"Intentional Learning": Your Path to Career Reinvention"

In this article, I am focusing on two critical aspects:

(a) The need for intentional upskilling to stay relevant in a fast-changing job market.

(b) The ongoing debate between the value of a degree versus the importance of competency-building over time.

In this article, I’m consciously setting AI aside (while I have contributed to some of my recent articles on AI-driven transformation) to take a practical look at how the job market is changing and what adoption models need to be implemented.

A Reality Check: The Struggle of Fresh Graduates

The idea to pen this article emerged, taking a cue from my recent conversations with fresh graduates from engineering and MBA batches. Not too surprised, their exposure to the world of work is minimal, and many struggle to adapt to the corporate environment. Somewhere I felt they were just waiting to get hold of a job for themselves and rest will fall in place kind.

Despite their educational qualifications, several graduates remain unemployed or underemployed. I was particularly struck by stories of engineering graduates taking up BPO sales jobs with aggressive targets, earning a modest ?9K-?10K stipend per month. This harsh reality begs the question — Is a degree alone enough to guarantee career success?

But the challenge doesn’t end with fresh graduates.

The Mid-Career Stagnation Dilemma

Many mid-career professionals, with 8 to 12 years of experience, find themselves in stagnated roles. Companies expect employees to transition into leadership positions, but those without managerial competencies often fall short. The traditional belief that experience alone translates into leadership capability is proving inadequate in today’s fast-paced business environment.

The question, then, is how can individuals break free from this stagnation?

Is a Degree or MBA Good Enough?

A degree / MBA undoubtedly provides a solid foundation. It signals knowledge, discipline, and a commitment to learning. However, it’s the competencies built over time that ultimately drive career growth. Skills like strategic thinking, stakeholder management, and decision-making often set leaders apart from individual contributors.

Organizations today prioritize employees who demonstrate continuous learning and adaptability. For mid-career professionals, intentional upskilling can be the bridge between stagnation and growth. Similarly, fresh graduates who supplement their degrees with practical exposure stand a far better chance of accelerating their careers.

The Need for Mid-Career Upskilling

Rather than waiting for organizations to offer learning opportunities, professionals should proactively consider short-term, immersive programs such as one-year MBAs or leadership accelerators. These courses offer practical leadership development through experiential learning, mentoring, and exposure to real-world business challenges.

For fresh graduates, building competencies requires hands-on experience. Academic institutions collaborating with corporates to offer industry-aligned internships, live projects, and mentorship opportunities can significantly improve career readiness. Such experiences bridge the gap between theoretical knowledge and workplace demands.

Real-World Examples: Bridging the Gap

Here are a few stories that illustrate how intentional upskilling has transformed careers:

• An Operations Manager Career Shift: After twelve years in a Operations role, Sunshu, an IT professional, felt her career stagnating. Realizing her lack of required skills, she enrolled in a one-year leadership accelerator program. Through problem-solving simulations and mentorship, she gained the confidence to transition into a project management role, now leading a team of 20.
• From Sales Targets to Strategy: Raj, a mechanical engineering graduate, began his career in a BPO sales role. Despite holding a degree, his lack of industry exposure limited his growth. By enrolling in a corporate-sponsored upskilling program, Raj gained expertise in product management. Within two years, he secured a mid-level strategic role at a manufacturing firm.
• Corporate Initiative: Recognizing a leadership gap, a leading IT firm launched a six-month internal leadership development program for mid-level managers. With case studies, executive mentoring, and cross-functional projects, ~68% of participants achieved promotions or lateral moves within a year.

These examples emphasize the importance of intentional learning and its tangible impact on career progression.

Final Thoughts

Ultimately, the future belongs to those who adapt, upskill, and proactively take charge of their growth. Whether you’re a fresh graduate or a mid-career professional, it’s not your degree but your competencies that will define your career trajectory.

Invest in continuous learning. Seek out opportunities to build the skills that matters. And remember — the most rewarding career paths are often paved by those willing to grow.

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