Successful Career Management in the 21st Century

by Michelle N. Hurteau

Changes in technology and globalization are launching organizations into unprecedented change as we head into the 21st century. Whether reorganizing, reengineering, rightsizing or downsizing, every industry, company and employee is feeling the pressure of continuous change.

These changes have created a new game with new rules. The old social contract of lifetime employment and a comfortable retirement in exchange for loyalty and hard work is gone. The new social contract, while in process, will reflect mutual respect and enlightened self-interest. It will tacitly speak the following:

Company: "While you are here, we will do our best to help you grow and attain your objectives if you help attain ours. However, we must keep our options open because the future is uncertain. Meanwhile, we will regularly communicate to you our best estimate of the future."

Employee: "While I am employed by you, I will give you my best efforts if you consider my needs and objectives too. I will also keep my options open because I know there are no guarantees – no matter how well I perform."

Whether you stay in your organization or pursue other opportunities, a radical reevaluation of how you manage your career is required. Successful career management under the new social contract strives for a balance and eventually a synthesis of your needs with those of the organization. As you evaluate career options, consider the following to help identify your professional needs.

1. Location: Where we live impacts our quality of life. For example, is it important to have a minimal commute, or to have your kids attend a particular school thus justifying a longer commute?

2. Personal & Professional Growth: Prior generations kept clear lines of demarcation between work and "life". This is no longer the case, so to keep a balanced life, seek companies that foster personal and professional growth, and life-long learning.

3. Right Fit in the Right Company: Every company has its own ethics, morals, politics and culture. It is important for well-being and productivity to like where we work! Pursue opportunities in organizations with values similar to yours.

4. Compensation: The new social contract requires us to give more of ourselves than ever before to an organization's success. Be paid fairly for the value you contribute.

Successful career management under the new social contract also requires an excellent understanding of employers' needs. A valuable employee masters the following:

1. Make sure your efforts contribute to the bottom-line.

2. Be acutely aware of the challenges your organization and industry face. Participate as a change agent in strategic initiatives.

3. Learn two new things each year that take you out of your comfort zone. Learn to deal with fears and uncertainty, take risks and master something new. All are basic skills needed in today's competitive organizations.

4. Take care of your health – energy, vitality and clear thinking are needed in times of rapid change.

5. Manage your personal finances. The days of social security and a pension are fading. Make plans now for your retirement.

6. Develop interpersonal skills and emotional intelligence. Technical competence is a minimum requirement, and technology will continue to replace people in the mundane aspects of many jobs. It is the CFO or COO with excellent communication and selling skills who will be sought.

7. Embrace technology. We cannot fathom the effect of technology on our work, nor the jobs it will create and eliminate in the 21st century. Prepare yourself and maintain marketability through continuous learning.

Businesses and employees have headed into uncharted waters. Change is opportunity and transition need not be crisis for the professional who remains flexible, smartly manages his or her career, and proactively brings value to employers.

Michelle N. Hurteau is the President of Moore & Associates, a Pacific Northwest organizational consulting firm that helps corporate leaders deal with issues of change and transition. Specialties include organizational development, change management, executive coaching & retreats, leadership development, human resources consulting, process adaptation to new technology, and outplacement/career management.

-------------------------------------------------------------------------------