ProvDev

Testing Your Career Savvy:

Get into Shape
Learning Outcomes
Differentiate job and Identify Personal
01 career. 02 Strengths.

Determine how
Determine job generation differences
03 preferences. 04 affect the workplace.
Learning Outcomes
Discuss why personal assessment is the key
05 factor leading to career satisfaction.

Develop a plan of the process, challenge, and

06 commitment necessary to exercise career
option.
“Yesterday is the past, tomorrow is the
future, but today is a gift. That is why
we call it present.”

— Bil Keane
 Career
Planning
“Continous self-evaluation and planning
process done to have a strong career
path which is aligned to one’s career
goals, aspiration and skills.”
 Career Planning
● Express Yourself
● Proclaim Your Uniqueness
● Expands your world
 Ask Yourself
Do you want to have a career that meets your
needs, complements your personality, inspires
you to develop your potential, and supports your
vision and purpose?
 Ask Yourself
Are you someone who deliberately chooses
the type of life you live rather than settling
for what’s convenient and available?
01

Personal Assessment
Self awareness = first step
 Super’s Self-Concept Theory

We differ in abilities, Every occupation

interest, and has a characteristic
personalities. pattern.
 Super’s Self-Concept Theory

Each person is Vocational

qualified for several preferences and skills
occupations. change over time.
 Super’s Career Stages

Growth Maintenance Disengagement

Birth –
Exploration Establishment
Age 15 - 24 Age 25 - 44 Age 45 - 64 Age 65+
age 14
 Super’s Theory
● It is the nature of any career pattern to be influenced by parental
socioeconomic level, mental ability, personality characteristics,
and opportunities.
● Work satisfaction and life satisfaction are dependent upon outlets
being provided for our abilities, interests, and values.
Life Stages
Reality
 SILENT:MATURE/TRADITIONAL
1925 – 1942
● World War II, Great Depression
● DEPENDABLE | STRAIGHTFORWARD | TACTFUL |
LOYAL
● Values history, work experience, the company legacy, and a
strong tradition based on loyalty, hard work, and conformity
 BABY: BOOMERS
1943-1960
● Vietnam War
● OPTIMISTIC | COMPETITIVE | WORKAHOLIC | TEAM-
ORIENTED
● Focus on personal goals and achievement, sacrifice for
success
 GEN X
1961 – 1981
● AIDs epidemic, the dot-com boom
● FLEXIBLE | INFORMAL | SKEPTICAL |
INDEPENDENT
● Diversity, work-life balance, their personal-
professional interest rather than company’s interest
 MILLENNIALS: GEN Y
1982 - 2000
● 9/11, internet
● COMPETITIVE | CIVIC – OPEN MINDED | ACHIEVEMENT -
ORIENTED
● Responsibility, the quality of their manager, unique work experience
 GEN Z
2001 - 2020
● Life after 9/11, The Great Recession, Access to technology at the young age
● GLOBAL | ENTERPRENEURIAL| PROGRIESSIVE | LESS
FOCUSED
● Diversity, personalization, individuality, creativity
 Differentiating Between a Job
and a Career
JOB CAREER
Series of tasks or activities that are The integration of our
performed within the scope of what personality with work activities
we call work
Career
Satisfaction

Family
Job/Career Relationship Money
Career Satisfaction

• Reevaluate yourself and your career path continually.

• Look for a series of alternatives and career options that fit
your life stages.
Choosing and Changing Career

 Establish short term and long-term career goals.

 Know who you are and what your preferences and talents
are.
 Develop Your BRAND
The Process and the Challenge
Self-discovery is an important part of the career
01 planning process.

02 Become an active and committed participant.

Understand that confusion and discomfort are a

03
natural part of this process.
“Genius is one percent inspiration and
ninety-nine percent perspiration”

— Thomas Alba Edison