Career shadows and Valleys– A Disfigured Perfection

“I want to develop myself in a progressive company in a role that which they can use my best of  the abilities and  I can learn and contribute to the business success.” This statement may  resonate withmany or at least amongst some? This is more identified as against real intent in a backdrop in an urge to place themselves in a goodie goodie light before the new employers.

The challenges with these thoughts or unexpressed thinking process is that they are similar to the likes of struggles in the continuum of “Career Satisfactions’ appeal” Vs “Career satisfaction“. Dealing with idiosyncrasy at the behest of transition. So now in this article we go in to explore and attempt to comprehend some of the eccentricities that people face during the times of career transition coaching that becomes  very important for a coach and the candidate.

“Career satisfactions’appeal”and the need to derive satisfaction from careers are two different phenomenon being dealt by people. Lets explore!

So what is “career satisfactions’ appeal”? To realise the same, it would mean an utopic feel of the satisfaction derived as a product of thinking based on developed or recorded perceptions in mind and has an appeal for a person involved in that process.This is surely an emotive fuel to move forward realistically as it is a set of postulated feelings!

Do all persons mean the same for the above?  Is the garnishing effect of the jobs considered career satisfactions appeal? Yes it could be identified as a close metaphor for the same but not in completeness.

“Career Satisfaction”on the contrary can be defined as “the feeling of achievement that one experiences in their jobs when they know that their work is worth doing– ‘after doing’, or the degree to which their work gives them the feeling: As an example, some people are more interested in job satisfaction than in earning large amounts of money, after working for a duration- especially when they mean so”.

The issues of “career satisfactions’ appeal”and “career satisfaction” varies, from simply the surface level good feeling an individual has based on their imagination about their jobs before and after the event respectively. As well complementing to the notion that the latter is essentially the psychological disposition of people towards their work when it meets their needs posthumously after experiencing the dimensions of work accomplishments. Bridging this gap often posits issues of clarity for some select for moving forward in making choices and decisions. One of the major psychic tasks to be managed well at the brain level is  in bringing these 2 poles on the continuum closer for the person to make a better choice as compared to a good choice – that will be a success hallmark for the candidate. These also mean not  at the cost of exclusion of helping or supporting joblessness related anxiety as a situation.

So we have the challenge of bridging the gap between the “Career Satisfactions’ appeal Vs Career Satisfaction”At this stage the process of transitioning does not really fructify unless, the next challenge for those in the process is supported to decipher to make the “choice” and then “decide”.

Is there a relationship between the individuals ‘choice making and decisions’ in the above context? Yes, choice making during the career transitioning is a process of data collection and sense making, while decisions are using one’s discernment based on career satisfactionof the past or career satisfactions’ appealahead. These two processes led appropriately becomes the success engine for the candidate.

In our professional endeavour of working across with people and supporting them to be successful, we have identified certain key variables that do impact success at the end of the working with individuals during transition. While narrativizing the key identified factors; whilst keeping other common factors as well in the background, it’s interesting to see the trilemma very relevantly associated to the process of reaching ones acceptable job and the appeal associated to it. Most of the job ‘satisfactions’ appeal’ is just striking the balance in theunderstanding towards awareness of the following three variables and the informed choices. This article may not be as related to those in the beginning of their career, but to those who have gone through career in the initial phases and touched the mid- career phase or moving to senior management roles.

While the success factors are still individual resilience centric with varying degrees of inputs, thefurther understanding here may help both the coach and candidate identify how fast an individual becomes aware of these three factors and how easily he or she is able to make the choices, determines the appeal of the job or career transitioning velocity that one takes up during the process.

The factors are:

  1. Protean career centricity
  2. Career entitlement centricity
  3. Nature of Role centricity

What does ‘Protean career’ mean – refers to the individual’s self-directed and values-driven career orientations who have own responsibility to choose the career and opportunities. The career orientation here is for a person in-charge in deciding , not what the organizations offers. Contrary to the popular opinion it is on; ‘achieving subjective career success through self-directed vocational behavior’. It is also a sub- set of Role dimensions aspect – but a conscious choice making being the key!

What does ‘career entitlement’ mean – refers to a persons’ shadowed ego based orientation to what they are supposed to be bestowed upon with. Here in this the individual is a victim of the fact that he is something or someone who is to be bestowed for somebody owning him for their organization. Though it’s a myth, some people who believe on this aspect, use this as a compass for making choices and moving forward.

What does ‘Nature of Role’ mean – refers to the whole gamut of dimensions of the role in terms of ‘Role- taking’ and ‘Role-making’.This dimension is about a steering in ability to caricaturing one’s role for efficacy. All this culminates into how one sees ‘his personality’ to the ‘personality of the role’; identifying one’s role success with other neighbouring roles etc and the resulting impacts.

Resolving this trilemma is the key step towards supporting an individual move to the next decision making process of how to go forward.  Why this aspect becomes a disfigured perfection is because of the nature of the identification of the trilemma amongst the candidate who may or may not be in a psychological position of accepting the reality. This also has cognisance of  the world view held by the coach on the same, which  on the contrary can also bring in what psychologist call as ‘enmeshment’.  While the above is not resolved, enmeshment does play the imbroglio. How fast a person going through the career transition is  supported to sediment it down to make profound choices, that fast they can lead or result in efficacious role or job listings,  for role identification  which would need to be pursued for selling oneself further with other aspects ortools like resume, networking and interviews and so forth……..tools are not the end in itself. So career transition is not about just merely taking the tools to use like ‘making a resume’ and ‘how to do’ stuffs……

That pursuance is the key to the finding and engaging in a career move which may lead to career ‘satisfactions’ appeal’or career ‘satisfaction’ posthumously to be put to use. The key denominator is how the coach manoeuvres these with the finesse while coaching.

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