Previous Article Next Article How to… change careerOn 5 Aug 2003 in Personnel Today Have you reached the stage where the sheen has been taken off your work? Oryou feel stuck in a rut and you are stagnating? Don’t worry, you are not alone. Research from the Policy Studies Institute,published earlier this year, found that more than half of all women workers inthe UK and nearly 60 per cent of older workers (50-60 years olds) were unhappyin their work and many seized the opportunity to change jobs or professions asa result. You may also have been made redundant and therefore have no choice in thematter of rethinking your career. Whatever the reason, switching fields and embarking on a fresh learningcurve could have the effect of revitalising both you and your flagging career. Where do I start? Making a career change at any stage of your life can be a testing andunsettling affair, so it is critical to do your homework first. Think hardabout what you really want to do, whether it is an operational HR role, a moveinto HR consultancy or interim management. You may even wish to capitalise onyour coaching and people skills to try something radically new, such asbecoming a life coach. List your interests – what you are good at and enjoy doing and assess howthey can be deployed in a new role or field. Recognise that work skills aloneare unlikely to make a favourable career match, so be aware of your own workpreferences, personality and values and how they would fit in. Whether you findcertain situations stressful or satisfying and how you interact with peoplewill also have a bearing. Ask others about their jobs, what they like and dislike and how they landedthem. Your choice of career direction may call for retraining, so it’sessential to consider the financial consequences of your decision. Compile a skills inventory A decisive element in making a successful career shift is in being able toidentify and repackage your transferable skills. These will obviously includework-related technical and managerial skills and accomplishments, but shouldalso describe other proficiencies you have developed along the way. If you’remethodical and a good time manager, for instance, or good with clients – theseare all exceptionally transferable skills. What about my CV? A good way of alerting prospective employers to your eminent suitability isto prepare a functional CV. This should emphasise accomplishments andcross-over skills to get round any lack of precisely related experience andavoid detailing specific job titles or sectors. Seek professional advice When contemplating a career change it is wise to enlist the services of acareer coach or consultant. The best will offer objective advice and a freshperspective as well as alert you to career choices you may not have even beenaware of. They will also take into account the practicalities such asgeographic location and skills shortages in certain areas. Be wary of searchfirms, which may be more preoccupied with filling job vacancies than smoothingyour new career path. What should I do if I really do not like my new career direction? Ideally you will have had an opportunity to road test your new role, eitherthrough part-time work or volunteering for assignments, to check out if it’sreally what you want to do. Otherwise, is there some route back to your formerrole? Another option is to pursue a further career change. Where can I get more info? Books – Somewhere Else You’d Rather Be, Barbara Quinn, Pearson ProfessionalEducation Momentum, £14.99, ISBN: 1843040077 – What Color is Your Parachute? A Practical Manual for Job-hunters andCareer Changers: 2003, Richard Nelson Bolles, Ten Speed Press, £14.99, ISBN:1580084605 – The Which? Guide to Changing Careers (2nd Edition), Sue Bennett, Which?Books, £10.99, ISBN 0852028504 – Do What You Are: Discovering Your Perfect Career, B Barron, P Tieger,Little Brown, £14.99, ISBN 0316880655 – The Work We Were Born To Do: Find the Work You Love, Love the Work You Do,Nick Williams, Element Books, £10.99, ISBN 1862045526 Research Working in Britain Survey The Diversity in Britain’s Labour Market, Robert Taylor, Institute of PolicyStudies/Economic and Social Research Council. A copy of the report can bedownloaded from www.esrc.ac.uk ArticleHow to… manage your career, www.personneltoday.com/goto/17691Website Comprehensive links to sources of grants and other financial aid can belocated at http://uk.dir.yahoo.com/education/financial_aid/If you only do five things…1 Thoroughly research all potentialavenues2 List your transferable skills3 Prepare a functional CV4 Solicit as much independent advice and feedback as possible5 If you don’t like your new role – change it Comments are closed. Related posts:No related photos.
ShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr Do you know why your employees stay in their roles? Do you know what supports their continued engagement in their work?If you begin answering this question with the words “I think …,” you may want to read on. As leaders, we make a lot of assumptions as to why our staff stay in their roles and many times are surprised when they leave. If staff continue to do their work, we can be lulled into a false sense of security, believing they are happy and content. However, this is not the same as engaged and motivated. Therefore, we need to be more proactive about knowing what our staff enjoy doing, what keeps them wanting to come to work each day and what they need to continue to grow. We can find out all these things by conducting stay interviews.Stay interviews are becoming more common, and many organizations have developed formal programs. However, whether your credit union has implemented a formal process or not, this is something you can do with your staff. Let’s look at stay interviews and how you can use them to be more proactive in knowing, and therefore retaining, your staff. continue reading »