As a career planner with 10 years of consulting experience and thousands of consulting cases, I want to use my consulting experience to tell you what to plan and what problems to solve in career planning.
The so-called career planning is to deeply analyze all the factors that affect career development, choose the most suitable career direction according to your own situation, and make a reasonable implementation plan on this basis, gradually improve your core competitiveness and ensure the smooth career path in the future. In the simplest terms, it can be expressed by the following formula:
Career planning = direction selection+implementation plan
So, what are the factors that affect career development? We can use a picture to express it:
After years of career counseling experience, we have summed up the "one core and two drives" career management model. The so-called "one core" refers to a core, that is, advantages. "Double-drive" refers to a career management ecosystem composed of "internal self-drive" (composed of "personality traits+interest tendency+career ideas+career skills") and "external growth drive" (composed of "industry positioning+enterprise matching+path design+upward management"). Lack of any one factor will lead to problems in this system.
Among them, the choice of direction should consider five factors: own advantages, personality traits, interest tendency, professional concept and knowledge and skills. In other words, to choose a precise career direction that suits you, we must consider these five influencing factors. If only one factor is considered, the final result will be greatly deviated. This belongs to "internal self-drive".
The implementation plan consists of four parts: industry positioning, enterprise matching, path design and upward management. This is an "external growth drive".
Therefore, the above formula can be expressed as follows:
Career planning = direction selection+industry positioning+enterprise matching+path design+upward management.
Second, the internal self-drive: five factors to consider in determining the career direction The first and most critical step in career planning is to determine the career development direction that suits you first. In the process of determining the career direction, the key factors to be considered are the following five aspects:
1, personality characteristics
What's your personality type? What are the characteristics and corresponding behaviors? Roger Anderson, a famous American human resources consultant, found that 98% of successful people succeed because their careers suit their personalities. On the contrary, losers always want to succeed in areas where their personality is not suitable. Everyone has his own personality, and each personality has his own career. Some people are good at this line, while others are good at that line. No matter what kind of personality, you should accept it and find a career that suits you according to this personality. Unfortunately, however, almost half of the people in the world are engaged in occupations that are incompatible with their own personality. If you find the right job, every personality can succeed. It is a very important step to recognize your personality. Based on my many years of career counseling experience, I recommend you to use the DISC personality test, a complete version of 40 questions, which is simple and easy to use.
2. Interest tendency
What are your interests? Do you like dealing with people or things? Do you prefer abstract analysis or concrete operation? Do you like being the leader of the team or standing behind the scenes? Need to be discussed carefully. The discussion about interest tendency can be evaluated by Holland's career interest tendency.
3. Professional concept
Career concept, also known as career values, or career anchor. It refers to the most important thing in a career. When a person has to make a choice, he will never give up. Different people have different career ideas, which also affects their career choice direction. For example, some people belong to the technical functional type, and expect to have a technology and master a skill, while others expect to become team managers and influence more people. Some people want to constantly challenge, improve and grow, while others want stability and balance work and life. You can explore your deep professional values through the career anchor test.
4. Dominant instinct analysis
What is an advantage? Through 30 years of research, Gallup interviewed more than 2 million people and accurately defined "advantage": "a pattern of thinking, feeling and behavior that runs through and can produce benefits." ?
What is the "throughout" behavior pattern? We can give an example to illustrate. For example, some people naturally like to perform, like to be concerned by the public, and get excited as soon as they stand on the stage; And some people stand on the stage like thorns on their backs, eager to find a gap to hide in. Some people naturally like to observe people. They know what personalities, interests and abilities different people have and how to deal with people with different personalities in a targeted manner. And some people just like to use the same rules and the same way to face all people. Some people are naturally fond of organization and coordination. They are like generalists who know how to achieve their goals through efficient resource integration. Others want to be more focused and accomplish only one goal at a time. Some people naturally like to think about problems, and they think deeply and logically, knowing where the best solution to the problem is hidden; And some people like to be free and unconstrained style. Just after discussing this matter, suddenly their thoughts turn to other things … and so on. All these instinctive "penetrating" behavior patterns are influenced by advantages and will accompany them for life.
Only by giving full play to their own advantages can we achieve sustained and perfect performance in our work. Compared with people who can't give full play to their own advantages, people who have the opportunity to do what they are good at every day are five times more likely to work and more than twice as likely to think that their overall quality of life is high.
In the above four factors that affect the choice of career direction, not every factor has the same importance. According to our previous consulting experience, the decision-making weight is re-divided: personality weight accounts for 20%, interest accounts for10%; Occupation value accounts for10%; The advantage accounts for 60%. In other words, the advantage is absolutely dominant, and other factors only play the role of auxiliary reference verification. Usually, the results among personality, interests, career orientation and advantages are consistent. When choosing the direction, we need to consider all the factors at the same time, so as to achieve a perfect positioning. But if personality, interest, career anchor and advantage conflict, advantage is the first reference standard.
5, knowledge and skills reserve
By analyzing the first four factors, the general career development direction is determined. After determining the career direction, we should also make corresponding knowledge reserves. Of course, direction selection and knowledge storage should follow a standard, that is, "enforceability". If the direction you choose is too difficult and the knowledge storage is too difficult, then such direction positioning will lose its practical significance. For example, you are an undergraduate majoring in music and have no foundation in science and engineering. On second thought, it is extremely difficult to determine algorithm engineer as your career direction. Although it may be appropriate in theory, it is almost impossible to achieve it in terms of practical enforceability.
Adequate knowledge reserves can ensure that the interview process can pass the screening of the employer, and then achieve your expected career goals.
Third, external growth drive: how to find a platform conducive to their own development and build a good external environment?
The previous content only solves the problem of direction, that is, "what am I suitable for", and only solves the problem of starting point. However, standing at this starting point does not mean that we will be able to reach the finish line smoothly. If you want to go further and walk more steadily, you must also consider the question of "what should I do?" This is the problem to be solved by "external growth drive".
1, industry positioning.
In the same position, in different industries, the requirements for talents will be different and different. Take our most common sales position as an example. The sales model of B2B industry is completely different from that of B2C industry, and the quality requirements for salespeople are different. Similarly, as a market post, the market post in the industrial field and the market post in the consumer goods field have completely different positions in the company, and the development space they face is also very different. In addition, from the development trend, the life cycle of different industries is also different, and the impact on career development needs to be considered in the long run. This requires us to deeply interpret national policies, pay attention to the dynamics of the capital market, pay attention to the frontier development trends, and avoid being eliminated when the industry crisis comes.
2. Enterprise matching.
What should I do? What kind of enterprise is most suitable? In the same industry, from the upstream to the downstream of the industrial chain, how can I choose the most favorable for my future career development? What about big companies? What are the advantages and disadvantages of small companies? What is the best choice for you? For example, last year we met a customer who worked in FMCG for 65,438+00 years. The highest workplace is a city manager, and career development has encountered bottlenecks. I don't know how to break through After reading his resume, we found that he chose a position with low value in the industrial chain, which directly affected his subsequent career development and growth.
3. Design of growth path.
Many people don't think deeply about the long-term development and growth path of their career, and don't know what stage they should reach, what kind of ability they should have at different stages, and how to achieve it, which leads them to be very passive in their work and often take one step at a time. The most intuitive consequence of this state is that you can't see your own growth and don't know how to grow. After working for 3 or 5 years, looking back, I suddenly found myself in a state of standing still these years. At this time, the career development will easily enter a dangerous situation: the ability does not match the growth of age. This will lead them to be more passive in their future career choices and be in an embarrassing position forever.
4. upward management.
This is an extremely important but easily overlooked factor. Upward management, that is, how to deal with the relationship with the boss through effective methods, so as to gain the trust of the boss to the greatest extent and be reused in the work, so as to gain more room for growth and promotion in the future. Because in the traditional concept of China people, people should be modest, keep a low profile and don't show off. There are also many people working in the workplace, but you can also see that they complain a lot. "Why do I do so many things, but the leaders can't see it?" All this, I think the boss can't see my efforts, which leads to my depression and I don't take the initiative to communicate with the leader. If I am depressed for a long time, I have to quit my job in order to meet a knowledgeable Bole and help him achieve something. Last month, a client we consulted was also conscientious, practical and willing to work, and performed well in all aspects, but he has never been trusted by his superior boss. We told him that this was a typical upward management problem and told him how to improve it. He worked hard to improve for a month, saying that the transaction had just started, and the department director's attitude towards him was different from before.
Through the above "one core and two drives" career planning model, you should know that a complete career planning should consider five internal factors and four external factors. These different factors interact with each other and form a complete career planning system with * * *.
The lack of any link will lead to the lack of various problems in future career development. For example, ignoring the consideration of "advantages" factors, you may find that your work has no sense of accomplishment; Ignoring the consideration of "professional concept", you may find that your work does not conform to your values; Ignore "industry positioning", and you may find that this industry has no future in a few years; Ignore "upward management" and you may find yourself just a coolie who will never be reused.
The consideration of all the above factors is based on the comprehensive judgment of self, enterprise and human resources environment. This kind of judgment requires the consultant to have rich workplace and social experience, to be able to accurately see the essence through the phenomenon, and to give the most reasonable choice through deep thinking. It's definitely not through one or two evaluations that you can find the answer.