The boundary of "career" itself is not big enough to be equal to "life" or "life", but it is not small enough to include only "work" and "occupation", which itself has rich connotation and scope. The significance of our study life lies in the following three points:
(1) Find the location more accurately. The journey of life is likely to be a detour, there is no straight road, but there are countless possibilities for correcting mistakes in the process. One of the greatest functions of professional knowledge is to find a relatively correct way to move forward quickly, rather than rushing forward blindly.
(2) Faster career development: the object of career not only pays attention to the individual, but also pays attention to various phenomena in the professional world. Through the discovery of researchers, some models and tools can be used to help individuals quickly find the contradiction between their own abilities and enterprise requirements, make timely adjustments, and accelerate the career development process.
(3) It is easier to get close to your dreams: through the understanding of your career, you can decompose and evaluate your dreams and yourself, find out your own shortcomings, and make corresponding improvements. I can also have enough skills to ensure that I will not deviate too far from my dream and achieve the minimum loss.
According to the definition of occupational problems, we can divide their development into five stages: adaptation, adaptation, development, transformation and balance:
1. The core problems in the positioning stage are: unclear direction and unclear self-cognition. Ordinary people include middle school students and college students, newcomers with no clear direction and people who want to explore the direction of the workplace.
2. The core problems in the adaptation stage are: high expectations and insufficient resources and capabilities. Ordinary people include newcomers who have just graduated 1-3 years, and those who have just entered a new field.
3. The core problem in the development stage is: insufficient internal drive or entering a period of burnout. Ordinary people are elites who have graduated for 3- 10 years, and their career development motivation is insufficient.
4. The core issue in the transformation stage is: the repositioning and identity of the workplace. Ordinary people are people who meet the ceiling of career development or industry barriers.
5. The core issues in the balance stage: role conflict and the distribution of time and energy. The common people have a balance of integrating multiple social roles such as father, mother, husband and wife.
After understanding the problem of career development, we can explore ourselves through Holland's type theory, one of the tools. After a lot of practical research, the Dutch professor put forward the principle of hexagon theory in 1973: occupations are divided into six categories, and correspondingly, there are also six categories of people engaged in the same occupation as themselves. (It is recommended to find a large-scale professional evaluation agency in the market for testing. )
R (realistic r: the characteristics of "craftsman". Willing to engage in manual work and manual labor; I like outdoor activities or operating machines, and I don't like the pure mental work in the office. The ability to deal with "things" and "people" is more prominent. Typical occupation: gardener, carpenter, auto mechanic, engineer, etc.
I (investigative me: the characteristics of "philosopher" I like to explore and understand things, study and think about abstract problems, and explore the essence of things. Full of expectation and interest in the challenge of unknown problems. Typical occupation: professor, laboratory worker, chemist, etc.
A (artistry a: the characteristics of "artist". I like self-expression, freedom and openness, creative and changeable work such as literature, art and music, and I like to express myself in unconventional ways. Typical occupation: designer, editor, writer, musician, etc.
Social S: the characteristics of a "good man". I like to cooperate with others, I am enthusiastic, I care about others' happiness, I am willing to help others grow or solve problems, and I hope to establish contact with others. Typical occupation: teacher, social worker, psychological counselor, etc.
Entrepreneur e (enterprising): the characteristics of "businessman" Like to lead and dominate, through leadership and persuasion to achieve organizational or personal goals, the pursuit of rights, status, influence and other factors. Dare to take risks, be result-oriented and pursue Excellence. Typical occupation: lawyer, sales, marketing, etc.
General c (General): "Public" feature. I like regular and orderly work or activities. I need exact rules to guide my work. I need to deal with words, data and affairs carefully and orderly to meet specific standards. Typical occupation: text editing, accounting, taxation, etc.
One of Holland's achievements and applications: career orientation cross. According to the scores of personal interests and abilities, judge the existing career development orientation. According to the following "ability-interest" model, we can deduce the personal career orientation model.
In particular, I would like to add something about evaluation: although I am engaged in the work related to talent evaluation, the evaluation is only based on the ability conclusion or personality evaluation characteristic theory obtained from the statistics of conventional scientific big data, and it cannot be 100% accurate. For adults, don't talk about evaluation, talk about ability, don't label yourself, and don't insist on accuracy.
1. Definition of professional ability: An individual's ability to complete a certain professional task is formed by classifying, transferring and integrating the knowledge, skills and attitudes he has learned in a specific professional activity or situation, and will be presented and evaluated through work results.
The structure model of professional competence consists of knowledge, skills and talents (the model comes from the new elite). It can be divided into three parts: first, what I know is knowledge; Second, what I can operate and complete is skill; Third, my personality, quality and internal characteristics are gifts. Knowledge is acquired by brain learning, skills are acquired by hands and practice, and talent is talent+consciousness+repeated deliberate practice. See the following table for specific definitions and training strategies:
2, the development of ability can be divided into three stages:
The first stage: learning knowledge: from "ignorance and incompetence" to "knowing incompetence", acquiring knowledge in a certain field through learning without knowing anything about it;
The second stage: fixing skills: from "knowing incompetence" to "knowing ability", after acquiring relevant skills, this skill can be solidified through practice;
The third stage: internalizing talents: from "knowing ability" to "ignorant ability", after mastering the skills in this field, through repeated long-term practice, the skills in this field are internalized into talents.
Ability training can be summarized in nine words: learning knowledge, using skills and saving talents.
3. Ability management: Everyone will have many abilities, but how to manage these abilities can be beneficial to career development? We can divide our abilities into strengths, potentials, retreats and blind spots according to our own level and likes or dislikes.
Advantages: The core competence must be your current competence. On the one hand, you need continuous attention and improvement to ensure that it is competitive. On the other hand, you need to use it consciously and actively publicize and spread it, so that this ability can form your personal brand.
Retreat: this part of your ability is your past ability, which may be a skill that you were forced to exercise during the survival stage. You can reposition your skills according to the current development or use them with the abilities you are interested in. You may review them from time to time.
Potential: this part of the ability is often the ability you are interested in developing, but it is temporarily lacking at present. The key measures are to put into study, practice deliberately, improve concentration, and focus on improving the potential of 1-3 in each period. The less potential for improvement in the same period, the better, to avoid the loss of concentration caused by distraction.
Blind area: this part of the ability needs to be seriously faced and face up to its own shortcomings. Then you need to take the initiative to avoid, and the measures to avoid are authorization and cooperation. If necessary, try to avoid a head-on collision.
4. How to reasonably recognize your own abilities:
1) Actively act, share, seek feedback, and correctly understand your abilities;
2) Turn the ability into products and accumulate your own product library;
3) Organize the results regularly, find opportunities to share and form a personal brand.
Many times, we will find that although we have advanced skills or comprehensive talents and can produce results efficiently, we are still not satisfied and hope to get more to satisfy our desires. From the human point of view, it is a kind of desire and satisfaction from psychology to body, and it is an indispensable demand for all animals. And the appeal behind this demand is aimed at your values, whether it is in line with your inner "ruler". Once this scale is broken, the demand for desire is likely to become the source of nightmares.
1, definition of values: First, the order of lifestyle: Even two people with the same values will have different views on the importance order of the same values in their respective lives; Second, the driving force of behavior: your behavior is driven by the values you most enthusiastically support. Third, it is very subjective: it is because of the free combination and prioritization of your values that you become a unique person. Values are not right or wrong, only true or not. Fourth, a period of relative stability: values will change with your needs and perspectives.
2. Values are a set of criteria for evaluating the importance of things. Out of human instinct, the more important things are to oneself, the more they will strive for them. How to form a stable value system and ensure that our lives move in the same direction is very important. Here are some tips for refining values:
1. Keep confirming: Go through more life experiences and keep asking yourself: Is this really the life I want? Continue to confirm, so as not to take the road you don't like.
2. Self-activation: After constant confirmation, you may begin to find yourself pursuing lifelong value. How to keep the initial heart in a complicated society requires a high degree of consciousness and self-acceptance.
3. Public advocacy: Actively create a place to present personal values and gain the support of more people. At the same time, it also prevents personal values from being violated.
4. Continuous practice: The final formation of values lies in the process of continuous practice of confirmation and self-activation, finding the essential motivation or preference source of doing things, and living a meaningful life.
1. Transformation background: When we start to sort out our professional ability structure and explore our self-worth, it shows that we have basically got rid of the problem of career orientation, and it is easy to face the trouble of career repositioning (transformation) in the next step. In this era of "VUCA", there are many unexpected new occupations (a fluctuating, uncertain, complex and fuzzy world), which also leads to more and more people in transition.
2. Characteristics of people in transition: 1. Sense of crisis: in a changeable and fast-paced society, people who generally live in anxiety hope to seek change and gain a new sense of stability; 2. Sense of value/meaning: find the internal driving force to support in the work and meet the requirements of self-realization.
3, transformation judgment: Although the only constant in the world is change, but in order to better control your work and your life, you need to seek job transformation. But in the process of transformation, we should pay attention to whether it has the following three characteristics: 1. Seeking absolute safety in the transformation, rigid thinking; 2. I'm too anxious, I hope I can do it in one step; 3. There is no clear professional cognition.
4. Career exploration of transformation: When you have ideas or actions of transformation, confirm with yourself whether you are ready for the following six points of information:
1) time: how much time do you leave for yourself to transform;
2) Energy: How much energy can you put in;
3) Experience: How much do you know about this field?
4) Skills: What skills are prepared?
5. Money: How much transitional reserve do you have?
6) interpersonal relationship: who can support you?
The following table can be used to better understand and evaluate industries, enterprises, jobs and future development in transition.
1. With people's growing awareness of career orientation and transformation at work, the problem of career development will follow. See the figure below for details:
2. The essence of work is value exchange. Simply put, it is to exchange what I know for what I want. When unequal exchange occurs, it will cause a series of troubles. When the ability >; When necessary, it is easy to appear "mixed" state; When the ability.
Please refer to the "CD model" for the specific analysis of career development: the core is exchange, which is embodied by two cycles, namely, the outer ring orientation of resources and the inner ring orientation of vision.
(1) resource outer ring orientation, starting with "What can I do".
From personal ability to professional requirements, if the ability meets the professional requirements, it means that this person can successfully complete the task, which is the so-called "success line";
② From professional requirements to personal feedback, it is an evaluation of a major. That is, whether the job description, ability requirements and development space of the enterprise at this stage match the occupation;
③ From career feedback to personal needs is the definition of work happiness index. That is, whether the feedback given by the enterprise of this profession can meet the needs of employees at this stage is called "happiness line" in the definition of this line;
(4) From personal needs to personal ability is an assessment of the current state of the individual, that is, whether the value created by the ability matches the personal needs.
(2) The inner-ring orientation of vision begins with "What I want to do".
(1) Starting from personal needs, what are your own needs, and whether the feedback from enterprises can meet your own needs;
(2) If professional feedback can meet your own needs, do you know the professional needs and what the enterprise requires you to do?
(3) If the professional requirements are clear, then it is necessary to evaluate whether the personal ability can meet the professional requirements;
(4) If the personal ability can meet the professional requirements, then through the evaluation of their own ability, analyze whether the personal needs and feedback match;
3. When the personal ability does not match the professional needs, it is easy to be unsuitable; When personal needs and career feedback do not match, job burnout is easy to occur. Therefore, we can evaluate our current development through several questions:
Q 1: Do you want to be more professional or satisfied with your work? Where are you stuck? Are you incompetent or lack of motivation?
Q2: In your opinion, which is the center of gravity? Which line will you be more satisfied with first
Q3: A. Success Line: Is the ability not up to the requirements or the professional requirements unclear? B. happiness line: is career feedback unable to meet personal needs or is self-demand unclear?
At this stage, the career development front is getting longer and longer, and the requirements for people are constantly changing. Embracing and welcoming change has become a compulsory course. Personally, I think the focus of career development lies in: clarifying self-needs, improving self-ability, clarifying professional requirements, getting reasonable feedback, and finally forming a unique personal brand and self-value. The landing plan for capacity development is as follows:
1) Practice diligently: through deliberate practice, constantly disassembling and practicing existing skills, actively seeking external experience opportunities and feedback from others, the core key is to dare to break through the comfort zone and give yourself a chance to break through;
2) Make a summary: take stock of the existing capabilities, make continuous progress, regularly summarize and review your own capabilities, status and energy, and force yourself to constantly adjust with the results of task output;
3) Looking for value: In the process of changing jobs, find the core demand point of maximizing personal value, and constantly improve skills and self-awareness. Achievement orientation is not necessarily only applicable to people with strong goal and result orientation, but also to those who pursue self-worth maximization. Personal brand can be a "label" in ability and a "demand" in behavior style, but the key point is "to be self-aware".
1, career orientation exploration: make good use of scientific evaluation+correctly face others' evaluation+self-cognition, and explore self-career orientation. Don't be afraid to take detours, because the road is curved;
2. Confirmation of professional values: the inner nature of "illusory" is the most puzzling. Only by repeatedly confirming with your inner self, trying to recognize and accept the values at this stage and speak out bravely, and constantly using actions to practice, confirm what you like, want, want to express, why and what you have influenced.
3. Capability structure analysis: through the corresponding tool inventory capability, the professional skills are dismantled in a planned way, the ability of the dominant area is improved through effective deliberate practice, the ability of the 1-2 potential area is cultivated and developed in stages, the storage area capability is consciously reviewed and developed, and finally the blind area capability is avoided or authorized as much as possible. The goal is "don't work overtime if you have excess energy, intentionally improve your training ability, review and share regularly, and be careful when you encounter blind spots".
4. Career transformation and development orientation: every stage is not ready, but there must be a state of confusion. When we meet, we should clarify the needs behind the confusion before making a judgment. You can provide support by looking for professional consultants or more authoritative people in the industry. But in fact, when people are faced with major decisions, they generally follow the principle of judging with their brains and choosing freely. So, it may be happier to relax.