Three transformations of managers career planning
"World Business Review" ICXO.com (Date: 2004-11-22 10:46)
We are in a variant era. The management mentor Peter Drucker said: "Many people believe that technology innovation can trigger change. But this is not the case, successful innovation is always in the event of change, and fully discovers the change." His discussion can be used in an actual example: Not because there is an internet, there is an information age, and it is precisely that people guide information technology in information, and this innovation is deepened. People's demand for information. The same is true of the career management field of the manager. In the past 20 years, people have changed huge changes to the "career", which is not caused by any concept or technology of any career plan. The change comes from the outside world from the entire society and the economic environment. In this context, people need to do this is first understanding of this transformation, followed by ideas and technologies. The first transformation of the uncertainty of "manager career" has greatly increased: For past managers, careers means promotion and linear development; now, career means choice and spiral development. Push the time back to the early 1990s. At that time, most people were still conservative about the concept of occupation (at least in today's people). At that time, resignation was seen as a big thing. The word "Sea" means high risk to everyone. Similarly, the manager is accustomed to ask your question is: "How can I work hard?" In the 21st century, the problem of the manager considers: "Where should I go? What should I go? The industry is really suitable for me? "Jumping is no longer a news; entrepreneurship is no longer a few people's game. Managers realize their professional ideals is no longer single, linear, but completed in constant selection. I feel that I have developed my head in the existing environment? It doesn't matter, go to a new company. There is better treatment and more challenges waiting for you. In the past, people who were still in the current situation and suffering often have been respectful. Today, honor is a person who is good at accepting and utilizing changes. The adaptability of changes is the quality of the professional career development of the professional manager, and is also the universal quality of the leaders that are not so successful. Did you have a full preparation when you choose a certain industry? Do you understand your own advantages and deficiencies? Do you want to have a strategy for possible difficulties? To become a real success, you can't be turned to go through the trend, but take the initiative to seek and meet changes. The second transition from the past, academic qualifications and certificates are a "pass" of career, and now they are or have been replaced by personal quality and ability. It may be some incredible, but the status of knowledge and skills has declined in recent years. Today, a university's undergraduate graduate is difficult to find a lot more than a few years ago. In the past, a sea MBA can easily get hundreds of thousands of annual salary, but they must be prepared to welcome 100,000 annual salary. Nowadays, companies have more demanding in the past, and a general administrative position may ask the university undergraduate, English six certificates, various computer certificates, GPA4.2 or more. But even so, people who meet the requirements are still far beyond expected. The development of society and the economy has caused this transformation. Over the past few years, China has accepted the number of higher education and skills training. Compared with the development of economic development, education and training system, the original lag has changed today to achieve balance or even advance, the decline in education and certificates is inevitable. It is necessary to declare that I didn't mean the importance of knowledge and skills. Both are important, basic factors in many cases, but now, a person's knowledge and skills have no longer decide his height reached in career development.
It truly determines whether a person can succeed, it is more intrinsic than knowledge and skills, and it is more difficult to measure the factors: personal quality and ability. What determines whether you can be a general manager? Have you read MBA? Obviously not. Do you have some excellent quality and ability to have a necessary quality and ability to determine whether you can compete for advanced management posts. What is these qualities? Interpersonal understanding: Can you stand in a subordinate and customer perspective? Achievement Motivation: Do you have a spirit that you don't give up? Decision decisions: Can you interrupted when you are tight, insufficient information? What is these capabilities? Strategic thinking: Can you stand in the height of the company's policymakers, define the goal of enterprise development and get the target of the goal? Interpersonal influence: Can you convince and infect? Analytics: Can you seize the essence of things through a complicated phenomenon? Similarly, decide whether you can become a good sales manager, isn't you heard a master lecture, but you have interpersonal courage, an unfortunate such quality and relationship maintenance, speech communication such a power. Therefore, for the manager, you must ask yourself such a problem when you have a career plan for yourself: What is my ideal? What is the quality and ability I need to achieve such an ideal, in addition to the degree and certificate? Do I have these qualities and abilities? How do I develop myself to adapt to this request? For the board of directors of the company or the boss, please ask yourself when picking candidates for a leadership position: What is the meaning of this position? What kind of people do you need to do? In addition to knowledge and skills, what kind of quality and ability must this? Which qualities and capabilities can slowly cultivate (eg, communication skills), which must be candidates (such as integrity)? I believe that in the next 10 years, people's definitions of senior talents will change. This change I want to explain with the following dialogue (the conversation is purely fiction). Old: "I let the general manager of the branch you are looking for?" Human Resources Manager: "Yes! That person is definitely a senior talent. MBA, graduated from Wharton, has an insurance active account." "Yes ... how is his person? He is strong? Is there a high standard for yourself? Is there any innovation ability and courage? Can the employee who can lead the branch to be lost?" Human Resources Manager ( Khan): "This ... The interview is good ... but ..." The third change to individual or enterprise provides a mission of the consulting agency for career planning services. In the past, the Consulting Company told the manager, "You are doing yourself", now, the Consulting Company tells the manager, "The environment is so your". " As a consultant to deal with frequently and assessment technology, I have contacted a lot of psychological questionnaires, MBTI, SSI, CPI, VII, etc. who have been used for career planning, only a small part of this long name. The actual effect of its application is, it is difficult to be satisfactory. These questionnaires have no exception to adopt type. Here I also hope that "advise" the psychology of those superstitacity: If the type of type is contributing to humans, it is also in life. The business environment is a special environment full of pressure, and it will only be ridiculous conclusions with conventional types. All types will have outstanding characters in all types, there will be a talent, and there will be a loser.
