1. Life Time Career Support

2. Today’s best and the brightest face different careers
than their earlier generations

3. The “typical”
traditional
career

4. Traditionally you started your career by picking the right
company to work for - fitting your skills, strengths, and
aspirations
Contribution
25

5. In addition to picking the right company, the next step was
to convincingly make your mark before 40…
Contribution
25 40 Age

6. … which would set you up for "making a real
difference" between 40 and 55
Contribution
25 40 55 Age

7. This would put you in a position to be able to leverage
after 55 (or prepare to retire)
Contribution
25 40 55 Age

8. What is different in
today’s typical
career?

9. Today's best and brightest will no longer have a single
career defining employer - but more likely more than
five or even ten

10. Demographics will also force today's best and brightest to
pursue much more extended careers
Contribution
25 40 55 Age

11. And they will have to do so in an altogether substantially
more dynamic, complex, global, and faster changing
environment

12. So what does this mean?

13. First of all, the increased business dynamics fuel the risk of
professional irrelevance during a career

14. Which is unfortunate as extended careers require just the
opposite: we need to stay professionally relevant much
longer
Contribution
!
25 40 55 Age

15. On top of that, our multi-company careers frustrate the
consistency and continuity of our career and
development support

16. In short: Ouch!

17. What to do?

18. It is prudent to rethink our ideas of an ideal career

19. It is no longer only about how quickly you can make a real
difference - but with extended careers - it is as much
about for how long you can continue doing so
!
Contribution
25 40 55 Age

20. The faster changing business environment also erodes the
value of a single career learning curve
Learn &
(Potential) Contribution
Grow
Capitalize on
Experience
25 40 55 Age

21. Instead it will become paramount to indefinitely
maintain our ability to learn and grow
(Potential) Contribution
Obsolete
Experience
25 40 55 Age

22. It is also prudent to rethink what we require in terms of
career and development support
Career & Development Support
? ?
Multi-Company Extended
Careers Careers

23. So what about Career &
Development Support?

24. For starters, Career & Development Support used to be
either good or not so good, now it is certainly
discontinuous and inconsistent

25. This makes it prudent to see how we can create multi-
company focused career & development support to
complement in-company offerings
+

26. For example, by providing a means for a company
independent personnel file - much like the (future)
computerized patient records in healthcare

27. Or for example by assuring availability of, and access to,
comparable skills and personal driver assessments…

28. … providing input to Career Coaching specifically focused
on Multi-Company Career progression

29. Access to a core career development curriculum can
help individuals to close gaps in their formal development

30. Another thing to consider is how to create and maintain
true professional peer groups across multiple
companies for informal career support

31. Last but not least, new ways of matching the career
needs of individuals with the contribution needs of
companies will have to be explored

32. What does it all mean?

33. More so than ever your career is now really your own
responsibility - and things have become more
complicated on top of that

34. Fortunately there is a growing number of tools to help
you manage your career and development

35. Leaving you with a potentially much more rewarding and
durable career progression.......!