Key To Professional Development In The First Five Years


Key To Professional Development In The First Five Years

Base, the key tall wall deep in the previous five-year career. For successful manager survey found that nearly 87.1 percent of them showing this career trajectory: 2-4 years ago at the grassroots level positions, the first director of any early 5-6, the first 7-9 years as manager or senior manager, 10-12 years as director or vice president, general manager of the first 13-20 years of riding position.

According to the objective laws of career development, Konishi teacher for five years before you point out the main task of the work.

First year: entering the workplace, faded Sentimental

Bid farewell to the campus, and how the transition from student to independent career, and this is the first year of primary task. As young professionals, need to overcome personal and social imagination, drop the actual situation brought about by insecurity, to meet the enterprise software and hardware environment, grasp the rules and procedures of the work; in listen supervisors, colleagues guidance and management while obtaining companies and others agree. It’s like a butterfly chrysalis transformed into the experience, the work of the first year of the mentality of development process is difficult, but the result was wonderful!

Working in the third year: a clear positioning industry specializing in surgery

After working for several years, you will become an independent professional person should be the position within the company to find a particular aspect of professionals. If we say that the first job choice college has its chance and blindness; working two or three years, you should be able to base on self-awareness, develop their potential to re-evaluate their career goals and direction. If at this stage, you find that they are not suitable for the current job or no interest in the existing work, as soon as possible is the best way to change careers.

Work 2005: VS management experts, the pros and cons?

Time flies, you have grown in charge, by a “laborer” to “Auntie who” no longer stick to “secondary” role; the main task is to train others, suggestions, contacts with other departments within the enterprise, leadership, management, project team work.

However, the survey results showed that nearly 70.4 percent of the professional people fall in the “long-distance running career,” the fifth of six years, because at this stage need to learn to be responsible for someone else, to obtain satisfaction from the success of others. At this stage, if you cannot assume a management role, it should be established role as a professional in the field, and get a chance from the lateral development.

Indeed, not everyone can play the role of a good manager, like the character actor and character actor, as differences between the two roles often make “greedy” are two thankless. Attendant is the way to go then he troubled technology development path, or do sprints management positions? In personality type, employment aptitude diagnosis and testing, research showed an attendant and traditional type of personality traits. In other words, need to think like an attendant, analysis and creative work; at the same time, he does not like to play “wicked”, employees want to work with in an orderly, self-completion of their work.

In the consultation process, the teacher let Konishi attendant aware of: the role of director and staff of the existence of significant differences, executives and managers need to constantly playing “evil” to correct his men misconduct, even if this person had been good to you friend. In terms of skills, experience and rank matching principle, the officer should “light” professional, “heavy” accumulation management (coordination, communication, motivation and monitoring) capabilities.

According attendant personality preferences, characteristics of job satisfaction, career development consultant suggested that he had been accepted to determine and shape the career orientation professionals.

Based on the above cases and the development of the law, found that when choosing a long-term, stable development of career, you not only need to know what kind of work they want, what kind of work can be more important is the need to know what the policy means to achieve career advancement .