What career development models do you want to learn more about?

Career models are good, and it's easy to critique ideas as out of date and no longer relevant. But, my perspective varies just a bit, truly there's nothing new under the sun. No one model or theory can be used as a one size fits all solution to career development. But one thing is certain we all have a developmental process and based on our background, our lot in life, our work environment, our intelligences, what's popular now or our beliefs and values; we will need to adapt. We will also need to employ flexibility as career professionals; when we assist and guide others along their career journey. One thing that has not changed over time is the importance of character, integrity, and respect for others. Let's lead with that model!

All career models begins with the individual since 1950. However business /corporates since then is trying to impose career ladders to employees without taking into account the 'human' the 'person'. My humble recommendation to my HR colleagues can be to create a model for their company not only consisting of ladders. The model which we desire to use can be introduced to employees and the employees need to search within themselves the path and share with the company. Not vice versa. If needs and wants are aligned it would be a great engaged relationship. If not, it is again a gain, a win- not to spend resources for an employee who will not find the meaning in what she/he is doing or that is not supporting his/hers holistic wellbeing.

#GenZ, those born 1995-2010, are brought up in new technologies arena such as internet, social networks, and mobile Tech etc. They are beginning to enter the workforce and are expected to make up a significant portion of the global workforce in the coming years .True Gen or GenZ , is projected to surpass Millennials as the largest generation in the workforce by 2026. With Diverse Career Aspirations They are also known as the truth-seeking generation, characterized by 4main traits. 1.they prioritize individual expression over labels. 2.they mobilize themselves for various causes. 3. they believe in the power of dialogue to resolve conflicts and enhance the world. 4.they make decisions and interact in an analytical and pragmatic manner .

Holland's theory offers a view into clients' vocational interests, as well as work environments that align with such interests. However, it is very much a 2D view of someone's career - since there are many other aspects that need to be taken into account (e.g., abilities, skills, priorities, work motivations, values, etc.). Therefore, it is recommended that clients should be talking to a career practitioner after doing career assessments to figure out their Holland codes, to avoid basing their decision only on Holland codes.

With global connectivity increasing, the world is turning into a multicultural village, and demographic differences are being replaced by shared characteristics, such as those of different generations. The influence of generativity on value creation and Career development as basic types of personalities and work environments varies widely. By understanding the values and expectations of current generation, employers and managers can better attract and retain #GenZ talent, create a better work environment, and foster a productive and engaged workforce. By successfully leveraging the digital economy and create added value, all need to connect in the so-called digital ecosystem (DE) which became a key source of career development .

This is my favorite theory (alongside planned happenstance)! It emphasizes the role of learning in career decision-making, which opens the room to many career development initiatives and activities that could benefit clients (e.g., work-integrated learning, internships, etc.). I would say that this theory complements trait-and-factor theories, in the sense that not only your vocational personalities and characteristics matter while making career choices, but also experiences and learning throughout your life.