The Hidden Crisis in Modern Career Planning
Did you know exactly what shape your career would take when you first started working? When I graduated from Penn State University with my BS in Kinesiology, I sure didn’t. My career started as a personal trainer for a company called Fitness Trainers, Inc. Then, I became the assistant manager of a corporate gym. After that, I transitioned to being a yoga teacher at a local studio and eventually climbed the ranks to manager and teacher trainer lead. After moving, I took a two-year break from work. Then, I was called in to establish a vinyasa yoga program—teaching and training teachers—at a former Bikram yoga studio. Later, I moved on to teach and train at another studio before finally leaping into building an online business. Now, I coach executives, leaders, teams, and individuals on how to use their strengths to thrive in life and work. It has been a very twisty road for me, and I don’t think I’m alone in that.
So, let me ask you: Do you know what shape your career will take in the next 15-20 years? How about the next 5 years? The reality is, it’s incredibly tough, even if you have “Futuristic” in your top 5, to see yourself and your career that far into the future. The old, predictable career paths just don’t work anymore.
This uncertainty is made worse because organizations aren’t great at helping employees manage and develop their careers. A 2020 Gallup poll revealed some startling stats: only 15% of employees strongly agree they have clear opportunities for career advancement. Just 18% strongly agree that employees who perform better grow faster at their organization, and a mere 21% strongly agree they have performance metrics within their control.
On top of that, career well-being is a huge part of our overall well-being. Of the five elements of well-being that Gallup has identified as crucial to thriving and living a great life—Physical, Social, Financial, Community, and Career—Career well-being is the most important. It’s really hard to get the other areas right if Career well-being is suffering. Shockingly, only 20% of people polled in a 2010 Gallup survey could strongly agree that they like what they do every day, which is a key marker of a thriving career.
These numbers paint a bleak picture. The traditional career ladder is crumbling, leaving employees without a clear path forward. The impact is felt in our social, physical, community, and financial spheres. This is a crisis that needs to be tackled head-on. How do we create new strategies for career development that are flexible, supportive, and personalized? It’s a vital question to start thinking about because our careers, and our lives, depend on it.
Understanding the Situation
So, how did we get here? Why is career management so broken today? There are a few big reasons:
Rapid Technological Advancement: Technology is evolving super fast, constantly reshaping industries and job markets. Jobs that were stable a decade ago have either changed drastically or disappeared. This rapid change makes it tough for people to plan long-term careers and for organizations to offer clear advancement opportunities.
Globalization: The global economy has expanded, leading to more competition and outsourcing. While globalization has brought many opportunities, it has also created job instability in some sectors. Traditional career paths have been disrupted, leaving workers to navigate a complex and uncertain job market.
Changing Workforce Expectations: Today’s workforce, especially Millennials and Gen Z, value personal growth, work-life balance, and meaningful work over traditional success metrics like salary and job title. These changing expectations mean that employees want more than just a job—they want a career that aligns with their values and life goals. However, many organizations have been slow to adapt to these new priorities.
These factors combine to create a perfect storm of uncertainty and complexity in career planning. People are left to navigate a rapidly changing landscape with little guidance, while organizations struggle to provide the support needed to help their employees thrive. This situation calls for innovative solutions and a new approach to career development that is flexible, supportive, and aligned with the realities of the modern world.
Gallup's Insights and Recommendations
Gallup has done a ton of research into career development and employee engagement. Here are some of their key insights and recommendations to tackle the challenges of modern career management:
Focus on Strengths: Gallup’s research shows that employees who use their strengths every day are six times more likely to be engaged in their jobs and three times more likely to report having an excellent quality of life. Organizations should focus on identifying and developing employees' strengths, helping them to align their roles with what they do best.
Continuous Development: Instead of just relying on annual performance reviews, Gallup suggests shifting to continuous development. This means having regular, meaningful conversations between managers and employees about their progress, goals, and development needs. These frequent check-ins help employees feel supported and aligned with their career paths.
Personalized Career Paths: Organizations should offer personalized career development plans that consider individual aspirations and strengths. By providing tailored opportunities for growth, employees are more likely to feel valued and motivated.
By implementing these recommendations, organizations can create a more supportive and dynamic environment for career development. This not only helps employees navigate their careers more effectively but also boosts overall engagement, retention, and organizational success.
Best Practices for Leaders
Conduct Strengths Assessments and Regular Check-ins: Use tools like Gallup’s CliftonStrengths to identify team members' strengths and schedule regular one-on-one meetings to discuss progress, challenges, and career aspirations.
Provide Clear Pathways and Continuous Learning Opportunities: Clearly communicate potential career paths within the organization and encourage continuous learning by providing training, workshops, and resources for skill development.
Act as a Coach and Recognize Achievements: Shift to a coaching role, offering guidance and support while regularly recognizing and celebrating team members' achievements to boost morale and reinforce positive behaviors.
Best Practices for Team Members
Self-Assessment and Goal Setting: Assess your strengths and career aspirations using tools like CliftonStrengths and set clear short-term and long-term career goals to stay motivated and focused.
Take Initiative and Seek Feedback: Proactively seek new projects, responsibilities, and learning opportunities that align with your goals, and regularly seek feedback from managers, colleagues, and mentors to identify areas for improvement.
Communicate Aspirations and Build a Support Network: Communicate your career aspirations with your manager to seek guidance and support, and build a network of supportive colleagues, mentors, and professional connections for advice and collaboration.
A Gallup Certified Strengths Coach can help leaders and team members by identifying and leveraging their unique strengths to enhance performance and engagement. They provide personalized coaching to align individual strengths with career goals and organizational needs. Additionally, they foster a strengths-based culture, promoting continuous development and improved team dynamics.
Take the Next Step
If you're feeling stuck or uncertain about your career path, let's talk. Schedule a free 30-minute discovery call with me to learn how coaching can help you navigate your career and thrive.
