Tag Archives: career planning

Debate Over Renewed Focus on Career Guidance

Inadequate career guidance and advice from schools is exacerbating the UK’s skills gap, says a report published in the last week.

A new report published at the end of last week by the Education, Skills and the Economy Sub-Committee, has stated that the skills gap in the UK is being worsened by poor career guidance given to pupils by their schools.

It was argued that poor career guidance was stopping young people making informed career decisions, which in turn was harming the country’s economy.

The report, the first published by the Sub-Committee, also argued that there needed to be greater oversight over the wealth of organisations, service providers, and websites set up to offer careers advice.

The report concluded that schools needed to be held to greater account when it came to careers services, and that this should make up part of annual inspections.

“Big Stick” Approach Wrong

However, the report came in for criticism from head teachers’ leaders, who argued the “big stick” approach of downgrading schools for poor performance wouldn’t solve fundamental issues with the careers advice system.

Malcolm Trobe, interim general secretary of the Association of School and College Leaders, said that there were severe problems in the existing system that urgently needed fixed, while school budgets were frozen and under severe pressure.

It was argued by other leaders that the threat of downgrading and inspection was not an effective way of driving improvements in career guidance.

Effective Career Guidance

However, there was agreement that steps needed to be taken in order to better equip students and school leavers with the right advice for their careers.

As the business world continues to change and evolve, students need the best possible advice about experiences, qualifications, and training needed for chosen careers, or how to get involved with new and emerging industries.

And this is not necessarily about just encouraging school leavers to go on to higher education and university, a criticism which has been levelled at many schools, but also making them aware of apprenticeships and other work opportunities.

This could be done through giving pupils better access to employers while still in school, work experience opportunities, and career talks from former pupils and local business leaders.

Seamus Nevin, Head of Employment and Skills at the Institute of Directors, said: “The IoD welcomes the committee’s focus on careers guidance, which by all accounts remains an Achilles heel in the UK education system.

“Alarmingly, just 43 per cent of students currently receive any formal careers guidance before choosing their A-level subjects and yet the subjects they choose can severely restrict their employment options later in life.

“This is partly because only 83 per cent of secondary schools employ a qualified, full-time careers adviser, with many relying instead on other support staff to fill career guidance roles. The only way to solve this problem is to improve guidance, not punish schools for being poorly equipped.” 

The secret to long-term career planning

In this second part of a two-part article, Hamish Petrie – former VP of People and Communications for resources giant Alcoa – reveals the secrets behind nurturing a long-term career.

Hamish currently writes for the Business Times in Melbourne. Read more about his story here.

Time is a critical factor in any career planning process. Most futurists agree that a large proportion of jobs even ten years out have not been invented yet.

To try to conceive the sort of job that you might have in the latter half of a 30+ year career is impossible. Your personal situation and your career anchor will usually change often through your career. For example, major life changes can greatly alter your priorities. Some consultants recommend breaking your career into five year terms, however, my experience would suggest that this is too long.  Too many things can change your situation in even two years, so a three-year plan seems more appropriate in our rapidly changing world.

In making this sort of plan, most people identify that they want to do their boss’s job, as they know that they can do it better than the current boss. Whilst this may be true, it can be restrictive as people can lock onto this and lock off on other possibilities. This “lock on: lock off” thinking can prevent a person from thinking about lateral jobs that may ultimately prepare them for bigger future roles.

I always suggest that a medium term career plan should exclude their immediate boss’s role, as this stimulates broader thinking. Getting some breath of experience during the first half of your career is always wise and it doesn’t matter in the long term if a particular job is not your ideal one at the time, as long as you keep learning about yourself.

Companies and jobs are always evolving and changing so it is important to learn how to adapt to change and to help drive change in a positive direction for you and your company. There is an old adage that “ tomorrow’s power comes to those that solve today’s problems”. Demonstrating that you can creatively solve problems and stimulate others to help can be a great adjunct to your career.

The bottom line is that it is impossible to develop a realistic long-term career plan, but you can prepare yourself for possible future jobs. You can develop a short to medium plan and this can be very helpful as long as your include all of the opportunities for broadening your experience. When considering how to develop your career, it is much more important to focus on the company rather than the job. If you can join a company that is right for you, then they will help you grow, become active in a dialogue about your future and help you be happy, and rewarded in whatever job comes along.

Action Planning Questions: 

  1. Have you investigated your own career anchor or taken one of the self-assessment tests available on the Internet?
  2. Have you developed a three-year plan, excluding your current boss’s job?
  3. When considering candidates for a job, do you give try to identify their career anchors to determine the best long-term fit for your needs?
  4. When considering a job, do you focus much more on the company rather than the specific job?

Read part one: Hamish Petrie asks: ‘Can you plan your career?’

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