Valuable Diversions - Financial Freedom and Professional Security Through Career Acts

A Side Job. Profitable Hobby. Weekend Rock Band. Under the old rules of employment those with multiple sources of income may have been chastised by a spouse, parent, or nosy mother-in-law for "not having a professional focus" , "not being serious about your job" , "not sticking with it", and "being too distracted".

This is a new decade and those days are over.

Just as the riskiest financial investment strategy is to have all of your money in one place, the riskiest career management strategy is to have all of your income from one organization- unless you occupy a critical role, possess skills that are difficult to find on the labor market, and work for a company with financial security. There is a small percentage of working adults today in that group - with millions more who want to be a part of it. Heck, I want you to be part of it, enjoying full job security and financial freedom.

I am not advocating for you to add additional dull or stressful career acts. Multiple boring jobs would still result in an unsatisfying career overall (and an anxiety-filled life). You deserve more. I want you to do more of what you love, even if you start small with a profitable hobby, an eBay business, or a side job that starts you in an industry or occupational field you find interesting.

Here are three great reasons why you should consider leveraging your talents to manage your overall career as a portfolio of career acts:

Financial Gain and Security. If you are like most people, your career is your number one asset. And, as any other asset, you'd like to manage it for the maximum return. If you added a second career act (of something you loved doing) that provided an after-tax income of even 12K annually from age 25 through age 50, you would add $300,000 to your lifetime earnings. I know you didn't need me to do that math, but it is worth the visual - especially when contrasted with the fact that most people have less than $150,000 in their 401Ks upon retirement and the average home is now worth less than $175,000.
Intrinsic Rewards and Fulfillment. The additional benefit (one that neither your house nor your 401K will offer) is that your career can be a source of intrinsic rewards. If you have ever worked on a project you found interesting - really getting into the flow -- you know the joy and energy the right career act can give you. While I don't believe you should work more hours, I do believe you should devote more energy to building desired career acts to achieve greater fulfillment. Career acts also supply a stress-easing sense of security that comes from knowing if one act of your work-life becomes stale or disappears entirely that you have other sources of stimulation and income. Your career becomes more nimble and less stressful as your attention can be redirected positively, for personal and financial gain.
Professional Advancement. Careers are advanced through the acquisition of needed skills and a strong professional network. Multiple career acts can propel a career faster by multiplying the number of skills gained and people in one's professional network at a faster rate. You don't need to just believe me though. Published in 2009, researchers from the University of Aberdeen, Drs. Pouliakas, Panos, and Zangelidis, tracked over 5,500 people for almost 15 years, examining their employment patterns. While only 8.5% had a second career, those who did were able to use a second career act to obtain "new skills and expertise and as a stepping stone to a new career". Many of these people with diverse multiple career acts were able to springboard into entrepreneurial ventures. Having multiple income streams is a very productive way to grow your career.

Having a second or third career act (of something you love to do) makes sense. Have I convinced you yet?

Paula Caligiuri, Ph.D. is a Professor in the Human Resource Management Department at Rutgers University where she has directed the Center for HR Strategy since 2001. As a career expert, Dr. Caligiuri has written Get a Job, Not a Life: Do What You Love and Let Your Talents Work for You (FT Press, 2010) http://www.getalifenotajob.com. She has been recognized as one of the most prolific authors in the field of international business for her work in global careers, international human resource management, and global leadership development. For human resource management professionals she has also written (with Steven Poelmans) Harmonizing Work, Family, and Personal Life (Cambridge Press, 2008) and (with Dave Lepak and Jaime Bonache) Managing the Global Workforce (Wiley, 2010). Dr. Caligiuri has covered career-related topics for CNN and has hosted a pilot for a television show, CareerWATCH. She holds a Ph.D. from Penn State University in industrial and organizational psychology. Dr. Caligiuri is a popular work-life harmony and career fulfillment blogger: http://www.paulacaligiuri.com/blog

Your HR Career - The Biggest HR Career Mistake Just About Every HR Professional Makes

Many HR professionals are stuck in the old-school mindset that HR career success comes from following some kind of rigid, carefully laid-out career plan. Some companies have even taken years to develop carefully constructed "HR career paths" or "HR career ladders" for their HR folks.

This is all a bunch of bunk. And this is the biggest career mistake just about every HR professional makes.

That approach may have worked in the past, but it won't in today's workplace.

Talk to any successful Human Resources leader with 10-15 years of experience who is happy and satisfied with their HR career so far - including yourself. Ask them where they saw themselves at the beginning of their careers and a large number of them will tell you it was not necessarily what they are doing today. And it didn't happen from following some career plan they put in concrete.

The truth is there is no ONE established career pathway to the top of the HR summit. You can get started anywhere in Human Resources. You can have an masters degree in IR from Illinois. Or an MBA from Harvard. Or an associates degree from a local community college. Or, like a boss of mine, start your career as a marketing analyst and find your way into HR. It doesn't matter how or where you put your foot on the HR career path. But it does matter how you take the next steps, and then the next.

So planning some structured career path isn't the way HR careers work anymore. Linearity is out. The human resources career is now a checkerboard. Or even a maze. Or a spider-web. It's full of moves that go sideways, forward, slide on the diagonal, even go backward.

The sheer churn and pace of change within businesses resulting from economic downturns, globalization, and increased competition creates so much ambiguity these days that you cannot manage your career with a set-out plan. No one can predict what type of businesses and career opportunities will be available in 5 years' time and so trying to plan your career like you did in the old days is futile.

Here's one thing you should do to avoid this mistake:

Be open and flexible. Instead of being guided by some rigid career plan develop an internal 'compass' to guide your career decisions and then build in some flexibility so that you can take advantage of HR opportunities that pop up. Rather than say "My next move will be to a plant HR generalist role in Chicago" then I'll move into a "staffing manager role", when there's no guarantee that these roles will be open or if if it will even exists when you're ready to take it.

Instead, make career decisions based on how it will increase your personal portfolio of HR skills and strengths...and the extent that it will give you a unique story or experience that differentiates you from rest of the HR pack. The point here is to make decisions driven by what you can do to make yourself more marketable, instead of trying to follow some overly structured career ladder that makes no sense in the ambiguous, ever-changing world around us.

This is one of many career strategies you should take to recession-proof your HR career during tough times.

If you want to discover a lot more tips and strategies to recession-proof your Human Resources career during tough times, then download our free special report: "'7 Ways To Recession-Proof Your HR Career & Avoid Losing Your HR Job" at: http://www.HRRecessionGuide.com

When collide Professional Development & Middle-Adulthood-revive your career

Most people launch their careers in their twenties and thirties with the focus of career development mainly on early adulthood. And what is the ambition at this age? For many, it's getting to "the top" as soon as possible. Some people achieve this goal in their early forties with twenty to thirty career years still ahead of them. Others perhaps do not use goals in their careers; their careers just evolve!

Nonetheless, middle-adulthood, those years from forty to sixty, are often overlooked in career plans. Some of the thinking goes like this: If I make it to the top by forty I won't have to worry about anything else. But what do you do when you make it to "the top" and still have all those years ahead of you? To this writer, it is a prescription for mid-life crisis!

Consider this: In our Twenties we go through the trial and exploratory stage of career development where we search for direction. In our Thirties we are in the transitional stage, synonymous with movement and advancement. The Forties and beyond are considered the stability stage; ongoing with a sound foundation. The irony is that as we move into our forties (middle adulthood) most of us have not done it all. Some of us are forced to restart our careers due to downsizing, soft industries, red flags in our company, being passed-over etc. In some cases we need to get away from a not-so-perfect situation or jump-start a stalled career. In others, we are searching for personal self-development or for a second career or to strike out on our own.

For these reasons and any number of others, most professionals will experience changes, or even upheaval, in mid-life. The answer in not "buy a Harley". According to the Department of Labor and the Job Search Handbook, most professionals will undergo seven to eleven job changes and two to three career changes over the course of their careers. Not only is the market demand for selected skills and career fields changing, but so are our roles as professionals and the way we manage our careers. Thus, career planning is more important than ever.

If you are in middle-adulthood and wondering what to do for the remainder of your career (and assuming that early retirement is not in the picture), don't panic. I have a simple three-step process that I have found in my many years in career marketing to make all the difference in the world.

First, you need to get to know yourself and what it is that you enjoy most; what it is that when doing it does not feel like work. Dr. Charles Ehl, former Dean of Continuing Education at Stonehill College in Easton, MA: "Regardless of past industry or direction, people can be empowered to control their professional destiny through an approach that fuses self-needs analysis, good targeted research and tactical planning in the use of certain techniques beginning with getting to know themselves." By that Dr. Ehl means understanding for themselves-about themselves: What it is that they really value; what they feel they stand for; what it is that drives them to do what they do; what it is they enjoy doing most-are most passionate about; and finally, although it does not necessarily end with this, where they are looking to take themselves, why, and with what end in mind. Through this exercise, the notion of your optimal market will emerge. For example: If you find that your interest in creative writing is so great, you find you are happiest when you are engaged in it, perhaps a move into editing or speech writing, or a move into the publishing industry at large; or developing newsletters for an association, entering the advertising arena or other creative industries may be best.

Second, you need to figure out how to attract your audience - contacts that can help you move towards your goals. Do what politicians do: Get outside impartial viewpoints to provide you with some idea of how others (your audience) may perceive you, and learn about them-do your research. Developing a networking communication strategy and your "talking points" with this knowledge and the fresh ideas about you that others can provide; and with a focus on the needs of your target audience, you will separate yourself from the average person and ultimately paint your own landscape.

Finally, once you have your audience's attention, you will need to talk about yourself. Don Ventura, R.L. Stevens & Associates, a private career marketing firm, suggests using a Story Technique. Ventura says, "Compelling stories which incorporate specific examples of your experiences, achievements and contributions that relate to your market and put you in the right light will be remembered well after the interview is over." People remember your stories more than duties and responsibilities. Here are three concepts that will help you when developing a communication strategy and talking about yourself:

Success Concepts

You must have a purpose; a personal philosophy. In today's uniquely competitive job market the lifespan in an executive position may only be 5 years in some cases (clearly, not as Evergreen as it once was). Jim Sabin, a CIO with The Shaw Group, Inc. the leading Global provider of services to the power industry: "With executive positions in IT, for example, as interchangeable as mouse pads, the need for a sharply honed purpose for 'Plan A' and stratagem for 'B and C' for that matter, has never been more apparent." Purpose could be what it is you feel is important in running a business or what you feel is the business of business; it must be carefully thought out and presented. Think in terms of a one-page presentation to the company directors. You will need to come up with as many success concepts as you can from your past professional experiences and when you begin to assemble your thoughts for your presentation, try to include as many of them as possible. Here are some relevant themes to consider:

1. Personal mission statement

2. Core values; core strengths

3. Driving factors; motivations

4. Level of integrity

5. Value placed on quality

6. Visioning, strategy and facilitating

7. Performance standards you hold for yourself

8. Professional goals

9. Leadership philosophy; management style

10. Communications capabilities

11. Practiced client/public relations

12. Leveraging skill-sets

13. Creative expertise

14. Business knowledge; market intelligence

15. Managing resources

Trigger Concepts

The easiest way to attract people's attention and to help them get to know you is to adopt simple words and phrases which will have an immediate "trigger" effect, such as:

1. Strategic partnering

2. Impact presentations

3. Bringing ideas / vision to utility

4. Bringing products to markets

5. Entrepreneurial talent

6. Driving revenues; growing profits

7. Structuring and restructuring

8. Building responsible teams

9. Managing talent

10. Start up; turnaround; re-emergence

11. Enterprise development

12. Crafting solutions

13. Staying ahead of the curve

14. Managing change-driven environments

15. Driving "large dollar" projects

Philosophy, along with Success and Trigger Concepts is a winning combination. It provides you with control and sets the tone for all future discussions and posturing for negotiations.

Story Technique

One of the most important tenets in product marketing applies here in career planning: Differentiate your product from others in the marketplace.

John Folcarelli, Labor Attorney and Human Resource Manager for Laidlaw Education: "Most people involved in planning their career tend to fly by the seat of their pants rather than exercise control over the process as it unfolds. For instance, in the interview, instead of simply reacting to questions imposed by the interviewer, the job candidate can and should attempt to take on more responsibility for influencing the direction of the interview." The Story Technique does just that. It is a method for bridging your qualifications and past successes to the needs the targeted company. It is also a great example of how to use your Success and Trigger Concepts in presenting the right image and distinguishing you from the competition.

Your stories should tell about actions that you took to bring about positive changes. Story techniques cover the "before", the "action" and the "after." You can begin by first explaining what had existed that required your attention: Situation. Next consider how this new challenge may benefit the enterprise and you: Opportunity. Briefly describe what you did: Action. Lastly, describe the outcome and its benefits to you and the company: Results. Here are two examples of the use of the story technique, or, "S.O.A.R":

(S) I was selected by top management to lead a corporation into the US market and (O) recognized an opportunity to have a big impact on operations at a wholly owned subsidiary.(A) Over a two-year period I developed a cohesive staff which went on to develop 1.5 million square feet of office properties at $350 million which (R) produced over $25 million of net operating income and $4 million net cash flow for the corporation resulting a promotion to President of the wholly owned subsidiary.

(S) The ownership of a physical therapy and sports medicine company recruited me to (O) lead, grow and concurrently stabilize a $4.7 million health systems company staffed by 85 professionals. (A) I developed and executed all business plans and opened new markets in industrial and corporate health promotions, (R) positioning the company for its very profitable $6.6 million sale, $2.5 million more than the ownership had anticipated.

A strong, well-articulated Philosophy, sound Success and Trigger Concepts, and persuasive examples of your successes using the Story Techniques (SOAR) are essential for securing a quality position.

More Than Just a Task

There is certainly more to consider beyond these concepts. Nonetheless, the purpose here is to stimulate your thinking if your situation calls for a serious look at your career. There are times when a simple career adjustment may be called for and other times when a complete change is necessary. In any case, restarting your career in middle-adulthood can be one of the most rewarding experiences in your life. Approach it with enthusiasm, dedication and confidence (but for goodness sake, don't forget "technique").

Rob Taub, a native of New York residing in Boston MA, is a 21-year veteran in the career services and job search consulting industry and currently Director of the RLS Executive Group N.E. with R.L. Stevens & Associates, a corporate and private career marketing firm. He has also been active as a fund-raiser for Technology in Education, an auctioneer with WGBH Public Television, a debate moderator with Community Access Television, an instructor for Junior Achievement and a youth sports coach. He has been a guest speaker for community organizations, colleges, chambers of commerce and alumni associations on a wide range of subjects including Education, Technology, Career Management, Marketing Communications and Direct Selling

Career Change: It's Time for a Professional Career Coach

Are you at a point in your career where you feel bored and you don't find your work meaningful and rewarding anymore? Are you looking for a career boost? Are you contemplating a career change or recovering from job loss?

You need a career coach. A career coach is someone to guide and mentor you through his or her professional career advice. He or she is someone who can help you achieve your worklife potential. A great coach will give you the boost you need, whether you are just starting your job search or when you're moving up the corporate ladder.

Tips for wisely choosing your career coach:

Your career coach should be highly qualified in career development. You wouldn't spend money with an accountant who wasn't qualified in accountancy, would you? Specific career development University qualifications should be expected. HR people are good at HR, and recruitment people are good at recruitment, but neither of those disciplines are the same as career development....Buyer beware!

Don't be bamboozled by great marketing. Look beyond the smoke screen of expert marketing to see what substance is really being offered by the coaching company.....Again, buyer beware!

Consider the sort of person you like to work with. What style of coaching is going to suit you best?

Is there any sort of guarantee offered in case you aren't happy with the help you are getting from your career coach?

Engaging a career coach suggests that you are serious about achieving success in your worklife. Your career coach will help you plan and carry out effective strategies and help you avoid mistakes. They will assist you to recognise your skills, talents, and interests to help you determine all the aspects of work which will best suit you. You will be assisted with helpful suggestions on how you can achieve your dream career successfully.

As you begin your career transition, you will receive regular one-on-one coaching. Your career coach will provide you with feedback, constant encouragement and suggestions. A good career coach will help you look for the best solutions to career-related problems. They will also share contemporary strategies to help you organise your thoughts so that you can make wise career decisions.

A good career coach is someone knowledgeable and committed to helping you succeed in your career plans. People who work with career coaches benefit greatly from their coach's professional experience. You will gain immeasurable advantage from their experience as you move forward and reach your career goals.

Career Clarity ( http://CareerClarity.com.au ) works particularly with mature age workers, and with a particular interest in those who are undertaking a career change, from one job to another, from employee to entrepreneur and from "traditional" work roles to an income producing retirement from past work. We take pride in our vast experience in career development, education and training as well as creating online and offline businesses.

Achieve your career dreams with clarity.

Jenni Proctor is a career consultant based in Brisbane Queensland Australia. Through her Career Counselling business http://CareerClarity.com.au she specializes in mature aged career change. Many clients recognised online business as being a portable business model that could develop into an income stream to enhance their retirement savings. In response, Jenni now offers internet business coaching as part of her services to her clients.