Career Anchors

Happy New Year! I don’t know about you, but I, for one, am relieved that we’re starting a new year. Last year was very challenging so many reasons all familiar with, not the least of which being how our work lives became completely upended. Many continue to struggle with challenges such as spillover effect, phenomenon when life spills over into family and vice versa, Zoom fatigue, or missing face-to-face interactions colleagues, just name few. For most part, we have adjusted (some more than others) working from home (WFH). But jury is still out on whether WFH will become “normal,” return offices, organizations, campuses vaccine becomes widely available, pandemic begins subside? in event does normal, it also follow jobs number us result? At beginning this year, may be apprehensive what future holds their current position, they’re thinking could time job change. OK, then what? Because everyone’s situation unique, there going “one size fits all” answer. month’s column refer back 2 my earlier columns are relevant anyone engaging search, followed by delving concept career anchors, Edgar Schein’s seminal early 1960s. An almost 60-year-old model strike you woefully date, recently 2016, demonstrated anchors typology has successfully withstood test time. This why use Career Anchors Assessment coaching clients explore evaluate opportunities. My February 2020 issue Nurse Leader discussed hiring manager perceptions “you’re overqualified” particular role.1Brooks B.A. Anticipating managing dreaded overqualified”.Nurse Leader. 2020; 18: 12-13Abstract Full Text PDF Scopus (1) Google Scholar Recall perceived overqualified signals candidate’s lower levels interest in, therefore commitment to, an organization, meaning candidate automatically turnover risk hire because supposed other options. As if search isn’t already enough! April reviewed “fitting” idea concurrent interacting forces between individuals environments—the individual influencing his her environment, environment impacting individual.2Brooks Will fit in?.Nurse 103-105Abstract Fit been studied at supervisor, job-role level, resulting understanding value congruence can impact work-related outcomes either positively negatively. So, you’re considering role yourself you’ll need carefully consider your values align those potential employer. Tip: leave luxury brands closet! Beginning 1960s, Schein ways conceptualize adult’s career.3Schein E.H. Van Maanen J. job/role planning: tools talent management.Organ Dyn. 2016; 45: 165-173Crossref (20) Through feedback refinement continued 1980s, 40-item Self-Assessment4Schein Anchors: The Changing Nature Work Careers Self Assessment.4th ed. Wiley, San Francisco, CA2013Google helps adults articulate goals aspirations they careers. Even through recent turbulent times restructuring, rightsizing, downsizing organizations roles undergone, same 8 remain day. any who unaware Self-Assessment, different competency self-assessment, aptitude, integrity, emotional intelligence, behavioral, personality tests, each serve own unique purpose, example, providing insights improve teamwork, communication, leadership. informs prefer managed, developed, rewarded, guide evaluation that, like say, “will make heart sing.” maintains often begin careers focusing Technical/Functional anchor (defined below) develop skills required job. Some find rewarding entire career, whereas others, first rung ladder. equally important, really means yet face where give up one other.5Schein Careers. Participant Workbook.4th Our “like” “good at” evolves experience work. Typically, takes 10 years before enough identify define anchor—that central value, key motive, dominant set competencies—the would up.3Schein Although stable time, temporary deviations overqualified. way today’s structured within one’s always match. Classic examples accomplished staff RN unable perform nurse role, doesn’t stays pays well. Each (remember, up) briefly defined below. opportunity apply area even higher level. General Managerial climb level high organization enable integrate efforts others across functions, responsible output unit organization. Autonomy/Independence way. Security/Stability wanting employment security tenure Entrepreneurial Creativity create enterprise own, built abilities along willingness take risks overcome obstacles. Service/Dedication desire pursue achieves something making world better place live, solving environmental problems, improving harmony among people, helping people’s safety, curing diseases products. Pure Challenge solutions seemingly unsolvable succeed tough opponents, difficult Lifestyle permits balance personal needs, family’s requirements career. self-assessment inventory used management succession planning, although assessment rarely manner. believes designed meet needs rather (read: anchor) individual.3Schein Conversely, no present forms—such decentralized, flatter matrix, virtual organizations—that fulfill someone’s anchor. ask his/her available consistent planning. Imagine includes types responsibilities, accountabilities, projects thrive. Or rapidly evolving “gig” economy. Can open doors possibilities considered? We might tempted stereotype leaders 1 (General/Managerial Service/Dedication), fact nursing occupation composed meets anchors. nurses doing job, appear. Consider team versus another thrives Challenge. Their reflected part explain show role. Understanding inform rewarded. So these data sing”?