Career Management Part 2

What is career management and career planning?

Throughout the decades, this meaning of this term has evolved.  Back say in the sixties and seventies, companies like IBM and Eastman Kodak were flying high and offered long term employment.  Your personal life was separate from your work life. Career management was usually defined as promotion to the next management level.  15-year career “plans” were common.  Understanding this “career game, playing it well and knowing your place” was key.   It was exclusive to the chosen few working in large companies.  There was a definitive career ladder with specific company generated rigid rules to climb it.  Politics were asthick as flies however. And people “passed over” for promotion usually did not seek employment elsewhere.  With “Personnel” in the pocket of management at the time, the unhappy employee did not find a sympathetic ear.  In defense of the Personnel Department, they had no perceived options to assist the disgruntled employee.  Career management was very frustrating and disempowering for many.  You could play the game and still lose with the company holding all the cards and you talking all the risk.  And so, why bother?  Just do the work.  Your career option was to keep doing what you do well in exchange for security.  Personal footnote:  My uncle and father both worked for Kodak. I heard the stories and some complaints.

So, let’s fast forward to today. As you probably surmise, the definition of career management has changed.  Of all the definitions of career management reviewed, I like Wikipedia’s the best:

Career management is the combination of structured planning and the active management choice of one’s own professional career. The outcome of successful career management should include personal fulfillment, work/life balance, goal achievement and financial security.

There are some key terms: “active choice”, “personal fulfillment”, “work/life balance”, and “financial security”.  These are critical to the individual managing their own career.

Let’s move to the next key term:  career planning.

This is a relatively new term that is different from career management.  It is a subset of career management.

For example, let’s say an individual sets a goal of becoming a sales manager.  They would develop a career plan that would meet that goal.

Let’s start with an axiom. The employer must focus on the best interests of the company. These interests are “profit and loss statement”. company growth, etc.  Today, even nonprofits are not immune to the principles of a “profit and loss statement”. These organizations are under increasing pressure to be “self-sustainable”.  That is, there is a growing need to “breakeven” – revenue/donations/grants cover the costs of running the organization.

Many employers will support you to manage your career if the career development and goals are line with company goals and objectives.

So, this is where you come in. Career planning is a subset of career management. Career planning applies the concepts of strategic planning to fully take charge of one’s professional future. Career planning supports career management goals (and hopefully the organization’s) in an ongoing process.

Let’s go back to the person who has the career management goal of becoming a sales manager.  Their career plan might include selected training, personal and other professional development areas that would help you attain their goal.

The key takeaway here?  You now know the difference career management and career planning. Unlike the past decades, you are entirely responsible for your own career management goals.

In the third article, we will discuss exactly why career management and career planning are important not just to you but also to the employer.  And yes, what happens when your goals do not align with your employer.

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