First, what is career transformation?
Many people mistake transformation for simply changing jobs. In fact, transformation and job-hopping are very different. Job-hopping usually refers to changing a company, but it involves industry, position and enterprise nature, and most of the situations are unchanged. For example, if you do HR, changing from a foreign company to an Internet company just needs to adapt to the industry and enterprises, and the position has not changed.
Career transformation refers to the directional adjustment and transformation made by people with certain workplace experience in the face of future development planning. Career transformation usually involves the following changes: industry changes (for example, from financial industry to education industry), job changes (for example, from human resources to marketing), changes in both parties, and changes in career patterns (for example, leaving the system to start freelancing). Generally speaking, the transformation will involve at least the above two changes.
Second, what kind of people are suitable for transformation?
If a person is attracted by industry, department, position, income and other superficial occupations and wants to change careers, then his choice is on the first floor.
The middle layer of the pyramid is ability, motivation and values. If a person thinks about this level, then his focus is no longer on superficial charm, but on his own ability advantages and long-term value exchange to make career decisions. He would think, "What am I good at? What is the trend of this industry in the next 2-3 years? What value do I want to achieve in this company? " Wait a minute.
The bottom of the pyramid is our pursuit of life and our view of the world, which satisfies a person's sense of existence, the value and significance of life. When a person makes a decision, he is asked, "What kind of person do I really want?" Why is it so important to me? "At that time, we arrived at this floor.
If a person's career motivation stays at the upper level of the pyramid (the first level), such as wanting a higher position and better income, the transformation at this time should be cautious. Because the transformation usually needs to face many uncertainties, the income and return are not so fast, and the success of the transformation usually takes about 2-3 years. If the vocational motivation reaches the intermediate level (level 2), at this time, you can consider trying to transform and start thinking about the path of transformation, such as expanding your own circle and starting to act outside. If the vocational motivation reaches the lowest level (the third level), it is a good time to think about what kind of person you want to be and what kind of person you want to pursue.
Third, how to explore the direction of transformation?
We can explore and try from four different angles with the "four professional views" of "new elite"
The so-called four-look is to look up, look inward, look left and right, and look out. Scanning with four views of career is helpful for a person who wants to transform to make a full inventory of various possibilities from the current situation and try to avoid omissions.
Looking up: refers to going to a higher level and position in the enterprise. For example, from Commissioner to supervisor, from supervisor to manager, from manager to director.
Looking inward: refers to intensive cultivation in the original field and becoming an expert talent. For example, from comprehensive HRBP to organizational development experts, training experts, recruitment experts and so on.
Look left and right: refers to the change of different positions. For example, from human resources to marketing, from products to operations.
Looking outward: refers to jumping out of the original career development. Like slash youth.
When scanning with "Four Views of Occupation", you can refer to four steps:
Step 65438 +0: Look upward+look inward. What are the plans for refining transformation from these two directions?
Step 2: Look left and right+look outside. From these two directions to expand the options of career transformation?
Step 3: fill in the vacancy+screen. Browse all options, check for loopholes, fill in gaps, and delete obviously unreliable options.
Step 4: Determine+Plan. Filter out the final options and list the action plan for the follow-up investigation.
Fourth, how to break the situation, take action and find the starting point of transformation?
Here we share a method called benchmarking. Benchmarking refers to studying the role model we want to be, analyzing his advantages, development path and breakthrough point, looking for ways to improve self-awareness, so as to gradually find the direction and goal of the next effort.
Collect and sort out the information of the target person.
The first is the basic information. Basic information such as industry, position, professional title, age and family background.
The second is educational experience.
The third is professional experience. All the experiences of the benchmark figures since their employment, especially some key professional experiences.
The fourth is the advantage circle. What are the key career turning points in the development of benchmarking figures? What are the advantages that make this turning point happen? What are his values and driving forces? What is the development track of his sub-industry?
The fifth is the career path. What have you learned from benchmarking figures? What new knowledge have you gained about career development?
How do verbs (the abbreviation of verb) determine the best time for transformation?
Here, we can use six questions to evaluate the preparation for transformation.
Time. It refers to how long it takes a person to reform himself. People are usually too optimistic on this issue. Transformation generally takes 2-3 years.
Energy. It refers to how much energy a person can put into transformation.
Experience. It refers to how much a person knows about the field he wants to change careers.
Skills. Refers to a person's skill preparation for the transformation target occupation.
Money. Refers to how many conversion reserves a person has. Including the possibility of losing stable income for a period of time, the need to learn new knowledge and skills, and so on.
Network. Refers to who can support a person in the process of transformation.
The above six elements can help us to make a systematic inventory of the transition preparations. But transition preparation is a relative concept. Everyone's situation is different, and whether they are fully prepared varies from person to person.
Many times, when we say "I want to transform, I want to change careers", maybe transformation/career change is just a path or means, not a real purpose. Asked about the reasons for the transformation, some people may say: the current industry development prospects are not good, the current leadership is not good, the working atmosphere and environment are not good, there is no room for growth and development, the relationship between colleagues is not good, and work life is not balanced. Sometimes it may be a problem of orientation, adaptation, development and balance ... Only when we have a clearer understanding of the problem and know what we want and why it is so important can we really find the "wool head" of the career problem.