Steps to Taking Control of Your Career Growth and Development.


3 Steps to Taking Control of Your Career Growth and Development.

It’s a fact that if you don’t take control of your career path, it will take control of you.

Devoting time to your career growth and development has numerous advantages, including enhanced life pleasure, increased competitiveness and flexibility, and improved health. But what do you do if you genuinely want to succeed in your personal development and career?

To advance in your career, you need a plan. A plan that includes personal development goals as well as professional goals. You need to know what you have achieved in the past, what skills are required for future opportunities and how best to develop those skills. The first step in creating such a plan is acknowledging that it takes time and effort on your path.

You’ll need a solid plan to assist you to figure out what your career growth and development path will entail.

 There are three steps that will lead you towards achieving your career growth and development:

(1) determine what you need and want to achieve in your profession, (2) determine the best strategy to attain it, and (3) identify and resolve any obstacles in your life that may be impeding you.

Determine what you want to learn and what you need to learn.

If you’re looking to grow in your career, you have to be intentional about it. In today’s world of instant everything, it can be easy to think that career growth and development will just happen when you need it. Unfortunately, this isn’t usually the case. You have to make time for learning because the only way you’ll become a better person is by learning new skills and acquiring new knowledge.

The first step in putting your strategy together is to have a clear picture of what you want to accomplish.

Have you had dreams and ambitions of what your career would look like? Do you have a clear idea of where you see yourself in the future? What goals have you set for yourself? How will they help you achieve your vision of success?

Even if you’re not a top-level manager, your career often depends on your ability to get the job done. So it’s important to think about what you want from your work and how to achieve that.

Internally, what are your personal passions and goals?

• Consider how your passions tie into how you anticipate your company or industry evolving in the future. When your learning is based on your passions, it is more effective.

• Take a look at some recent job postings in your industry. Which ones pique your interest, and what abilities and expertise are required that you don’t currently have?

• What are the values that you will not compromise on? Identifying these early will ensure you stay motivated and fulfilled after you attain your goals, whether it’s flexibility, financial stability, creativity, or something else.

• What are your strengths and weaknesses, according to your peers, stakeholders, and clients? Some firms provide formal 360 feedback, but here are some excellent tools for gathering feedback on your own: 1st resource, 2nd resource, and 3rd resource

External: What is the state of your job/industry?

• Read industry trends studies, either from large consulting firms (PwC, Deloitte, etc.) or from experts in your field.

• Sign up for Google Alerts for your industry — the frequency can be customized (daily, monthly, etc).

• Consider whether globalization, technology, or demand changes are going to have an impact on your industry – you may need to learn coding skills to remain on top of these developments before they happen, or do a stretch assignment to expand your responsibilities to other nations.

• Speak with experts in the industry, both inside and outside your firm. It’s not only a terrific method to stay on top of trends, but it’s also an excellent discussion starter at your next networking event!

Determine the most effective method for enhancing these abilities and knowledge.

Formal, planned training may not be sufficient to cover all aspects of the profession. To enhance your career growth and development, you should be considering a number of different learning techniques. Combining different learning techniques opens up new options, knowledge, and skill areas.

The 70-20-10 model is a widely used framework.

The 70-20-10 Learning Model.

70% on The Job Practical Learning:

• Don’t wait for your supervisor to put you to the test. Solicit their participation in a current project or accept an assignment from them or a colleague.

• Actively seek lateral shifts to roles at the same level but with different types of responsibilities, in order to acquire fresh ways of thinking, problem-solving, and adaptability.

• Outside of work, volunteer for projects and boards – this is a terrific opportunity to gain experience with different duties and abilities.

20% Mentoring:

• Do you recall the field expert with whom you discussed future trends? They are a fantastic choice for your mentor!

• Volunteer to be a mentor – regardless of your level, this is a terrific approach to improve your influencing, communication, and leadership abilities.

• Make connections with people in your intended field. Find out what information and abilities they wished they had when they first started.

10% formal classroom learning

• Figure out what your organization has to offer — it’s likely more than you think!

• Request funding for your training by demonstrating the benefits to them, such as increased productivity and performance, increased self-efficacy, and increased team competitiveness. In the worst-case scenario, they say no, but you’ve shown your dedication to studying.

• Training on-demand is becoming more widely available. YouTube, podcasts, blogs, Coursera, (all free) LinkedIn Learning are some of the options. You can also look at short courses at your local institution or in your city.

Identify and overcome obstacles stacked against your career growth and development

Internal and external obstacles may stymie your progress and force you to quit. Determine what they are and how to address them. Some instances are as follows:

#1 There isn’t enough time

The most common reason given by employees for not investing time in their development is a lack of time.

• Begin small! Make a weekly commitment to spend as little as 15-20 minutes. When you’ve established a habit, you can progressively enhance it.

• Examine how you spend your time. For example, many of us have a bad work habit of missing lunch. However, you may spend this time listening to a podcast or networking with the proper people.

#2 Maintaining the Flow

We often start strong, but conflicting priorities like as childcare or day-to-day job may take precedence.

• Make it a ritual — commit to a set day and time and stick to it!

• Break down your goals into smaller chunks so you can see the benefits and rewards of your work on a regular basis.

#3 Dont loose interest in your career growth and development.

To maintain your work, you must see some worth and reward.

• You may be obliged to learn something at work in order to comply with a formal authority request, obtain a license, or for other reasons. To make it less intimidating, understand how it will benefit you and your career.

• Create a clear and precise vision for yourself that you can refer to.


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