase the probability of success.
Post-Career
As the baby boomers reach “retirement” age but are still full of beans and reluctant to be put out to pasture, this is a growing arena for career consulting. The biggest challenge, aside from managing the financial, health and relational issues associated with aging, is how to use your time and talent with passion and purpose and create a new vision for a new life.
Perhaps if more people at the different career phases talked to each other, they could learn much from each other and navigate their careers with less struggle and solitude.
Fredia Woolf, Founder of Woolf Consulting, writes about career and workplace issues. She coaches leaders on how to reach their people, their goals and their potential, and designs programs for organizations to enhance their effectiveness and the quality of their leadership. She can be contacted at fwoolf@woolfconsulting.com.
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How important those 4 core skills are! Too bad many managers only focus on the top two.