Rethinking Career Mobility

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December 1st was a celebration. With the teamwork of two co-authors from Career Systems (Lindy Williams and Lynn Cowart), we turned in a manuscript on a new book titled Up Is Not The Only Way: Rethinking Career Mobility. We’ve been hard at work on it for many months and we’re thrilled to nail our deadline. The book is written to managers who need to have that career conversation where the “what’s next for me” is the subject at hand. It’s always tough, especially when a manager knows that the upper rungs on the ladder are already earmarked for those hi-po’s. This book is designed to help those managers who have to have those discussions with the other 80% of the workforce. We’ve provided a number of ideas and will be sharing them with you via blogs starting in January. For now, here’s something to start your thinking.  It comes from a section called New Optics for Career Mobility.

“Careers used to be predictable. There were ladders. Each rung led up the hierarchy. Then individual aspirations and company needs began to evolve. Old ladders became largely inaccessible. Some rungs disappeared, and the space between others shifted from steps to leaps. Today’s marketplace demands an agile workforce. Organizational structures have become fluid and flexible. As a result, career mobility has emerged as essential for individuals at all levels. No longer is mobility just about physical movement or assuming the greater responsibilities that come with a promotion.
Career mobility today is about flexibility and agility. Like the navigation systems we rely on to reroute our travels based on unexpected traffic congestion, shortcut options and last minute detours, a career mobility mindset will provide a foundation for resilience in a changing world of work. Career mobility today is a rich mix of experiences, roles, assignments, and options. Savvy careerists have come to appreciate the ability and willingness to explore multiple opportunities and experiences. To succeed in a rapidly changing environment employees need to recognize when new opportunities for growth emerge and to be ready with options when others fade or change. Your role as a career advocate is to help employees build that resilience as a part of a workforce ready for the future.”

Future blogs will share more information about the career advocate role.
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