5 responses to “Who’s Responsible For Your Career?”

  1. I’ve been in one interesting situation lately, and I’ve written a post about it: people give up to their career opportunities as they are so much afraid of the consequences of trying and failing – although no try is a failure, just a lesson learned. Please let me know what you think about this, and if you had similar experiences: http://projectmanager1.blogspot.com/2010/05/care-about-your-people.html

  2. Mirela,

    I’ve noticed in my career work with talented professionals and managers, there seems to be two ways of looking at the world: through the eyes of fear or through the eyes of hope about the future. I try not to deal with their psyche – that’s for the psychologists – but rather help them look at their goals and what will they need to do to get from here (where they are right now) to there (where they want to be).This focuses their attention on small steps or concrete actions to get them moving and keep them moving in attaining their goals.

  3. Marcia
    I came across your article doing research for a paper and prior to this I would have been in agreement with you totally. I believe it is still excellent advice for an individual to follow but managers and supervisors need to be thinking differently. Organizational career activities directly impact job performance, role behavior, and job attitude, (Feldman, 1995). When an organization provides opportunities for career development activities they are investing in the organization’s future. For this reason managers and supervisors need to be proactive and aggressive with career development of their employees.

    Reference
    Feldman, D.C. (1995). The impact of downsizing on organizational career development activities and employee career development opportunities. Human Resource Management review, 5(3), 189.

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