Human Resource
January 2005

Paradigm Shift: Career Development Now Driven
By Individual Choice, Not Companies

By Peter Langlois

Perhaps this is a case of changing times or maybe even one those situations where when you get what you wish for it doesn’t look so great. Across industries there is now in play a tremendous paradigm shift with respect to who controls careers. It’s no longer companies but rather savvy individuals utilizing an entrepreneurial approach to marketing themselves ongoing and thus taking ownership for controlling their career destinies.

Gone are the days when companies were viewed as benevolent career caretakers who would look out for individuals. We’ll buy our own gold watches, thank you very much. Young people have seen parents, grandparents, brothers, sisters, uncles and aunts downsized, right-sized and re-invented. These are often simply buzzwords meaning you don’t have a job, even though you may not have performed poorly. Many people have been caught up in a numbers crunch when companies merge or when divisions are consolidated. The needs of the stockholders are pre-eminent and should be for the most part. But this is the new reality.

So don’t be surprised that your star players keep themselves “in play” on Job Boards, and are always open to calls from headhunters seeking the cream of the crop. They must be willing to look at other opportunities at all times because job security is an archaic expression that fell by the wayside some time ago.

I can’t tell you how many talented people have told me they have no illusions whatsoever about being constantly vigil and taking ownership of their own career. If they get bored, or they no longer see a career ladder to move upward, they know opportunity may simply be a few clicks away. And do they network with one another! You wouldn’t believe the “text” traffic flowing between young Turks who are networked with their peers. They now look out for another, knowing the proverbial ax could fall at any time.

All this has many companies in a topsy-turvy. Maintaining the interest of top performers is key to driving revenues and profits, and it’s an ongoing effort to provide perks and opportunities to advance. Companies must market themselves both internally to their current workforce and to potential hires externally. Didn’t we all want those super stars who thought independently, took ownership, yada, yada, yada? Maybe you’ve got them, but can you keep them?