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Write You - 5 Ideas To Leverage The 3 Stages Of Career Development In Your Organization
When it comes to (re)designing an organization – whether a biotech in growth mode, a mature division in need of regeneration, an amalgamation of groups after a merger or acquisition, a new structure for a research group or any other internal reorganization – you are confronted with a plethora of options, each with its own liabilities. The business literature offers many ‘models’, often attractive ones. But how do you know what is best for you?One tends to go for safe territory. If in your pre
The Reinvention Stage occurs from the mid-40’s to retirement. This is when people are well on their way to totally redefining and reconciling their work and outside-of-work lives. They have learned from and have mastered many of the challenges they faced in the previous two stages and this is the time many choose to focus on creating a legacy of sp
If you’re writing advertisements for your business follow these 23 principles to ensure you get maximum return for your advertising dollar.These 23 advertising ‘rules’ are based on direct response advertising principles from books like ‘Tested Advertising Methods’ by John Caples and ‘Scientific Advertising’ by Claude Hopkins.1. Have you clearly researched and defined your ideal target market?2. Have you written your advertisement directed solely to your ‘ideal target market’?
1. The “Bring It On” Stage
2. The “Realistic” Stage
3. The “Reinvention” Stage
The Bring It On Stage ranges from the mid-20’s to the early-to-mid-30’s. It is during this first stage of career development that workers are determined to make their mark in the world or work. It is also the time when they have the most energy and the strongest drive to achieve their goals. Most people in this stage believe strongly that they can make what they want happen – possibilities and success seem unlimited.
The Realistic Stage ranges from the early-30’s to mid-40’s. It is in this stage that specific values and career realities begin to emerge. At this point of their career development, many people feel the values clash between choosing priorities in their work lives and their home lives. Having been in the workforce for 10 to 15 years, they are discovering that they might not be able to do it all after all. They may feel that they are not necessarily the ones in total control of their own career destinies. The passion they felt in the Bring It On Stage has been tempered by workplace realities and truths such as lack of leadership support on their ideas, a more than likely mediocre work environment, and the reframing of their earlier passions and goals.
The Reinvention Stage occurs from the mid-40’s to retirement. This is when people are well on their way to totally redefining and reconciling their work and outside-of-work lives. They have learned from and have mastered many of the challenges they faced in the previous two stages and this is the time many choose to focus on creating a legacy of spe
The population count for Miami has about doubled for Super Bowl weekend. The historic Art Deco streets of South Beach have been shut down only allowing for the flood of pedestrians walking the sidewalks to overflow onto the streets.Some of the NFL Superstars and other Celebrities in town for this weekend chose to escape the organized chaos and relax by heading offshore for a fun filled relaxing day of Sportfishing. Capt Vinnie LaSorsa, owner of www.Go-Sportfishing.com, is no stranger to entert
2. The “Realistic” Stage
3. The “Reinvention” Stage
The Bring It On Stage ranges from the mid-20’s to the early-to-mid-30’s. It is during this first stage of career development that workers are determined to make their mark in the world or work. It is also the time when they have the most energy and the strongest drive to achieve their goals. Most people in this stage believe strongly that they can make what they want happen – possibilities and success seem unlimited.
The Realistic Stage ranges from the early-30’s to mid-40’s. It is in this stage that specific values and career realities begin to emerge. At this point of their career development, many people feel the values clash between choosing priorities in their work lives and their home lives. Having been in the workforce for 10 to 15 years, they are discovering that they might not be able to do it all after all. They may feel that they are not necessarily the ones in total control of their own career destinies. The passion they felt in the Bring It On Stage has been tempered by workplace realities and truths such as lack of leadership support on their ideas, a more than likely mediocre work environment, and the reframing of their earlier passions and goals.
The Reinvention Stage occurs from the mid-40’s to retirement. This is when people are well on their way to totally redefining and reconciling their work and outside-of-work lives. They have learned from and have mastered many of the challenges they faced in the previous two stages and this is the time many choose to focus on creating a legacy of sp
Entrepreneurs have personality traits that make them ideal people to work for themselves. These same traits, while helpful as an entrepreneur can be irritating and dangerous for normal on-the-job relationships with bosses, managers, and supervisors.1. Willingness to take risks. Being an entrepreneur is demanding. Everything is a risk to someone who only depends upon themselves. Entrepreneurs learn to take calculated risks. They can’t throw complete caution to the wind, but they are much more w
The Realistic Stage ranges from the early-30’s to mid-40’s. It is in this stage that specific values and career realities begin to emerge. At this point of their career development, many people feel the values clash between choosing priorities in their work lives and their home lives. Having been in the workforce for 10 to 15 years, they are discovering that they might not be able to do it all after all. They may feel that they are not necessarily the ones in total control of their own career destinies. The passion they felt in the Bring It On Stage has been tempered by workplace realities and truths such as lack of leadership support on their ideas, a more than likely mediocre work environment, and the reframing of their earlier passions and goals.
The Reinvention Stage occurs from the mid-40’s to retirement. This is when people are well on their way to totally redefining and reconciling their work and outside-of-work lives. They have learned from and have mastered many of the challenges they faced in the previous two stages and this is the time many choose to focus on creating a legacy of sp
In the old days, workers were likely to stay with one company their whole lives, and “career development” typically meant promotion up a single ladder.Today, things have changed. Jobs change rapidly — many of the jobs people hold today did not exist 20 years ago — and we tend to change jobs numerous times throughout our career — sometimes jumping from ladder to ladder and sometimes starting up a new ladder. These changes make it imperative that today’s workers be highly flexible and open to di
The Reinvention Stage occurs from the mid-40’s to retirement. This is when people are well on their way to totally redefining and reconciling their work and outside-of-work lives. They have learned from and have mastered many of the challenges they faced in the previous two stages and this is the time many choose to focus on creating a legacy of sp
Listening to complaints, whether they're reasonable or not, is a part of every manager's job. Sometimes complaints can be overwhelming. However, by taking them in stride with an open mind, we can learn much from our employees' and customers' feelings about the workplace.After all, a complaint is nothing more that a person telling you that his (or her) needs haven't been met. As dissatisfied customers, they are giving us a second chance to correct something that should have been done properly t
The Reinvention Stage occurs from the mid-40’s to retirement. This is when people are well on their way to totally redefining and reconciling their work and outside-of-work lives. They have learned from and have mastered many of the challenges they faced in the previous two stages and this is the time many choose to focus on creating a legacy of specific contributions they want to be remembered for in their careers, their families and their communities.
This progression through the three stages of career development is natural and normal for most workers. Following are some ideas that employees, managers, and leaders of organizations can use to increase effectiveness, productivity, and satisfaction in the workplace:
-- Realize that in today’s and tomorrow’s workplaces, these stages of career development are normal, natural, and will occur
-- Understand that your organization, work group or team is made up of a combination of people who reside within each of the three various stages of career development
-- Recognize that an individual’s work-related and personal values, beliefs, and behaviors are in large part shaped in relation to which career development stage he or she is currently in
-- Be aware and prepared that conflict is likely to occur among people who reside in different stages of career development. For example, an employee in her or his mid-20’s may not understand or agree with the leadership approach or direction given by a manager in his or her early-50’s
-- Whenever possible, try to find ways to match people’s values, beliefs, and behaviors to tasks and projects. For example, consider assigning people in the Bring It On Stage to tasks or projects that require a lot of energy; assigning people in the Realistic Stage to value-added initiatives where they can feel engaged and a part of something bigger; and Reinvention Stage people to legacy projects, such as a mentoring program, company history initi
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