Career Development for ALL!

Wouldn’t it be cool if we had an easy-to-understand framework to understand the building blocks of a great career? A ‘scaffolding’ if you will, that each can adapt and use to invest in their unique potential and doing some great work with great outcomes?

As a fellow traveller on this journey I haven’t “reached” anywhere to boast about. But as an HR professional concerned for the direction and health of others’ careers, I see a rather confusing mish-mash of books offering advice to the layperson: some time tested principles, some great inspirational stories of towering leaders who built great careers and yes, even career psycho-babble. I think the saving grace for many of us, is the advice and guidance of mentors and managers.

At the corporate level, we see an eclectic set of corporate Leadership practitioners weave in and out of leadership theory, psychometrics and other assessment to offer special career growth opportunities for ‘high potential’ talent. But for a layperson – the guy/gal next door who just wants to have a great job and build a solid career - the models, conditionalities, and competencies of a great career can be difficult to understand. Myriad coaches and theorists share their own experiences, that adds to the mix. As an ex-boss of my father sardonically observed “Bullshit Baffles the Brain”!

 Based on inputs from mentors and expert HR practitioners, reading, observation and my own experiences, I think I understand 8 building blocks of a great career. By the grace of God, these are intuitive and easy for anyone to understand, though grounded in an understanding of how people in organisations think, work and relate.

Purpose: The “C-8 CAREER GROWTH FRAMEWORK” (or 8-C Career Growth Framework) enables understanding, reflection and actions to build, grow and ‘evolve’ careers in a way that fulfils the unique aspirations and context of anyone in any job whilst adding value to other stakeholders. It helps you ‘own’ and adopt a planned and professional sequence of activities to optimise your career experience, performance and motivation. Some terminology used may reek of HR jargon and I admit this may need to be simplified (don't want this to be another case of "Bullshit Baffles the Brain").  

Approach: eight essential levers of the career development process are described; they occur in a roughly sequential manner. The framework is an effective approach for stakeholders – across age groups - to understand the “what”, “why” and “how” of building a ‘unique’ career, irrespective of their qualification, role, or profession. It can serve as a basis for career coaching and career development.

Copyright: The “C8 CAREER GROWTH FRAMEWORK” (or “8-C Career Growth Framework”) is copyrighted and I assert my moral and legal rights over the content. However it is freely offered for the personal and non-commercial use of any person, provided that there is due attribution (Michael R. Fernandes). It is NOT offered to be used by any organisation, whether for profit or not-for-profit or non-profit, without written written permission.

Preliminaries over, let’s cut to the chase. What are these 8 levers of building a fulfilling career? Below each of the 8 levers is an explanatory comment in italics, followed by the literal elements.

C1: CLARITY: It all starts with self-awareness and understanding reality inside and around me.

Elements of ‘Clarity’: UNDERSTANDING MYSELF (aptitude, talents, personality, sense of purpose), CAREER OPPORTUNITIES (requirements, expectations, goals) & INDUSTRY requirements (in a specific profession or sector). 

C2: CONVICTION: Next, I need to clarify my deepest convictions, as great careers are nothing but an expression of my search for meaning and using my skills and talents to build something that lasts. 

Elements of ‘Conviction’: CLARIFYING VALUES and CORE BELIEFS upon which to base my life and career; also ALIGNING (balancing) with the values and core beliefs of my organisation and major stakeholders.

C3: CHOICE: Once I am self-aware and in touch with my convictions, I need to make wise choices. Mentors and coaches can play a vital role in assisting us in realising the choices that each one needs to make.

Elements of ‘Choice’: REALISING what I have to give up to gain something better (based on convictions); RESEARCHING and REFLECTING on options and then BEING DECISIVE.

C4: COMPETENCE: Next, we need to continually acquire knowledge, skills and experience in our chosen area.

Elements of ‘Competence’: Identifying the KNOWLEDGE, SKILLS and ATTITUDE that I require, to build a career/competence in my chosen area.  

C5: COMMITMENT: Mere competence isn’t enough, we need to develop commitment to our goals – whether annual KRAs or a lifestyle aligned with our professional choices (e.g. daily reading, professional study, planning the year/quarter/month/week, etc.). Champions like Rafael Nadal (tennis) or Sachin Tendulkar (cricket) have achieved what they have not just by competence but great dedication and ‘character’ in staying committed to their choices, day after day, hour after hour.  

Elements of ‘Commitment’: PRIORITISING & FOCUSING on GOALS (‘developmental’ & ‘performance’) for each ‘season’. We need to ‘PAY THE COST’ and refrain from distractions that draw us away from our goals. 

C6: CONNECTION: Research suggests (I lack a citation, would appreciate inputs) that the major part of career success is linked to forming good quality relationships in the workplace. 

Elements of ‘Connection’: WIN-WIN, PROFESSIONAL relationships (360 degrees); building and LEADING TEAMS; CONFLICT MANAGEMENT.

C7: COMMUNITY: Understanding and respecting the norms and culture of one’s organisation and society is a must. Giving back and mentoring less experienced professionals enables all round sustainable growth. 

Elements of ‘Community’: navigating CULTURE; MENTORING less experienced professionals and GIVING BACK more to society – our enterprise should give back more than we take from society. 

C8: COMMISSION: Being concerned about developing and empowering successors so we plan well to pass on the baton, yet leave behind a legacy.   

Elements of ‘Commission’: LIVING OUT THE VISION and VALUES of my organisation (and deciding about exiting, if there is a fundamental mismatch). Identifying and MENTORING SUCCESSORS; building ORGANISATIONAL CAPABILITY and institutions.

The levers C1 – C6 are more relevant for young people in the workforce. As one’s career matures, one may need to focus on C7 (Community) and C8 (Commission). Or, if you decide to do something different and follow your passion, go back to C1. When one’s life situation or organisational circumstances changes, one may need to revisit all 8 factors and reflect on how the elements impact you and decide on your response.

I look forwrad to feedback, comments and critique. Connect with me via LinkedIn if you wish to discuss this further.