ORCMS Career Blog

I’m on a mission.

The more I work with people to help them develop their career, the more strongly I believe that there is NO REASON why anyone in our culture should not be doing work they absolutely LOVE.  In fact, I will go so far as to say, “If you don’t LOVE your job, quit!”

Now I realize that this is a radical statement, and that most people will ignore me.  Some might even get angry.  But I’m willing to stand firm in my mission until EVERYONE IN AMERICA finds their perfect career.  Even in this economy.

As a Career Consultant with an international outplacement firm I work with lots of people who have recently been laid off or downsized.  Once they get past the initial shock of not having a job, many of them tell me that getting laid off is actually a blessing.  They haven’t been happy in their current position for a long time.  Many haven’t been happy for years.  They have wanted to make a change, but they’ve become complacent and comfortable.  NOW they have an opportunity to do what they’ve always wanted to do.  Some decide to change careers.  Others retire or work for non-profit organizations.  Some stay in their industry and find a company whose corporate culture is more in line with their own personality.  Losing a job can be devastating, but for many of my clients they also find it life-giving.

That’s why I’m on this mission.  Wouldn’t it be better if you quit now and go find your perfect career before you are forced to?  What if you had a chance to do some UP-PLACEMENT before your company forced you into outplacement?  Well, you have that chance NOW.

I’m on a mission to help everyone in America find their perfect career.  So, if you don’t love your job, quit. Take a risk and see where it leads you.  I bet you will be happier for it!

A study conducted by the Society for Human Resource Management (SHRM), concludes that “employees are clearly not benefiting from management efforts to support their careers.”  (From 2000 HR Trendbook)  Out of 1000 employees interviewed, nearly half said their employer’s approach to career development failed to meet their needs.

Here are some of the statistics:

• 44% said their career aspirations are supported by a system for career development through their employers.
• Nearly half (38%) felt that their employers are only concerned about the career development of their “high potential” employees.
• 30% feel their employer is not committed to helping them achieve personal career goals.

Why does this matter?

Well, it matters for both employers and employees.  The coming years will see a shortage of talent in the workforce due to retirement of Baby Boomers.  Most companies have not yet developed a succession plan (42%) or only have an informal plan in place (29%) to meet their needs.  If employees are not given assistance to enhance their career within their current companies, they may find it necessary to move to a different company that provides these services.  Failing to provide programs for retaining and developing employees is a clear case of myopia.  Companies who do not step up to this challenge will find it difficult to keep their brightest and best employees.

It matters to employees, because in today’s work environment you can plan on changing careers every three to 5 years.  You are responsible for “You, Inc.”  Nobody else will manage your company (”You, Inc.”) for you, so the smart money is on managing your own career development.

There are several things YOU, as an employee, can do to enhance your own career from both inside and outside the organization.  Here are a few great suggestions:
1 - Consult your HR or Training department to find out what is offered through your current company. SHRM says that “a lot of unhappiness over career development programs is a communication issue.”
2 - Look elsewhere for career development opportunities.  Check out the local chapter of your professional organization to see what certification or continuing education classes are offered.
3 - Get a degree.  Your employer may offer some form of tuition assistance for this.  Check your employee manual or ask your HR department.
4 - Change companies.  Chances are good that your company’s competitors care more about their employees than yours does.  Why not take a look at working for them?

Are you one of the 44% of employees who feel their employers do not support your career development needs?  If so, what will you do to enhance your own career goals?

You no doubt have heard about this. I recommend you take the next hour and a half and watch this video! It will impact your career and your life!

My brother died yesterday. It wasn’t unexpected. In fact we have been expecting that call for several years. But his death has made me reflect on the larger aspects of life — meaning, purpose, vocation (as opposed to “job”) and relationships. And I will miss him.

In our culture we typically use our careers to define who we are. When asked “who are you” we often answer with a profession or position — “I’m a Dr.” “I’m an electrician.” “I work for . . . .” But those descriptions hardly tell the entire story. We are also brother/sister, parent/child, friend/foe. We are more than simply the sum of our career positions.

It’s true that careers can define a large part of who we are, but they are not the entire story. We put a lot of time, money and effort into learning and honing our careers. However, at the end of the day (or rather at the end of our life) “WHO” we are depends on a whole lot more. What happens if the company we work for goes out of busines? Or when the profession we espouse loses its necessity? Or when we get “downsized”? The challenge at times like these is to dig deeper and define ourselves in terms that are more broad than our career or profession.

I urge you THIS WEEK to take some time to reflect on who YOU are — not simply on your career, but on who YOU are — and on who YOU want to be. Renew a relationship with an old friend, make a new friend, or simply enjoy the spring-like weather. Because at the end of the day (or at the end of your life) you will be remembered for MUCH more than just your profession.

Have you seen the article in which an Ohio man lost his permanent disability for working . . . selling crack. That’s right, the Ohio state Supreme Court ruled that selling crack (at least in this case) is a JOB because the man (i.e. crack dealer) “exchanged labor for pay on a sustained basis.” Not the kind of job most of us think about as a long term career, but a job none-the-less. Here’s the article: click here.

This is an interesting concept. What is a job? How does a job differ from a career? Career counselosr often make a distinction between “job” and “career position”. A job simply pays the bills, but a career position entails four crucial aspects:

1. Job Satisfaction
2. Growth opportunities
3. Cultural fit
4. Financial remuneration

How does your current career measure up? Are you in a “job”? Or on a “career track”? What can you do to improve YOUR situation?