Strategic Career Management

Change management and strategic foresight don’t just help organizations sail choppy waters – they help people, too.  Before I worked in foresight and strat planning, I worked in career and leadership development.  The challenges of organizational strategy have echoes in career strategy: you often create a plan that’s relevant to one possible future – often an assumed future that you haven’t articulated or validated.  On the wildly positive side, though, strategic foresight opens up possibilities you may never have imagined.

For organizations, those possibilities can point towards new products, services, markets, and models.  For people managing their careers, it can point to career transitions, ways to make meaningful change within one’s current role and organization, or even ways to build a life they want around their career.  With both individuals and organizations, changes that result from good foresight and strategy can be impactful without being exhausting. In fact, the most strategic approaches look for the pebble you can use to make the most ripples, not the heaviest rock you can push uphill.

A strategic career approach works best for people who already have some life experience behind them.  Mid- and late-career professionals have some knowledge of what they want, what they don’t, and what they’re not willing to give up in order to find a more satisfying career.  They’re also more likely to be in the values vs. stability bind that is common when people start to consider their diminishing time to be the kind of person they want to be and make the impacts they want to make.  Those concerns are a great starting point for focused and strategic career advising.

If this resonates with you, book a free consult to discuss whether this approach will take you closer to the life you want.