Choices and pathways: finding your purpose (3 of 3) – Workplace Landscape and Career Goals

Workplace landscape and setting career goals

The changing workplace landscape

The workplace is changing dramatically, and we must consider our behaviours in light of this. Young people need to be prepared for a world that is changing rapidly, some jobs they will end up doing do not even exist yet.  The job market is undergoing a significant shift towards a more globalized and interconnected landscape. With advancements in technology and increased mobility, employers and job seekers alike are facing new opportunities and challenges in the global job market.

 So how is the workplace changing?

• Talent pool;  
  • The globalization of the job market has expanded the talent pool for employers. With advancements in communication and transportation, geographical boundaries are no longer barriers to finding and hiring skilled individuals from around the world. Companies can access a diverse range of talent with specialized skills and expertise, enhancing their ability to innovate and compete on a global scale.
  • For job seekers, the global job market offers the opportunity to explore employment options beyond their local or national boundaries. They can pursue international career paths, work remotely for companies in different countries, or take advantage of the growing number of digital platforms that connect global freelancers with job opportunities.
• Skills for Global Employability; specific skills and competencies become increasingly valuable for employability such as strong cross-cultural communication skills, adaptability, and the ability to work effectively in multicultural teams. Proficiency in foreign languages, knowledge of international business practices, and familiarity with diverse cultures are additional assets in a global job market.
• Career pathways; Predictable careers are a thing of the past, with the average employee spending 4 years at a job, compared to what in some cases may have been a lifetime, previously
• Generational shift; the workplace is getting younger, and generally speaking, workplaces are more of a meritocracy than ever before. Historically, promotions were predominately determined by experience. Work for 10 years = promotion! Moving to a meritocracy model creates opportunity – if we are willing to strive for it.
• Team structures; teams are becoming flatter, with leadership positions having more direct reports. This means that firstly, individuals are likely to receive less coaching and mentorship, and secondly, there are fewer and less obvious roles to progress into.

Setting realistic career goals

Goals give us a sense of purpose and something to aim for in life. Career goals can be especially valuable – they can set you on track to a change or new role that you find fulfilling and rewarding.

Plenty of us have career goals, but we’re often faced with stumbling blocks as we pursue them. Many of us find setting career goals overwhelming and aren’t updating career goals as often as they’d like to. 

It’s great to aim big, but if a goal isn’t realistic, it can be harder to stick to – and you might set yourself up to miss. A positive, realistic goal that you reach one step at a time will keep you motivated, and there’s no greater sense of achievement than reaching a hard-won goal.

When we think about where we want to get to, and our perception of what that might take, it can be overwhelming, even to the extent that we don’t start. ‘Paralysis through analysis’.

If you can ignore the necessary steps as the starting point – and just articulate where you need to go – you will be ahead of most people. Once that’s established, it is far easier to build the bridge to get there – however many steps it requires.

• Be specific with your goals; Any major change takes time and several steps before achieving it, which can sometimes feel frustrating and overwhelming. If you have a goal in mind, try using the SMART method. Ask yourself whether your goal is
  • Specific – what do I want to accomplish, why, and how?
  • Measurable – what evidence is going to show that I’m making progress?
  • Achievable – is it something I can reasonably do, or do I need to break it down further?
  • Relevant – does the goal really matter to me? Is it the right time?
  • Time-bound – when can I achieve it by? What deadlines can I break it down into?
• Have a timeframe in mind; As you break the process down into small steps, set a realistic deadline to each step. This will help keep you accountable.
• Break into manageable steps; Work backwards from the big goals, to yield related goals. Ie/ What would need to happen for that to be achieved? Micro goals are more achievable and will mean we are less likely to get disillusioned during the journey.
• Get ready to focus; Achieving a major goal takes time, energy and commitment. Thinking about why your goal is important to you can help you stay focused and committed for the long-term

Tip; This doesn’t need to be particularly sophisticated or even realistic at this stage! You will be better served having career goals – even if they become out of date because you change role / industry / career path – than not planning at all.

Example 1: Simple or more general goals; ‘Within 18 months of starting work, having job security by being an adequate performer in my role, and earning a sufficien amount to cover my living expenses and start a small amount of saving’

Example 2: Sophisticated or more specific goals; ‘By the Age of 25, work for my dream employer, McLaren Racing, as part of their engineering team, travelling the world as part of the F1 team. Have 2 direct reports within my team. Be on the path for further promotion by 28.’

Here’s what success means to the Co-Founder of Edventurous Leadership, Lewis:

Staying accountable – what does it mean?

• Accountability is not what you have to do, but a state of mind
• Because so few people adopt accountability, it’s a sign of leadership that sets you apart

Accountability differs from responsibility – while multiple people or teams can be responsible, for delivering a project for example, 1 person is usually accountable. While this is typically the most senior person, for ‘3^rd party’ accountability, any person can succeed by holding themselves accountable.

• If holding yourself accountable is so great, why don’t we all do it? For the same reason that not everybody completes marathons, or speaks multiple languages – its hard work.
• However, it will set you apart.

In order to keep ourself accountable, there are some internal strategies we can put in place;

• Mindset; Getting in the right mindset. Think about what kind of person you want to be – what do you want people to say about you when you leave the room?
• Self-talk; When something goes wrong, notice your reaction. Is your “inner critic” blaming something other than yourself? Flip those thoughts around and think about how you can improve in the future. That’s personal accountability.

Additionally, there are some external steps we can take;

• Mentor; having a mentor you share your goals and vision with, and even vocalising it out loud, will force you to plan in advance and monitor your progress
• Peer network;  leverage your peers and colleagues for feedback to keep you honest to your targets, and can have the added benefit of identifying your blindspots.

GIST – good ideas for starting things…

• Planning your GAP year guide
• Career planning template

Want to learn more?

• Stories from 5 young entrepreneurs
• Read this about how can work experience help you
• An article from the Harvard Business Review about starting a business
• Check out this book called by Ikigai to discover the secret to a long and happy life