Combating Chronic Career Disorder Career Development as Seen Through the Eyes of the - PowerPoint Presentation

Combating Chronic Career Disorder Career Development as Seen Through the Eyes of the Search and Staffing Professional

NAPS Lunch N Learn Series Wednesday, January 13, 2016

Frank Burtnett, Ed.D. NAPS Certification and Education ConsultantAuthor and Educator

Based on Career Errors: Straight Talk about the Steps and Missteps of Career Development Published by the Rowman & Littlefield Publishing Group

What is Chronic Career Disorder (CCD)?Individuals passing through the stages of career development face innumerable challenges. For most---these challenges are common---issues that are best addressed in a proactive manner. For others---the routine issues become problems that require remedial or reactive attention. Search and staffing professionals deal with all in their daily work .

How is CCD Manifested? No sense of life-work balance.Absence of career goals.Inability to become engaged in the workplace. Faulty career decisions. Dissatisfaction with career progress. Displeasure with superiors and peers. Etc., Etc., Etc.

Preventing CCD Chronic Career Disorder is best prevented when the individual keeps on track or is helped to address any career development challenge in a manner that eliminates or reduces conflict or disorder.

Correcting CCD Chronic Career Disorder is best corrected by an understanding of the issue or problem and the promotion of a set of strategies that result in resolution of correction.

Understanding CCD Involves Understanding Career Development

Career Development is Process One’s career begins at birth and continues through the life stages. Life experiences, including learning, make an indelible mark on one’s career development. H undreds of decisions are made that impact life and career options. Career development can be tied to personal, social, cultural, cognitive and other human growth and development influences. Individuals hold multiple jobs and perform a variety of occupational roles along their career path. It is a dynamic, evolving process, one in which each individual must address change by making a ongoing adjustments.

The Stark Reality One simple way to understand career development is to look at your career. You---like each candidate you serve---are a breathing, walking, talking example of the career development process. You have had and continue to have the experiences that will be discussed today. You just have never viewed them in this context. Understanding the career development process will help you to help your candidates understand it.

Forgive a Bias Every search and staffing professional will be of superior service to their candidates and greater value to their firms if she/he is grounded in the concepts of the career development process.Understanding Career Development 101 should be a fundamental study focus of every individual professional.

A Closer Look at the Process

You Might Believe…

The Reality Is…

What a Difference a Century Makes During the last century, Baby Boomers learned a profession or a trade during adolescence and/or young adulthood. They went to work and often stayed with the same employer their entire career. They performed their work role for four, five or more decades. Sometimes they added responsibilities and took on new roles. And then they retired….

How is 2016 Different? The world of work has become more dynamic, changing and teeming with new opportunities. Factors, far from the control of the worker, impact the workforce situation in the United States. The emergence of opportunities often means the elimination of others. Mobility is viewed positively, rather than negatively. Growth and maintenance require lifelong learning. Gen Xers, Yers and Millennials and a growing number of older workers are placing greater emphasis on life-work balance.

Facilitating Career Development

A Quote from Career Errors “When you are ableto find and successfullyuse recruiters and direct-hire consultants within the search and staffing industry, you are likely to form connections that will have a positive influence on your career development.” Frank Burtnett, Author

Your Role You represent one of a constellation of advisors and supporters who can contribute to the career development process.The more you understand career development---within the context of human growth and development---the more effective you will be in your search and staffing work. You must address an increasingly diverse population in not just the U.S., but a global community. You must remain abreast of the changes in the workplace, especially as they relate to any “niche” industries or specialties that you address.

Career Development Facilitator Learn as much as you can about the candidate and personalize the employment transition process. Help your candidates understand the career development process. Challenge the “one size fits all” mentality at every turn. Approach your interaction with candidates mindful of their individual differences and with the objective of moving each person from where they are presently to the next place in their personal career development. Embrace change---in all its forms---and avoid the “we’ve always done it that way” syndrome.

Encourage Positive Candidate Behaviors Proactive rather than reactive career management. Effective use of time. Mastery of people and communications skills. Respect for the dignity of work and the reality of competition.

Promote Self-Awareness Help candidates identify their defining characteristics. Foster self-examination leading to self-knowledge at every life interval. Endorse a recognition of the dynamics of change and importance of adaptability.

Promote Exploration Foster an understanding of current and future opportunities and options: Educational / Career/ Life-style Help candidates prepare for and deal with the unknown.

Promote Goal Setting Aid in the establishment of achievable goals and benchmarks for their attainment. Caution candidates to avoid over- and under-aspiring. Encourage the reexamination and reworking of goals periodically.

Promote Decision-Making Comprehend how decisions are made.Know where the candidate is in the job-seeking process (i.e. active, passive, etc.) Support quality decision-making, including the evaluation of decisions once made.

Promote Knowledge/Skill A cquisition and Competency AttainmentStress the importance of all educational experiences. Encourage life-long learning. Stress the power of networks and connections.

Promote O rientation, Entry & Adjustment Guide candidates through the job seeking process. Promote the Fundamental Employment Acceptance Test (FEAT) process. Facilitate the on-boarding process.

Promote G rowth, Mobility & Maintenance Help candidates achieve and sustain their desired position in the workforce. Facilitate the orderly and progressive achievement of career goals. Teach the importance of resiliency and recoverability and preparation for the unexpected.

Promote Winding D own, Adjustment & Exit Urge candidates to develop and implement a strategic winding down and exit plan. Stress the importance of transitional change , values clarification, needs assessment and the identification of new life-roles.

Principal Responsibility of the Search and Staffing Professional Assist each c andidate m ove p ositively about the career d evelopment process

Candidate Benefit The Right Person in the Right Job

Client Benefit The Right Person in the Right JobOver and Over and Over

Thank You Frank Burtnett, Ed.D.Author, trainer and consultantPublisher of Career Errors: Roman & Littlefield Publishing Group Email: ednow@aol.com Telephone: 703-451-6828