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 Once you have identified your desired career

path and set goals to obtain personal success, you need to get started

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

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 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

Proactive socialization

Effective managers proactively socialize their new hires to speed up their time to

productivity and enhance their commitment.

Socialization Content

Socialization TacticsCollective-individual

Newcomers experience common (collective) versus unique experiences in isolation from other new hires (individual)

Formal-informal

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)

Sequential-random

Communicating the sequence of discrete and progressive learning activities (sequential) versus unknown or ambiguous sequences (random)

Socialization TacticsFixed-variable

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)

Serial-disjunctive

Providing newcomers with access to experienced incumbents as role models and mentors (serial) versus no access to experienced models (disjunctive)

Investiture-divestiture

Providing newcomers with positive social support 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 organizationalSocialization,” 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.

Proactivity

Social Styles A person’s dominant pattern of interpersonal

behaviors and communication styles

Succeeding on the Job

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 results-oriented.

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.

Social NetworksThe people you know to varying degrees in all aspects of your life

Continuous Learning

Global Perspective

Succeeding on the Job

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.

Sources for Networking Contacts

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 Employees who experience low conflict and

high facilitation between work and family roles are objectively healthier, less absent and better performing employees

Four issues in implementing work-life policies:Supervisor SupportUniversalityNegotiabilityQuality of Communication

Reducing work-life conflict increases health,

performance, ethical behavior, and attendance.

Exercise

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.

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?