The flaws of the term career management

In many ways, we think about our future. I always worry about financial success, whether I can do what I want to do, whether I am competitive enough to stand out, etc.

A word often encountered in those worries is career management. The word itself is not wrong, but one thing we often make mistakes when using the word is the externalization of career management. This means that when it comes to career management, financial goals, honorary goals related to title or company name, and social status goals corresponding to age and academic background are usually given by others.

Whether it's a job change to another company, a job change within the company I'm in, short-term or long-term perspective, I don't have a voice. What do I want, why do I want it, what are the real things I want?

How can I hear my voice well? I said this in a tweet I accidentally posted yesterday.

When you compare your company life to a restaurant, it sometimes becomes easier to explain. There are three major occupations in restaurants. Manager, cook and serving. Of course, the easiest job to replace is serving, and the hardest is cooking. That's why it's good if you have the skills, while the manager can be a boss depending on your ability, so it might be a better job in terms of future possibilities. Where would you be in your job right now, but will the game of life be over by serving? Are you always happy because you are a cook now? Everyone agrees that it is not. The answer to what you need to do now is actually not difficult.

Of course, the occupations of manager, cook, and serving do not explain everything, but I said that in the hope that they would give some frame of thought, but in fact, they are not very far from studies related to career management.

Autonomy and Independence: independent, independent

Pure Challenge: The Challenge itself

Entrepreneurial Creativity: entrepreneur type, creative type

General Managerial Competence: President

Lifestyle: Personal/family time-oriented

Security and Stability: Stability

Service and Dedication to a Cause: Service and Dedication to a Cause

Technical and Functional Competence: Technical and Professional

It's a concept that encourages people to think about their motivation for career development, that is, (potentially) what kind of career they want to pursue. What I want is a manager type, a serving type, or a cook type.

However, since this concept is the result of a study targeting most occupational groups and a fairly wide range of people, it is often concluded as a general result. In other words, everyone wants stability and values ​​individual time, and it is somewhat questionable whether this motivation can work discriminately in career development. So, I developed the concept of career anchors a little more and created a test that makes it easier to analyze the discrimination points of each type.

In this model, the motivations for career development are considered as follows.



Growth-oriented type


As with other psychological tests provided by this school, detailed analysis results will be sent to you by e-mail after completing the test through the link below. (Limited to once, Google ID required, there is a delay in sending the reply manually)

Of course, this single prosecutor cannot give you all the answers to your reer plans. Hearing your own voice is more complicated and difficult than you think. In addition, there is no definitive answer because the “what you want” changes depending on the situation. However, it is worth thinking deeply about what will tend to be the most “your” answer in your situation right now.

After receiving the results, I hope that reading the other articles on this blog together will give you an opportunity to listen to your own voice in various ways, as well as from a career development perspective.

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