“I had been on autopilot much of my career. It dawned on me for the first time that I had been hiding out in my relationships with others, fearful, and unwittingly sabotaging my own successes. I feel that I have been freed up tremendously, and I am excited about the future. As a result of Robertson Lowstuter’s Career Assessment program, I have established deeper, more supportive connections with those I erroneously viewed as my opponents.”

VP, Human Resources

“Whatever you can do, or dream you can, begin it.

Boldness has genius power, and magic in it.

Begin it now!”

Goethe

If you are waiting for your company to tap you on the shoulder and give you a promotion for your great efforts, you are in a 1970’s time warp! Wake up and take charge of your life and career! In the 90s and beyond, assertive career self-management and self-promotion are the norm. Individual departmental protectiveness is out; results-driven team collaboration is in. The “new millennium” has a new ground rule—“take charge” of your career and your life.

Increasingly, organizations are encouraging their employees to take complete accountability for the management of their careers and to not rely solely on the company to present advancement opportunities to them. This departure from the tradition of patiently waiting for things to materialize mandates that employees take a decidedly proactive approach to their careers. It is now commonly accepted that lifetime employment guarantees have vanished, as well as employers’ sense of obligation in this regard.

As companies have undergone restructuring and reengineering, many proven pathways to promotional opportunities have been eliminated as advancement layers and tracks have disappeared. In addition, there are no guarantees that talented mentors will remain for long periods of time, given the increased mobility of executives due, in part, to irresistible compensation packages. Because of this uncertainty, there is a critical need to help valued contributors address employment/promotional issues. Ironically, companies are most in danger of losing their fast-track, high-potential employees, upon whose shoulders the company’s growth rests, if these important career management issues are ignored.

As career coaches, we critically assess valued employees’ talents, skills, abilities, capabilities, commitments, career objectives, and career options, as well as those behaviors which empower/disempower the person. These highly-customized programs, processes really, are designed to help people take charge of their careers and their lives. Robertson Lowstuter’s Career Assessment initiatives create a meaningful focus for people so they might optimally channel their energies and resources to fully achieve their potential.

Move to our Articles and Insights article, “26 Questions to Ask Yourself as You Explore Chosen Career Paths.” It may rekindle your passion, focus your job search, and provide the grounding you need to move your search to the next level.

Next Steps

RL’s Strategic Career Assessment and Planning program may be for you if you:

1. Manage talented employees and are committed to helping them optimize their skills and abilities.

2. Are frustrated in your role and feel somewhat unfulfilled in your career and lack true focus.

3. Are interested in developing careering options for yourself, including a promotion strategy.

Contact the RL team to learn more about how we can diagnose career roadblocks and develop meaningful strategies.

Change Management | Career Enhancement and Development | Career Transition and Outplacement