Category Archives: Career Resources

Envisioning The Future

Writing in July’s TD Beverley Kaye and Linda Williams say, “Individuals need the encouragement, resources, tools, and support to envision their futures. They don’t need every possible new app or program, but they do need conversations with managers, coaches, or mentors. They need to take action, be open to learning, be willing to change behaviors, and be introspective enough to clarify their career needs, wants, and aspirations.”

When the world’s largest child focused humanitarian organisation began to embrace online learning and created its own e-Campus I was not surprised to find that the online “Career Development Centre” gained eager followers across the globe at a faster pace than any other development offer.

Based on personal experience as a mature career changer, as a qualified career development practitioner, coach and a former global practice talent leader in the diverse fields of financial services and humanitarian development I so agree with Beverley Kaye and Linda Williams.<a href=”http://www.lulu.com/commerce/index.php?fBuyContent=23117786″><img src=”http://static.lulu.com/images/services/buy_now_buttons/en/book_blue2.gif?20180522063120″ border=”0″ alt=”Support independent publishing: Buy this e-book on Lulu.”></a>

My practical guide to career development for those considering a change of career direction is designed to help people who would benefit from some help being, as Beverley and Linda express it, “introspective enough to clarify their career needs, wants, and aspirations”.  It is now available from Lulu publishers.

Who am I?

Changing career in mid-life becomes easier if you have done some work on your values and your passions. Doing so helps many people to understand and to talk about who they are. Regardless of your career to date, your future decisions about career will be easier and more valid if you have a clear understanding of your own orientation toward work, your motives, your values and your self-perceived talents. Being clear about these  helps in focusing career development tactics and enables people to talk confidently about what you will bring to a particular role. My experience as a coach suggests that most people have several passions and that as they get older they make decisions about the passion – or the small number of passions – that are so strongly aligned with their values that they will not give them up easily.

Some people are very clear about their career related values. Others find it helpful to take one of many career assessments. These assessments will help you explore your career interests, skills, your values, and personality. In this post I would like to introduce Edgar Schein’s “Career Anchors”.

Edgar Schein and Thomas De Long developed “career anchors” in the 1970s. They described career anchors as that combination of perceived areas of competence, motives and values that you would not give up: it represents your real self.

Schein’s “Career Anchors” can help you think through your career options and give you a clear understanding of:

  • Your own orientations toward work
  • Your motives
  • Your values
  • Your talents

Use of “Career Anchors” also helps people:

  • Define the themes and patterns dominant in their life
  • Understand their own approach to work and a career
  • Provide reasons for choices
  • Take steps to fulfil their own self-image

As you accumulate work experience, you have the opportunity to make choices; from these choices you begin to ascertain what you really find important. Dominant themes emerge—critical skills or abilities that you want to exercise or crucial needs or values that dominate your orientation toward life. You may have had a sense of these elements but, until now, you may not have assessed them in a thorough way. However, when changing careers in mid-life this self-awareness becomes vital. Knowing how important these aspects of yourself are and how any given talent, motive, or value relates to other elements of your total personality becomes an important “lens” through which to plan and talk about your career change journey. It is often only when we are confronted with difficult choices that we begin to evaluate and decide what is really important to us.

With accumulation of work experience and feedback comes clarification and insight, providing a basis for making more rational and empowered career decisions. Notice the importance of feedback especially if you have participated in work-based feedback processes and have a recent report that you can re-examine.

Through self-assessment the self-concept begins to function more and more as a personal “guidance system” and as an “anchor” that shapes career choice. Out of this process people begin to talk about careers saying that this role is something they identify with whilst that occupation is not something they could ever see themselves doing. This knowledge keeps us on course or in a “safe harbour”.

As people recount their career choices, they increasingly refer to “being pulled back” to things they have strayed from or, looking ahead, “figuring out what they really want to do” or “finding themselves.” This process leads people to gradually move from having broad goals to a sense of knowing better what it is that they would not give up if forced to make a choice. The career anchor, as defined by Schein and his co-authors, is that one element in a person’s self-concept that he or she will not give up, even in the face of difficult choices. And if their work does not permit expression of the anchor, people find ways of expressing it in their hobbies, in second jobs, or in leisure activities.

Schein and his colleague developed the career anchor concept at MIT. An empirical investigation conducted by Catherine Steele and others and reported to the British Psychological Society’s 2007 Occupational Psychology Conference, concluded that the eight career anchors, as measured through use of Edgar Schein’s “Career Anchors: Discovering Your Real Values” is a valid model with satisfactory internal reliability results.

This tested reliability is important to know because there are many forms of assessment available and not all of them are reliable. I recommend that mid-life career changers make use of the “Career Anchors” approach and find that people do find it beneficial. It is recommended for use in  “My Career Development Plan”  which you can purchase here

Schein’s approach to Career Anchors included the use of a Career Anchor Interview to be used after completion of the Career Orientations Inventory. I am pleased to advise about the use of the Interview: it is a particularly helpful process that mid-life career changers have found valuable.

“Career Anchors: The Changing Nature of Careers: Self Assessment”, 4th Edition by Edgar H. Schein and John Van Maanen, published in May 2013 contains the “Career Anchors Self-Assessment” or “Career Orientations Inventory”,  the simple “Scoring Instructions” and the “Descriptions of the Career Anchor Categories”. Guidance on the user’s “Next Steps” and “Choices” are also included.

Mid-Life Career Change?

As people look back over their working lives it is not uncommon to find them asking questions about service, achievement and satisfaction. Some may be in positions where the opportunities for development through work are limited and they may increasingly identify with the view that there’s a considerable difference between twenty years of experience, and one year of experience relived twenty times! Unsurprisingly, this feeling can be expressed in employee’s engagement with their work. Gallup, for example, has found that the percentage of actively disengaged workers tends to be highest among those aged 40-49. Workers in this age group were almost 1.5 times as likely as those aged 18-29 or those aged 60 and older to be actively disengaged (15% for both the youngest and oldest age groups).

Faced with the evidence, Gallup concluded that, once employees are past early adulthood – the years when many are learning their chosen profession – they become significantly less likely to strongly agree that their workplace is a source of personal development.

Evidence from psychological research confirms what shared experience would suggest: that life goals and motivation tend to shift, as people grow older. As many coaches would confirm, mid-life is a time when people re-evaluate their goals and make changes accordingly.

Sometimes the incentive to make these career changes may be fuelled by a sense of dashed expectations. Hannes Schwandt, an economist at the University of Zurich found that young people overestimate their future happiness, and so feel disappointed as life goes on. But as people approach 60, they start underestimating their future happiness, and then are pleasantly surprised by reality.

For many, accumulated wealth, relative security and a desire to really make a difference or to “give something back” propels individuals in mid-life toward something of a career crisis. E B White captured their quandary: “I arise in the morning torn between a desire to improve the world and a desire to enjoy the world. This makes it hard to plan the day.”

“My Career Development Plan” is a practical guide to career development for those considering a change of career direction. It was written by John Evans, a qualified career development practitioner, executive coach and former global practice leader for the world’s largest child focused humanitarian development agency. John was previously head of Hewitt Associates’ European Organisational Development practice. Your copy is available here.

“Cubing” Career Goals

“Cubing” is a way of brainstorming outlined in the book “Writing”, by Gregory Cowan and Elizabeth Cowan (New York: Wiley, 1980). With cubing, as with other brainstorming methods, you start with one topic, challenge or issue. Then, you apply six points of view (like the six sides of a cube) to the issue. Here, we have adapted the method so it can be used as a tool for initial career goal development. To use the cubing method …

Click “Present” in the visual above. Use the forward and back arrows beneath the presentation to page through the process.

First, write down your career development goal.

Second, examine your goal closely and describe it in as much detail as you want.

Third, compare this goal with other goals in your life. Is is significantly different from them or related to them in some way?

Fourth, ask yourself what this goal makes you think of?

Fifth, analyse your goal. Break it into parts that you find relevant and helpful.

Sixth, now describe what achieving you goal would mean to you and to other people.

Finally, debate with yourself – or someone you trust – what might stop you from achieving your goal and what might work in your favour?

A Career With Impact?

Impactpool is a unique career platform aiming to provide the best possible support to people who want to pursue a career within mission-driven organisations. Impactpool (previously UNjobfinder) was founded in 2015 and is a social enterprise with headquarters in Stockholm, Sweden. Its founders were aware of the need for a qualified, customer oriented and user-friendly service covering the global employment sector of mission driven organisations.

Impactpool’s own mission is to support highly qualified and motivated individuals by helping them grow professionally and to develop successful careers within organisations that contribute to a sustainable world. In just three years Impactpool has become the world’s fastest growing career website with a focus on talents and organisations who are striving for and contributing to a sustainable world. The service gathers opportunities from hundreds of international organisations around the world including all UN organisations, international financial institutions, the European Union and the most influential intergovernmental and Non-Governmental Organisations.

For talent seeking to break into this niche global marketplace, Impactpool provides a “shop window” on approaching 2500 daily-updated entry, mid-career and executive level appointments across (currently, and growing) 156 organisations. A single portal provides unique job search functionality. This is complemented by a dedicated and independent career coaching service provided by coaches with successful career records in the industry; I am honoured to be a part of this network. The organisational coverage is impressive covering an ever-expanding range of international, governmental, medical, justice, faith based, peacekeeping, and humanitarian and development organisations with current vacancies across the globe.

Alongside this dynamic slate of opportunities those who sign up to Impactpool have access to invaluable career guides. “Start Making a Difference” is a must-read providing an introduction to a career in international development. Experienced recruiters and HR specialists explain how to start your career in the sector, including what you need to know about educational requirements, relevant skills and experience, the differing organisation types, career tracks, and remuneration. The Impactpool authors share concrete, honest advice on how to approach your career strategically—from choosing the right jobs to apply for to positioning yourself in the best possible way for growth and advancement.

For experienced talent, “The Senior Assessment Guide” is an invaluable “preparation kit” to use when facing a UN assessment centre.  The eBook describes the different UN pools, how you get into them, how you are assessed, and how you finally get selected. These pools primarily target senior internal staff at the UN, but the Guide also describes how external leaders have successfully gained access to pools in the past.

Complementing this targeted Guide, Impactpool also publish general interview guides and question banks for those applying for international organisation careers, humanitarian and development sector roles. Regular summary articles highlight the beginning and flag up the closure of recruitment campaigns. Click for further information.

(The writer is an Impactpool Fellow).

Learning with Kaya

Kaya is the online learning platform of the Humanitarian Leadership Academy.

50,000 people from nearly 200 countries across the world are using Kaya to learn about humanitarian issues and action. On Kaya you will find online elearning and in-person workshops that will help you learn what you need to take you where you want to go, whether you are a professional humanitarian looking for career development, or a community member supporting the response to a crisis in your own country.

Kaya’s courses are grouped into learning pathways – combinations of online and in-person learning opportunities – that mean at the beginning of your learning journey you do not need to know exactly what you want to learn.

Within Kaya you will find:

  • Online elearning content
  • Videos
  • Documents and files

Information and registration for in-person events:

  • Workshops
  • Talks
  • Webinars (streamed film of events that you can access from your phone or computer)

Kaya is designed to be accessed from phones, tablets, laptops and PCs, so you can use it whenever and wherever you want.

You can search for a course through the Catalogue. This will show you individual courses as well as whole pathways of learning you can take part in. You can use the filters at the side to change the results you are shown.

Click on the result you are interested in to be taken to its page.  Join the course by clicking on the ‘Join’ button. On a mobile phone, this box will be underneath the course description. On a larger screen, it will be at the right of the page.

How much do the courses on Kaya cost?

All courses are entirely free, unless a course description specifically says otherwise – you will be able to find any cost information on the summary page of each course.

How To Find Work You Love

Scott Dinsmore quit a job that made him miserable, and spent the next four years wondering how to find work that was joyful and meaningful. He shares what he learned in this deceptively simple talk about finding out what matters to you — and then getting started doing it.

Why you should listen

According to a Deloitte research study, over 80 per cent of people don’t enjoy their work.  Scott wanted to find out what it is that sets the twenty per cent apart: the people who do the passionate, world-changing work, that wake up inspired every day. Discover what he found out!

Sadly, in September 2015, three years after recording this TED talk, Scott was struck by a boulder as it tumbled down the 19,000-foot Mt. Kilimanjaro peak he was climbing  with his wife of five years as part of their adventure around the world. Scott was 33 when he died.

Why You Will Fail To Have A Great Career

In this funny and blunt talk, Larry Smith pulls no punches when he calls out the absurd excuses people invent when they fail to pursue their passions.

Why you should listen

Larry Smith is a professor of economics at University of Waterloo. A well-known storyteller and advocate for youth leadership, he has also mentored many of his students on start-up business management and career development. The most notable start-up he advised in its infancy is Research in Motion (RIM), maker of the BlackBerry.

Discussion about this blunt and challenging TED talk centres on what passion really means and costs but, as Carmine Gallo wrote in Forbes, what you will see here “in this TED Talk is essentially thirty years of Smith’s frustrations reaching a boiling point.” “Wasted talent is a waste I cannot stand,” and this talk is Smith’s response.

Challenging and – possibly – motivating too.

Career Development With Devex

Devex describes itself as the media platform for the global development community. For those in – or seeking entry to – that community Devex is a source of information of growing importance. Devex claims to have an audience of more than one million people engaged in the development sector, to have placed thousands of people into jobs through its important recruitment marketplace and to have contributed significantly to the sector’s business development through its role as an informed source of grant and contract opportunities.

Devex casts its net wide: it considers the development, health, humanitarian, and sustainability sector and professionals working within these fields to be part of its global network. There are now more than 900,000 registered members within this international development community – including development organisations, donor agencies, suppliers and aid workers. In all, Devex claims more than 1 million active users.

Using a range of tools Devex enables its user community to access a searchable database of over 700,000 professionals and a directory of more than 12,000 development organisations. It has become a leading source of information about projects being funded by agencies across the globe.

This is remarkable growth over a period of the 18 or so years since Raj Kumar, then a student at Harvard’s School of Government, converted the ideas behind Devex into a workable precursor as part of a student project. Kumar, now editor in chief of Devex, aims to provide for the development sector what Bloomberg and The Financial Times have for the financial markets: accurate, plentiful and searchable information.

For the professional engaged in their own career development Devex is a virtual ‘honey pot’. The clearing house of information on development projects provides the intelligence needed to anticipate where opportunities may exist in a few months time. Real time vacancy information pulls in the active job seeker, those coming to the end of existing contracts and aid professionals whose careers have stalled with their existing employers. Webinars on a range of career development topics (including networking, charting a global health career, STEM careers in the aid sector, etc.) provide added value for the serious career professional. A continually updated tender notification service offers leads for business development specialists, contractors and consultants.

Investment in international aid remains strong – the money in USAID’s budget was $15.4billion in 2018 rising to $39.3billion for fiscal 2019. Devex occupies a key role in staff sourcing and career development in this sector. Admittedly, Devex charges for certain premium services and prices access to more senior vacancies but, if you are in the aid sector or seeking to break into it your curriculum vitae should feature there and Devex should be a part of your career development toolkit.