Career Pathways Are What You’ve Done, Not What You Do To Progress – Ditch the Map and Chart Your Own Course!

Career Pathways

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When it comes to the question of careers there is one thing I get asked for, more than any other, and that is…a career pathway! It is, as if, having a pathway that shows logical steps of progression (usually using job titles) means they too can follow that ideal path and progress into those jobs, right?

Wrong! In my experience and the experience of many hundreds of senior leaders, executives and managers that I have asked over the years (private sector) none of them had a career path and none of them followed one to get where they are.

For some reason, a few years ago, someone jumped on this idea as a way to pacify a growing desire from X Gens, and more recently millennials, to progress in their careers and sold a fantasy ideal that meant everyone could achieve whatever they wanted by following a formulated pathway to success…and now everyone wants one, but if you take away anything from this article please remember this:

Career pathways are what someone else has mapped out for you (not with you) and it is very unlikely that having a pathway will make any difference to whether or not you get promoted/progress in your career in the way you want/need given your starting point and the resources you have available.

Research supports this perspective. A study published in the Atlantic Press found that career development, including career paths and planning, significantly impacts employee performance1, however, the most effective approach to promotion or progression is not simply following a predetermined path.

The Myth of Linear Career Progression

Recent research from the Society for Human Resource Management (SHRM) emphasises that in the 21st century, HR professionals can no longer promise a position on the career ladder or a climb to the top4. The new paradigm requires employees to take control of their own career development.

So, let me lay it out there…

Nobody is going to promote you just because a career path says so.

Ask anyone more senior that you and they will tell you they didn’t have a career pathway to get where they are, but they will have got a history (career pathway) of what they have done. So let’s change the language people and stop wasting $millions on building lovely diagrams that add zero value so you can stop delegating your career and start owning it!

In a recent study I ran of over 2000 employees over 60% of them asked in one way or another for career support / development. In the commentary that followed there were a significant amount of people asking for career pathways. Yet, everyone that is asking for these has 1 thing in common…they all seem to think a career path is the same as career promotion/progression!

In 2024 I invited over 200 of those managers and leaders who had asked for more support on careers and career development to attend a free seminar on how to build their career and progress or get promoted in their business, with an option to join online too, or watch a recording. Just over 20 people turned up (I had expected/guessed at maybe 40). Now, this could be for a variety of reasons, but being a nerd I looked at average attendance in that business and compared to the norm, and this was significantly lower. So, why did they not come?

Interestingly after diving deeper there was a significant correlation between the number of people with development plans (that required individuals putting in effort and committing to develop, change or improve) and those that attended. Roughly 8-10% which brought me to a stark but interesting hypothesis:

People dream of the title, but dodge the effort that earns it” – Martin Lewis Knowles

In my findings, I am sorry to say that most of the people that ask for a career pathway want something to prove they deserve a promotion rather than something that they can use to learn or develop their expertise so that they can bring innovations, changes, or solid business impact that would actually get them there. They do not want to work tirelessly to find the ingredients that make a product or service unique, or grow a brand or business, or become a high performer – simply because that sounds like a bit too much effort!

These people believe if they have a pathway, then their company values them, believes in them and ultimately will deliver on the implicit promise that just because there is a logical route from one place to another they believe they can achieve it, and woe betide anyone that stands in their way. It creates a headache for HR and line-managers, as these box tickers insist that because they have some similar examples of achievement that means there is no time like the present to promote them!

I am sorry to say, that a career path that someone designed 1m, 1yr, or 1 decade ago in a different era, with different skills, experiences, behaviours, expertise, through a different lens and likely different markets/internal/external customers than you does not mean that you get to claim the prize without the effort and learning that went with it!

However, do not despair, for this is actually good news for you!

If 90% of people that want promotion can’t be bothered to work on themselves to get it, then that leaves the field open to you!

The Power of Personalized Career Planning

What you actually need to capitalise on this is a career plan!

A career plan is completely different. It is unique to you, it is about you, it is about your knowledge, skills, your behaviours, your experiences, your relationships and your business/sector. Because it is about you, it is unique to you, nobody can copy it and you own it, and providing you are objective about being subjective you can achieve greatness with it!

This aligns with the concept of personalized career development, which has gained traction in recent years. As highlighted by Hyperspace, personalized career development strategies empower individuals to shape their unique career journeys and achieve professional success2.

It can be scarier to some, as there is not a pre-existing framework to hang it on, but when you get the hang of it you will find that it makes much more sense than trying to fit yourself into someone else’s career box or ladder.

Key elements of effective career planning include:

  1. Self-assessment: Explore your knowledge, skills, abilities, past experiences, accomplishments, and interests4.
  2. Skill mapping: Identify existing skills and recognize untapped potential and hidden talents2.
  3. Goal setting: Outline short-term and long-term career goals that align with your passions and strengths2.
  4. Continuous learning: Focus on preparing for a lifetime of employability rather than company employment4.

Embracing Non-Traditional Career Paths

It’s crucial to recognize that career success doesn’t always follow a linear path. As noted by Mindler, non-traditional career paths can often lead to greater fulfillment and success7. To thrive in new age career plans should:

  • Cultivate a growth mindset
  • Face challenges head-on
  • Explore diverse opportunities
  • Nurture passions beyond your current field
  • Build transferable skills through continuous learning

By adopting these strategies, you’re more likely to create a career that’s not only successful but also personally fulfilling.

In conclusion, while career pathways can provide insight into possible linear progression and keep people happy in the knowledge the seemingly impossible is possible, they shouldn’t be viewed as a guaranteed route to success. Instead, focus on developing a personalized career plan that aligns with your unique skills, interests, and goals. Remember, your career is a journey that you control, not a predetermined path set by somebody that doesn’t know you and is nothing like you!

Citations:

  1. https://www.oecd.org/en/publications/promoting-better-career-mobility-for-longer-working-lives-in-the-united-kingdom_2b41ab8e-en/full-report/supporting-career-progression-in-the-longevity-era_14258a54.html
  2. https://www.atlantis-press.com/article/126007703.pdf
  3. https://www.shrm.org/mena/topics-tools/tools/toolkits/developing-employee-career-paths-ladders
  4. https://hyperspace.mv/personalized-career-development/
  5. https://www.mindler.com/blog/exploring-non-traditional-career-paths-finding-fulfilment-outside-the-norm/
  6. https://quod.lib.umich.edu/m/mjcsloa/3239521.0025.102/–how-sustained-service-learning-experiences-inform-career?rgn=main%3Bview%3Dfulltext
  7. https://ojs.unimal.ac.id/ijevs/article/view/2758
  8. https://ouscholars.oakwood.edu/cgi/viewcontent.cgi?article=1001&context=faculty_dissertations

Responses

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  1. Gr8 take on career paths! 💯 Agree ppl need 2 own their growth, not rely on preset routes. Real success = effort + skills, not just titles. Love the quote abt dreaming of titles but dodging work. So true! 🎯 Ppl gotta focus on adding value, not just climbing ladders. Thx 4

  2. Gr8 insight on personalized career planning! 💯 Totally agree that cookie-cutter paths r outdated. Gotta own ur journey & skills. Love the focus on continuous learning & growth mindset. Wondering tho – how do we balance flexibility w/ some structure? Maybe combo of both?

  3. Super insightful take on career paths! 💯 Agree that blindly following preset routes ≠ success. Real progress comes from hustling, developing skills, and making an impact. Pathways can inspire but shouldn’t be seen as guaranteed promotions. Gotta put in the work and create your own opportunities! 💪 #OwnYourCareer

  4. Wow, hot take on career paths! 💯 Agree w/ author – no magic formula 4 success. Ppl need 2 own their growth, not just follow pre-made map. But maybe pathways still useful 4 inspo/direction? 🤔 Key = ACTION + RESULTS, not just titles.

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