Embracing Change Capitalising on change by John Cremer In the 21st century, successful careers will be built on lifelong learning and willingness to change As a clear sign of the times, even in mainland China the so-called "iron rice bowl" system of providing jobs for life is being gradually dismantled. Elsewhere in Asia, expectations of a smoothly ascending career path, within just one organisation or industry, are now regarded by most people as a thing of the past. The new economic reality of the 21st century means that workers, whatever their qualifications, aims or abilities have to be prepared for change like never before. Some key clues on how to adapt and survive in career terms were disclosed recently by Sue Knox, managing director at DBM, one of the world's leading specialists in transition and performance optimisation services. With a global network of more than 230 offices spanning 51 countries, the company has advised numerous Fortune 500 corporations on managing change for the benefit of both the organisation and the individuals involved. To emphasise just how mobile the modern worker has been forced to become, Ms Knox refers to a number of studies, based largely on research in North America, which show that over 50 percent of all employees can expect to change their job, voluntarily or otherwise, within the next five years. "We found that 41 percent of those surveyed were not working in fields in which they had studied at undergraduate level," she explains, "and up to one quarter of the top performers in an organisation are likely to leave within three months of the announcement of a major change event." "In today's world of work, we have to recognise a new type of contract and workers need to maintain their employability through lifelong learning and self-development" Flexibility favoured As many companies move towards less formal internal structures, they are, at the same time, reviewing and loosening the contractual ties that bind their employees. A more flexible labour force is now preferred. Sub-contractors, consultants or part-timers can be brought in to augment the company's core workers as and when required. "The psychological bond whereby the company provided financial security and, in return, the employee gave their loyalty has been broken," continues Ms Knox. "In today's world of work, we have to recognise a new type of contract and workers need to maintain their employability through lifelong learning and self-development." However stable your job may seem, it is best to be prepared. Ms Knox recommends putting yourself for a few minutes in the shoes of a detached observer and asking yourself how "career fit" you really are. Do you make a consistent and positive contribution and maintain high performance standards? Are you expanding your skill base and taking advantage of training opportunities whenever they arise? Do you have a career plan to give you more control over your future? And, perhaps most telling of all, if your own job was advertised today would you get it? An honest self-appraisal will help to show where you stand. Support given When called in as consultant to assist with corporate restructuring, Ms Knox stresses the need for HR and line managers to fully support both remaining and departing employees. "During a change event, a company sends a strong message to those who are staying with them and there can be huge implications for staff morale," she notes. In addition, she introduces the concept of both employee and employer capitalising on change. Traditionally, many workers have stuck with the idea of a career ladder, which they may or may not climb, depending on many different factors. However, in today's environment, with many companies relying less on hierarchy and more on a career "lattice", there is more variety in the ways a person's career can develop. A sideways or even a downward move should not be seen as a disaster if it provides a springboard or new skills for later advancement. Along with this, comes the need for individuals to shoulder responsibility for managing their own careers and creating openings for themselves. To keep "career fit", Ms Knox suggests you re-evaluate yourself on a regular basis to be clear about what you are doing and what you want to do. "It is important to capture the moment in terms of work you do which is a success or an accomplishment," she says. "Write down the details, the problem or task, the action taken and the result achieved and keep an ongoing record - don't leave it to memory. You can later use the examples in an interview or to identify your skills and gaps in your experience, which all help to build confidence for future moves." BEFORE & AFTER Before - old world of work - Success seen as career ladder - Loyalty to company - Salaries and benefits - Job security - Identity defined by your job - Entitlements from company After - new world of work - Success based on career lattice - Commitment to work and self - Contracts which are fee-based - More personal freedom and control - Identity defined by your life - Marketability for yourself Taken from Career Times 11 June 2004 Your comments are welcome at [email protected]