What Is Behind “Occupy Wall Street”?

“At many stages in the advance of humanity, this conflict between the men who possess more than they have earned and the men who have earned more than they possess is the central condition of progress.” — Theodore Roosevelt, 1910. 

As any student of history knows, there is a relatively limited set of macro issues that ebb and flow in various manifestations over the long-term. This quote from President Roosevelt, a Republican, from 100 years ago seems tailor made for describing the discontent expressed by the current Occupy Wall Street movement underway today. Despite the movement’s excessively grassroots and decentralized focus it is an example of a long-held view that reemerges occasionally in American history — that concentration of wealth among a few and the consequent constricted distribution of resources can get the masses riled. 

The economic dislocation being experienced by so many over the past three years is starting to be seen from a perspective not generally voiced during this Great Recession until quite recently. That being the economic downturn is largely the result of intentional manipulation by the richest segment of society (the 1%) to protect their financial interests at the expense of everyone else (the 99%). 

 This is a dramatic change of view, which may have more political implications in 2012 than economic ones. It represents a possible shift in popular thinking that until now seems to have been dominated by hard right conservative ideology stating government is more to blame for the bad times. 

Even astute political observers did not see this one coming. Although the future of the movement is uncertain, now that the Occupy protests are here it is not all that surprising they are occurring. The two Americas made up of the haves and the have-nots seem to be becoming more starkly divided. Many of the nouveau-poor are not just experiencing temporary employment and financial setbacks, they are seeing their worlds turned upside down. The rules have changed, dreams have been shattered, and the new normal is much more insecure and harsher than in the past. 

If the discontent was somehow being shared across all classes and economic strata, then the anger might have been more muted. But it is not. Those who have slipped down the ladder are instead seeing the “swollen fortunes of the few” (another TR phrase) being enjoyed by people, many of whom seem to be culpable for creating this mess in the first place. 

Although the Occupy protesters can sometimes be seen as having a muddled message and questionable tactics, for example letting their energy be diluted by directly battling police (part of the 99%) more than the 1% they claim to oppose, there are elements of the current political narrative that do seem to be instigating their clamor. Here are three main motivators of Occupy Wall Street that I am hearing from their sympathizers: 

  • The Bush tax cuts for the rich must be maintained, because they make it possible for the rich to create jobs. Really? These tax cuts have been around ten years. It is hard to say they have been stimulating much job growth as of late. 
  • The more vigorous and vocal Tea Party movement promotes shrinking government thereby encouraging the growth of the private sector. But for all the wealth generation potential of the private sector they were also the ones involved in selling over-speculative housing-related investments and encouraging bad mortgages. In other words, greed and self-interest can rule in the private sector over the concerns of the commonwealth. 
  • No one from Wall Street has yet been sent to jail even though the collateral damage to the economy has been far worse than any robbery. This charge has some genuine weight. 

Shared sacrifice and wealth distribution appear to be what is called for by Occupy Wall Street. Whether a legitimate demand or not, this belief has become a new variable injected into the national conversation about how the Great Recession began and what kind of America will emerge from its wreckage. 

Ten Economic Trends That Can Drive Career Choice

A prominent type of article or blog in the career development field, and indeed in popular culture, is of the “hottest careers of the year” variety. You know the kind, “Hottest Careers of 2012”, “Coolest Jobs for Today’s College Grads”, and “Present Day Must-Have Careers”.  

These make for interesting reading, but they do not represent a best practice approach for choosing careers to begin or to transition into. By the time someone gathers the training and education to move into a “hot career”, chances are that it could have gotten lukewarm in the meantime. 

I think a better approach in determining careers that may have some significant employment longevity comes from identifying longer-term economic trends. Although the pace of change is accelerating in the world of work, as it is around the globe in general, there are some directional swings that appear to be long lasting, if not fundamental, for the foreseeable future.  

Separating flavor-of-the month crazes from structural underlying movements can result in higher quality career decision making. If you are going to invest lots of time and money in preparing for a career, it is reasonable to expect some return for your efforts. 

Marrying individual talents with macro changes in the economy can lead to a higher degree of employment sustainability in an otherwise fluid and fickle world. But reader beware. I do not tell you how to convert these trends into careers for each of you individually. Without inventive and visionary thinking on your part, dovetailing your skill set and education into these sweeping changes will not magically happen on its own. 

Just as there are many jobs today that did not exist ten years ago, there will be many niches ten years from now that are not present today. Although not intended to be an exhaustive listing, what follows are ten economic and social trends I see as having great potential for driving career creation. 

  1. Aging population and care giving: The ubiquitous Baby Boomers are now retiring, or will be soon, at a rapid rate. Healthcare is obviously to be impacted, but so are industries that can take advantage of relatively high disposable income coinciding with their material downsizing.
  2. Growing Latinization: The language and cultural influences of Southern Europe are catching up with those of Northern and Central Europe in America. The melting pot is developing a distinctly Latin flavor that will affect industries across the board.
  3. Workplace cost controls and data driven decision making: Getting smarter with information was beginning before the recession and has now become a field in and of itself. Opportunities abound for those who can elevate efficiencies through sophisticated means of analyzing and drawing cost saving conclusions from data.
  4. Globalization: Economic interconnectedness already affects our daily lives and will become only further intertwined as sovereign economies morph into new and different multi-national configurations. Goods and services competing on a more global scale will require nimble, flexible, and intelligent business practices.
  5. Wireless, Mobile and Cloud Computing: There are no signs of technology reaching a plateau. On the contrary, the speed of innovation and the integration of new functional utilities appears limitless.
  6. War on Terrorism: Unfortunately, war in the 21st century may be endless. Terrorism will ebb and flow and violent conflict is now more at a citizen vs. citizen level rather than at a nation-state level. Security and international relations will continue to be in a heightened state.
  7. Organic Food Industry: Healthy eating at an affordable price from foods grown locally is likely to continue expanding. Sustainable and high-quality agriculture is becoming increasingly valuable to more and more consumers.
  8. Audiology: We are bombarded with sound continuously. And we have very effective means of shooting it into our ears. Tell me this is not going to affect the hearing of an aging noise-saturated population.
  9. Simulation Engineering and Robotics: Training, education, and gaming are just three activities that will benefit from more refined means of simulation. Resource, time, and cost savings will arise from greater use of fabricated experiences that leave end-users with an enhanced empiricism.
  10. Genetics in Healthcare: A revolution is in its infancy with molecule-specific treatment of disease and super-informed healthful advice. Ancillary industries resulting from knowledge of the human condition at a cellular or deeper level are boundless.

Long-term job seekers, start your engines! 

Holding On and Letting Go

My thoughts are with the long-term unemployed. Those who for a year or more have desperately been trying to find work but who remain unsuccessful. For those of you who truly want work, but are continually not being recognized for your potential, the burden is heavy. Among the tragedies that can befall someone, such as the loss of a loved one or divorce, becoming chronically unemployed is a significant life challenge that only time, and persistence can heal. 

There comes a time when options seem few. Employers are learning how to cope with 1% – 2% GDP growth. Many of the jobs that existed for a few years are not coming back. And competition for the few jobs that are available is stiff. You need to be worried about your skills atrophying and your networks drying up. Politicians spend too much time in a debating society and do not seem to admit that the economy’s problems are largely beyond them. The world now seems like a hopeless place. 

But there is still you. Despite your inability to control external conditions no one has yet taken away your ability to perceive and respond to this situation. Whether you wanted it or not, this is a time to take stock. To reach deep down to see what you are made of and to get in touch with an inner strength you seldom have needed but do now. 

A big part of coping with the loss of employment is determining what to psychologically hang onto and what to let go of. What I mean by that is profoundly recognizing the value of what is most important in sustaining you as a self-reliant individual. Being able to rise above adversity and to not let it tear you down. This is your main goal. 

What and who in your life most helps you to do that? Perhaps it is family and close friends, people you serve who are less fortunate than yourself, or your community and its services. Fortifying actions that you take such as systematically following through with best job search practices despite the lack of immediate reward and keeping as current as possible with professions for which your skill set is a match are positive things to do. Be in touch with what still energizes you when it seems that most things around you are draining. These are worth holding onto. 

Equally important is observing what needs to be let go. It is possible that our egos are clinging to notions and long-held beliefs or perceptions that make this transitory time more difficult than it needs to be. For instance, linking your self-worth too tightly to your former job title and the status it brought you, still believing that you are entitled to the salary you received in 2007, seeing the world as one big competitive us-against-them environment, or keeping relationships with people who too often display self-defeating ideas can rob you of the positive energy you need most at this time. 

Do not be afraid to reach out. There are many who can be very constructive and are passionate about assisting you. Also, consider helping others in the same predicament as yourself. 

Self-reflection at the level that identifies what to hold onto and what to let go of may need to become part of your daily routine. This is best done while walking, running, or sitting quietly. Drinking and drugging tend to cloud the mind too much. Try to develop a greater degree of mastery over your mind that can come from purposeful contemplation. The benefits of doing so can last long after this very difficult time. 

Student Loans: Expense or Investment

The burden of student loan debt on individuals, particularly young unemployed ones, is certainly starting to get a lot more attention in the media. College costs have experienced higher rates of inflation than for most consumer areas. The American Institute of CPAs for example reports that for the 2010-2011 academic year alone, 4-year state colleges for in-state students rose 7.9%, while for out-of-state students the rise was 6%. The inflation rate for 4-year private colleges was 4.5%. This compares to a general consumer rate of 3.9% for the past twelve months, according to the Bureau of Labor Statistic’s Consumer Price Index, a measure of U. S. inflation. 

Among the economic complaints raised by recent protests of the Occupy Wall Street movement is that student loan payments are creating too high of a debt position for young people trying to enter the workforce. In fact, it could be said that this issue is one of the significant catalysts of the movement. Starting out adult life faced with ten or twenty years to pay off tens of thousands of dollars of debt in this economy with no job is enough to make anyone scream. 

In my own personal life, I sense the anxiety. My daughter recently graduated with a 4-year degree and between my Parent PLUS loans and her Stafford loans we are looking at substantial debt. For my portion alone the Federal government is giving me up to thirty years to pay this off and from where I sit right now, I’ll need that much time. If it takes me thirty years to pay off this loan, I’ll be 88 years old! I have real doubts that I will live that long. 

My situation is indicative of a situation facing the generations right now. I am a Baby Boomer who has always believed that education is an investment. I have bought into the notion that there is a direct correlation between the level and quality of one’s education and the number of career options and earning potential one has throughout life. 

Even recent statistics have supported this view, such as the fact that of the 9.1% unemployed in September 2011, 78% have only a high school diploma. My daughter on the other hand is looking at her amount of student loan debt more as an expense right now and is truly questioning whether the B. A. was worth it. Time will tell. I still think the college education gives her a higher launching pad for her career and hope the debt will not diminish that advantage. 

I was chatting with a businessman from Belgium a few years ago over lunch. We were in Boston being trained to administer and interpret the Myers Briggs Type Indicator. I asked him about the income tax level he lives with in his country, and he did say it was quite high, if I remember correctly close to 50%. 

But he did not seem that upset after seeing my jaw drop. When I asked him why he was not outraged he cited two reasons. One, he does not pay any medical expenses and felt that he and his family received good medical care. The other reason was that one of his children, who was at the time enrolled in a university, could attend at no additional expense. He seemed content with the concept of receiving quality service for the high taxes he was paying. 

I do not know which system is best, the European or the American. But I do know this. The system that promotes the greatest amount of education for the most people will be in a better position to compete in the 21st century global economy. If higher education is not pursued by more and more Americans because it is seen as too much of a crushing expense, then it will diminish our talent pool and our competitiveness. This is a situation to be avoided. 

Let Us Please Place Job Creation as Number One

I noticed the day after President Obama’s big jobs speech before Congress on September 8 that Mark Zandi, the often cited Chief Economist from Moody’s Analytics, praised it. True, he is an old-style Keynesian, but he is among the most respected economists in the country, so he deserves a listen to. Among the benefits he sees from the American Jobs Act are:

  • Confidence would return to the public and therefore a stabilization of the economy would result.
  • Just under 2 million jobs would be created with the unemployment rate being cut by a percentage point.
  • GDP growth would be two percentage points higher next year.
  • The $450 billion price tag would be paid between $250 billion in tax cuts and $200 billion in spending increases.
  • If passed, another recession could be averted.

It has little chance of being passed by the Republican controlled House. Now that would be fine except that it is not clear what the Republicans are offering for immediate stimulation to employment. In fact, it seems that they do not like the word stimulation.

We are being asked to encourage reduction of government, which will in and of itself release an explosion of private sector expansion and economic growth. So the private sector that seemed to play a rather large role in creating the Great Recession is going to lift us out of it because government is diminished? Really?

If there was a credible plan to create jobs by Republicans aside from the usual cut taxes for the rich and reduce regulations I would be all ears. I want jobs to start growing as much as anyone and I really do not care which ideology produces them as long as they get created. But now that one of the two major political parties has been shanghaied by the Tea Party, who does not place job creation as their number one priority, we are not getting a full collaborative effort from all sides.

I will give the Tea Party credit for sounding the alarm on the growing Federal debt, which if left unchecked would constitute major economic problems, including unemployment in just a few years. However, what are they contributing to the debate of job growth now? Not much from what I can hear.

They seem more committed to eliminating the President’s job than in generating new ones for Americans. They are a one trick pony. Just reduce debt and morning in America will return. They seem to think that managing the Federal budget is no more sophisticated than balancing the family checkbook.

Perhaps most troubling is the Tea Party’s reluctance to negotiate and compromise with those who have a different viewpoint. They are so confident in the righteousness of their position that working across the aisle is seen as weakness and capitulation. There is value in decisions made as a result of consensus. And now is a time for our leaders to work together to expand employment. The Tea Party strikes me as an impediment rather than as a serious partner.

I guess we’ll never really know if Mark Zandi’s ecomomic predictions will come true. Probably the most President Obama will get out of that speech is a reelection campaign position. Meanwhile, the unemployment rate stays in the 9% neighborhood.

Perhaps government really cannot effect economic change and private capital (which the private sector is not releasing) is all that matters. But don’t we elect Federal leaders to solve national problems? And isn’t that best done when collaboration occurs? This climate of polarization during a time of national crisis is very disheartening. We should demand something greater from those we elected.

Education and the Unemployment Rate

I read a couple of interesting statistics the other day in a National Journal article about the widening talent shortage among many American companies. The first was a citing about a study done by ManpowerGroup, a Milwaukee-based workforce consultant, showing that 52% of employers cannot recruit skilled workers for their open positions. The other stat, this time by the Bureau of Labor Statistics, showed that of the 9.2% of Americans currently unemployed, 78% of them have only a high school education or less. 

These numbers are surprising, and they tell me a couple of things worth noting regarding our stubbornly high unemployment rate. One is that the rate might not be so high if Americans would get educated and trained in areas of shortage and need. The other is that thinking you are going to get ahead in the 21st century with just a high school education is not preparation for the future. 

The public and their proxy the media love to play the blame game for the high unemployment rate. It is the Democrat’s fault or the Republican’s fault. It is greedy Wall Street or lazy Europeans and so on and so on. Instead of finding fault, perhaps we need to hold up a mirror and look into it. We could lower the unemployment rate and all the misery associated with it significantly if we would further our education in strategic ways. Education is one of the best ways out of this mess. 

I rarely hear or read the mainstream media report about this lurking education gap as being a contributor to the unemployment rate and I pay attention to a lot of news. Why do you think that is? Why is the national anchorperson hesitant to say that too many of the unemployed are lacking in the right kinds of education? Perhaps there is a concern that to say so might be perceived as elitist or that someone’s feelings may be hurt. There is an elephant in the unemployment room that is being ignored and not fully discussed. And we as a country do ourselves no favors to avoid it. 

We should address this issue head on. If we could be delivered news we could really use such as where the human resource shortages are and what is involved in preparing to fill them, we could be much better informed. Let us hear more reports about the skills deficit for a change instead of this constant obsession about budget deficits. Let us agree that without a vigorous push for high quality education at all levels, then our chances of competing in the world marketplace are greatly diminished. 

School districts and universities need to be more engaged in this conversation as well. Of course, their mission is to provide a broad range of learning opportunities to the greatest number of people. But by not identifying and shifting resources to address critical shortage areas of the economy they are denying our workforce significant solutions needed now. Academic advisors and counselors need to work more aggressively to align emerging talent with areas of employment need. 

Let us try harder to see education as the benefit that it is. There is too much of an attitude that views education more as a cost than as an investment. Education can provide individuals with practical skills, a critical thinking ability, and confidence to succeed. It is among the best self-help techniques society can do for itself. 

We can do more to reduce unemployment than to just wait for banks, corporations, or government to release more money. We can be smarter about creating a congruence between hiring gaps and workforce development. 

The Most Valuable Career Trait for the Future

Wouldn’t it be great if we could just look at a reliable list of the guaranteed jobs of the future and plan our careers accordingly? We could make sure that education and training choices were timely and cost-effective. Lifestyle stability would result from certain employment predictability. Anxiety stemming from career and work-related decision making could be dramatically reduced. Life would be so much easier! 

Although well researched “the careers of the future” lists occasionally pop up in the media and credit should be given to the U.S. Department of Labor for trying to identify careers with “Bright Outlooks” the sad truth is that no definitive list exists and never will that conclusively point the masses toward precise long-term occupations. The world of work has become too dynamic of a place with far too many unpredictable twists and turns, many of which are yet to come, to expect infallible certitude. 

Nevertheless, business and employment trends and patterns are emerging all the time, which should be tracked by the astute jobseeker. Even though selecting the direction of your career is not as limited and relatively straightforward as in the past, self-guiding your livelihood need not be an exercise of trying to be grounded within a vortex of random chaos. Although the top three career choices custom made for you will not likely jump off some list there is something which you can do that will benefit you for years to come. This involves adopting the right attitude for success, which can be summed up in a word ― adaptability. 

The more accepting of and prepared for change you are the greater your chances for career success will be. Employees and entrepreneurs today and in the future can and will adapt from what is relevant to what will become relevant. These changes will happen in a very short time. You must always be on top of changing technologies whether they be in software, new paint formulas, advanced infection prevention protocols in hospitals, in mobile device marketing, or whatever. There is hardly an industry that is not right now undergoing advancements, conversions, transformations, or variations. Knowing how to add value to this type of innovative environment is the task of each productive worker. 

Remember, if a job can be automated or outsourced, then be very wary of it. Look for careers that either have a skill legacy that can be reinvented for a rapidly changing world or look for one that is completely novel and did not exist a few years ago. Better yet, create a career for the first time. There are lots of jobs now that did not exist ten years ago.  

Whoever said in the 1980s that they wanted to be a search engine optimization specialist when they grow up? What need is developing right now that requires creative talent? Adaptable people are more likely to find the answer than those of us who are uncomfortable with a modulating world. 

Part of the post-recession landscape is that more is being done with less. This is not just the result of technological innovations. It is because of a growing and highly effective and efficient (and possibly overworked) workforce. Tom Friedman in a recent New York Times article pointed out that all the employees of Facebook, Twitter, LinkedIn, Groupon, and Zynga could easily fit into the 20,000 seat Madison Square Garden and not fill it. Combined these companies are valued at $64 Billion. Let us look at how these guys are working if we want some role models to follow. 

Be smart, of course. That has always separated the winners from losers. But to that add, be adaptable. Complacency and inertia are out. Versatility and reliance are in. As the old nursery rhyme says, Jack be nimble. Jack be quick. 

Networking for the Aged 50+ Worker

There is a hiring crisis going on currently with workers aged 50+. They have been squeezed out of the workforce, as have many workers of all ages, but the difference with the mature worker is that they are not being allowed back in. Employees who thought that they would retire with long-held jobs or who thought the option of always being able to pick up something new have had these dreams shattered. The frustration, discouragement, and fear of entering the twilight of working years with no work is palpable. 

To many this reality came as unexpectedly as the body slam of the Great Recession with its disastrous effects. One of the most egregious consequences of the Recession has been for companies to shed themselves from older workers whenever possible. As counterintuitive as it may seem, it has become not only accepted, but encouraged to have hiring policies that eliminate workers with accumulated knowledge, wisdom, and experience. Combined with a historic work ethic characterized by loyalty to one’s employer and willingness to put in long hours and you would think the mature worker would be seen as desirable. But apparently not. 

Unfortunately, workers aged 50+ are seen as having more liabilities than assets. These allegedly include having outdated and counter-innovative ideas, a relative lack of technology skills, an unwillingness to accept the changing social culture with its increasing ubiquitous technological connectivity, a complacent work style, higher risk of health problems, and difficulty accepting the lower compensation packages of today. The challenge for the older worker is to tip this balance. In other words, to be seen as having more benefits than burdens. 

There is a branding process I recommend that involves displaying yourself as being a valuable prospect worthy of consideration by hiring managers. Begin by systematically and deliberately putting together a presentation package about yourself that highlights all your advantages, while directly confronting perceived misconceptions of your “old-fashioned” weaknesses. Once constructed, this message should be displayed on your resume and online profile. With this in hand, it is time for you to introduce yourself to those who are in positions of influence with regards to direct hiring or who have connections leading to potential hiring opportunities. 

This leads us to networking. By now most job seekers have heard that leveraging your contacts is the best way to get a job. But many older workers, despite all their years of working, feel that they have no network. Maybe your past work was somewhat isolated, or you have not been much of a people-person, or as is very common, you did not get the memo at the start of your working years that you should maintain and even cultivate connections with high-value colleagues throughout your career. 

If you feel you have no viable network, then get started identifying one. It is in your job search interests to do so. Communicate your value proposition and job search goals beginning with those closest to you and then widening out. Start with your family and close friends. From there move to LinkedIn (or even Facebook). Search for those colleagues both current and former and request connections. Having your expertise clearly displayed on your LinkedIn profile you can more easily ask your connections who they recommend you talk with. 

Be prepared to get into the zone of seeing most, if not all, social events as networking opportunities. The PTA meeting, the cocktail party, the church committee, and many others are possibilities for reinventing or starting new relationships. Share as appropriate your professional value during these situations. Expanding your circle and adding facetime with others should become an ongoing effort. 

Becoming part of the conversation gets you known. Joining in and participating in industry and interest groups discussions on LinkedIn and Twitter or within your professional associations increases your visibility. Sharing expertise heightens chances of making new and potentially valuable networking connections. 

Since the doors of employment are not being opened wide for the aged 50+ worker it becomes necessary for you to push them open. Accepting the new normal and being strategic about navigating it may make all the difference. 

The Need to Identify High Potential Employees

Let us imagine a company that rightly focuses on the present business climate and is committed to not repeating its own past mistakes or the failings of its competition. To do so, management attempts to retain talent by placing a lot of resources into an employee appraisal system so that it can reward high performers generously. However, this appraisal system is kept largely confidential, between manager and employee only. Management does not want “morale to suffer”. The company also believes in recruiting externally only, because that is the only place to find new talent. 

Does that sound like a company prepared to succeed in the future to you? Not to me. Their attitude and policies are not progressive and do not consider the career development needs of high-potential talent. Companies must continually be looking to the future. Competitiveness will only grow and using past performance as the benchmark for meeting subsequent challenges is not enough. Among the most important conditions to be constantly anticipating is the need to attract and retain talent. Without high-level operatives meeting the demands of the marketplace all other business efforts may prove to be inadequate. 

Of course, all companies are different. But in sharing the need to obtain the best workers possible from both within and externally there are similar talent management practices, which should be evident in any forward-leaning organization. These include: 

  • Having in place a talent assessment system that determines key players, high potential employees, and successors for critical positions
  • High-quality training of managers enabling them to understand the career development aspirations of their direct reports
  • Executive commitment to holding frequent talent review meetings designed to reinforce and improve the company’s talent management capability to locate and procure the best strength possible
  • Acting on developing high potential workers for succession planning, cross-functional capability, and in-depth expertise building purposes

Constructing a talent management process that is transparent has a greater likelihood of improving morale, rather than depressing it. A culture that cuts one-off deals with its employees creates suspicion and claims of favoritism, whereas an open protocol that shows consistent application of best practice principles to all generates feelings of fairness. Giving the corporate message that individual career advancement is considered valuable augments the initiative to attract and hold a sharp workforce. 

Another useful piece to a talent management system is to separate distinguishing high performers from high potential. They are not always the same. Task analyzing critical operational functions and aligning them with specific worker traits can aid in selecting the right people for the right job. How many times have we heard stories of high functioning line workers being elevated to management positions for which they are not well suited? As counterintuitive as it may seem, there is not always a positive correlation between high achievement and high potential. Teasing out and choreographing a connection can be made, but only because of sophisticated inquiry. 

A big fear among company policy makers is that devoting resources to developing employees may be seen as a waste if the talent leaves the company. In fact, the feeling goes, too much fostering of workers’ skill and knowledge may make them more attractive to competitors. One thing that is becoming clear in today’s business climate is that if a company does not commit to developing their talent the champions will likely leave sooner for a company that does. Constructing and frequently reviewing comprehensive employee retention plans in addition to implementing individual career development plans will increase the chances that a company’s pasture will be seen as greener. 

Advanced enterprise-wide talent management is much more involved than the brief description presented here. But the need for companies big and small to structure a system that is consistent with their organizational culture and the best practices of talent engineering is necessary for them to prosper in the marketplace of the future — and with the greatest people possible. 

Recognize Your Career Successes

We are largely driven to enhance our careers by the need to feel successful. The urge to link our efforts with purposeful outcomes is a primal motivator for the professional person. The desire to make a difference for others and ourselves gets us up in the morning. Capturing success may be frequently elusive, but it is a goal most think is worth pursuing. 

In today’s world, being successful implies there is continual growth and improvement. Some professionals are fortunate to find they have chosen a job that allows for and even rewards career development. New, novel, and stimulating challenges are always being presented, which provide opportunities for repeat successes. These people are happy with their jobs. They do not want to or need to enter a job search. They feel successful where they are. 

However, for many others, the chime of achievement is not sounding at their jobs, or at least not enough. This group feels stuck. For them, work does not offer enough pay-off. Boredom and too much routine have set in. These people are just as professional and talented as the above group. So, what is going on? It is called reaching a plateau. 

Here is a very typical scenario. We finish our formal education and get a job, or series of jobs, which may or may not be related to what we studied in school. Eventually we settle into a “decent enough” job. The salary is okay, co-workers become friends, and we start experiencing our first professional successes. We feel grown-up — we have arrived.  

But give it five or ten years and the dull weight of a been-there-done-that attitude takes hold. Work weeks start to feel too long and weekends too short. Frequent funks and a sense of stagnation start to become the norm. Inertia now seems to guide us more than the exciting quest for work gain. 

This becomes the time to strongly consider a career defibrillator. You need to get back to feeling worthy. Now you could look for a job change, or redefine your role with your current employer, or you could go entrepreneurial. Whichever route you take to rekindle career happiness will involve enlisting one fundamental practice to place you in the most advantageous position to reach this goal. That is to determine clearly and to be able to communicate effectively what success means to you and how in the past you have gone about attaining it. 

When you can identify your unique success metrics, you are then able to claim your professional value. You can cite contributions that have benefited others. With this self-realization you know what ball to keep your eye on. It becomes easier to envision yourself in situations, in which you can practice your craft and again be successful. 

So how do you measure success for yourself? Here is an exercise for distilling career success and happiness into practical and powerful statements, which can be used as guides for future work. This is a way to promote yourself to those who may be able to provide opportunities for future successes. 

Begin compiling a record of your greatest hits. List the achievements of which you are most proud. Have these statements contain actual, and if possible, quantifiable results. Look for the ways you found remedies to problems, resolved issues, mediated conflicts, assisted in growth, created novel solutions, improved efficiencies, and so on. For example, 

  • “Created systematic process for client interactions, deal flow, and follow-up.” 
  • “Grew occupancy from 67% to 88%. Steadily increased average guest satisfaction to 99%.” 
  • “Ten+ years of administrative, volunteer, and team experience in the coordination and implementation of educational, nonprofit, and community service projects.” 

With this valuable insight organized in your mind and on paper you are then prepared to chart a course for continuing career fulfillment. And when your work is successful, your life is greatly enhanced.