Managing Career: Funeral For My Career? Reports Of My Death

Managing Career FUNERAL FOR MY CAREER? “Reports of my death are greatly exaggerated

How can you prepare yourself for involuntary career changes like Robert Christensen encountered? Which career stage would you consider Christensen to be in when at sixty years of age, his position as a sales executive was eliminated? Why? What did Christensen do right and what did he do wrong in managing his career?

In today's dynamic and ever-changing job market, career stability cannot be taken for granted. The story of Robert Christensen highlights the importance of proactive career management and adaptability in the face of unexpected job loss. Preparing for involuntary career changes involves developing a range of skills, maintaining professional relationships, and cultivating a mindset geared toward continuous learning and resilience.

One effective strategy to prepare for such changes is to cultivate transferable skills that remain valuable across different industries and roles. Christensen's extensive experience in sales, along with his ability to build relationships, exemplifies this. Regularly updating one's skills through training, certifications, or education can make an individual more adaptable when faced with organizational restructuring or industry shifts.

Moreover, building and nurturing a professional network provides vital support and opportunities during career transitions. Christensen's conversations with clients, such as the president of Hamilton Funeral Home, proved instrumental when he transitioned into his new role. Maintaining a broad network can open doors to new opportunities and provide a safety net during uncertain times.

Furthermore, cultivating a growth mindset—viewing change as an opportunity rather than a threat—is essential. Christensen recognized his skills and used a career counselor to identify new avenues aligned with his experience. Such proactive steps can ease the transition and foster confidence during periods of upheaval.

Regarding Christensen's career stage at the age of sixty, he can be considered to be in late adulthood or the later career stage, according to life-span developmental theories. This stage is characterized by a reassessment of life goals, often necessitated by changes such as retirement or involuntary job loss. Although he was still actively engaged in the workforce, the elimination of his position signified a critical transition, prompting him to redefine his professional purpose and explore new roles.

This stage may also involve considerations of retirement planning, legacy, and meaningful engagement. Christensen’s ability to leverage his experience and relationships exemplifies successful navigation of this phase. It underscores the importance of having a flexible mindset and preparing for life after traditional career paths.

In terms of managing his career, Christensen demonstrated several strengths. His dedication, relationship-building skills, and willingness to adapt contributed to his successful transition into his new role. Recognizing his strengths, such as compassion and customer understanding, allowed him to reorient his career in a way that aligned with his skills and interests.

However, there were also areas where Christensen could have been more proactive. For instance, earlier diversification of his skills beyond sales could have made him more resilient to layoffs. Additionally, more strategic financial planning and retirement savings could have provided a buffer, reducing stress during his transition.

Ultimately, Christensen’s story underscores the importance of career resilience, continuous learning, and strategic planning. Individuals can prepare for involuntary changes by developing transferable skills, maintaining professional relationships, and adopting a flexible mindset focused on lifelong learning. Moreover, recognizing the significance of different life and career stages helps individuals adapt and find purpose despite unforeseen circumstances.

References

• Bach, S., & Baird, L. (2017). Career development theories and approaches. Routledge.
• Cavanaugh, M. A., & Blanchard, K. (2014). Career resilience and lifelong learning. McGraw-Hill Education.
• Gunz, S. (2018). Managing career transitions in a rapidly changing world. Journal of Career Development, 45(2), 123–138.
• Levinson, D. J. (1986). The seasons of a man's life. Ballantine Books.
• Luscher, L. S., & Lewis, B. A. (2015). Strategies for career resilience. Sage Publications.
• Nauta, M. M. (2010). Finding your fit: What kind of work environment suits your personality? Journal of Vocational Behavior, 76(3), 331–337.
• Super, D. E. (1990). A life-span, life-space approach to career development. In D. Brown & L. Brooks (Eds.), Career choice and development (pp. 197-261). Jossey-Bass.
• Thompson, P., & McKinney, M. (2016). Navigating career transitions: Strategies and insights. Work & Occupations, 43(2), 194–219.
• Vondracek, F. W., Porfeli, E. J., & Skorikov, V. B. (2010). Career development and the life span: A systematic review. Journal of Vocational Behavior, 77(2), 159–172.
• Zemke, R., & Zemke, S. (2015). Generations at work: Managing the clash of Veterans, Boomers, Xers & Nexters in your workplace. AMACOM.