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Previous generations could rely on their basic training, their education and the acquisition of skills that ensured them a ready-made career. However, the conditions for job security are no longer the same as before. Developing a proactive professional identity and validating key competencies are part of the new conditions to ensure a stable and controlled career.
One of the most important challenges for the talents we meet on a daily basis is to find the necessary distance to identify their core competencies in relation to their current job, but also in relation to their future job. The average tenure of a person is 4 years. It is therefore essential, when accepting a job opportunity, to think about what the position will bring in terms of leverage for our next position as well.
We have identified several obstacles to overcome in managing employability for the future.
- Lack of awareness?by individuals of the changing skills that will be essential in their own field is unfortunately the norm. Even if their company doesn’t need them at the time or if the adoption of new technologies or quality standards is scheduled for much later, the lack of anticipation can be a hindrance to career development.
- Loyalty and longevity?in a company is not a problem in itself, as long as one ensures that one evolves and develops new skills, and trains at least every 4 years. This is even more true if you become a “pure product” of the company you work for. In this case, it is very important to negotiate a counterpart in order to ensure either an evolution within the company, or to guarantee the acquisition of exportable skills to join other companies or industries.
- Priority management and proactivity.?When we ask our coachees why they have not taken a particular training course or developed a particular skill, the answers are: “My employer did not offer it to me, I have too much work, we are understaffed, it is not company policy, I do not have the money to finance a training course or coaching, it is difficult to arrange my time with my family, I did not dare ask, etc.”. To these arguments, we reply that the company has its own objectives and priorities, dictated by the needs of the market, of course. But the employee, whatever his or her position in the hierarchy, must also learn to set his or her own objectives and priorities in relation to this same market, in accordance with his or her motivations, aspirations and values. Once again, this implies foresight and anticipation, and to take the plunge!
- Dare to get help.?Performance is the watchword in today’s market, so if you think you’ll escape any form of evaluation during your career, you’re wrong. If you don’t decide to demonstrate and prove your skills, no one will do it for you. This is true, for example, for people who have acquired professional experience within the company without having undergone training, or for people who have developed specific know-how, methodologies, standards, procedures, use of tools, etc., but who do not know how to transform them into career opportunities and how to “sell” them. The same applies to people with an academic background facing the challenge of transferring their specific know-how into exportable skills in the job market. It is the role of coaching and mentoring to expertly accompany you in this process, to build a coherent profile demonstrating your mastery and potential, and to target possible training or validation to be undertaken in line with your current and future key competencies. Find someone who will help you think “out of the box”, or even without a box at all!
- Fear and its comfort zone.?People often don’t have the reflex to ask for help or advice. However, believing that one can manage everything alone with the growing complexity of the market and the ever-increasing level of demands is unfortunately a delusion. The only way to face the challenges we all face is to communicate, to exchange with people, to find experts in your field, mentors or colleagues, and even competitors. Take advantage of professional networks such as LinkedIn to learn from each other, compare yourself, or find inspiration, etc. Learn to act rather than react. Ask for information and advice on continuing education or on tests to validate your skills. You will realize that sometimes these steps do not take as much time and energy as you imagined. Introduce your project to your employer, negotiate with him or her a sponsorship or an adjustment in your working hours.
Our employability is declining, for several reasons. Often because we have not updated our skills according to the needs of the market, or simply because of a lack of reactivity to new data. The consequences are numerous. We stagnate and miss opportunities for career advancement and jeopardize our jobs. We become demotivated and frustrated, or resigned to a job and tasks that no longer make sense.
So ask yourself the following questions: Will what I do today be valid tomorrow? Where and how will my current role position me in the future? Will my job still exist tomorrow? Past experience proves that you have been able to accomplish your goals in the past. However, it does not prove that you are capable of tackling future challenges. In short, career development is no longer guaranteed by your experience, seniority, hierarchical position or sphere of influence, but by your ability to anticipate the obsolescence of your skills.
Become the entrepreneur of your career and don’t rest on your laurels. Choose Jobprofile as your partner of choice to identify your key skills and?develop your career
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