Self-development replaces corporate career management or guaranteed employment. Traditionally companies told us what’s necessary to perform a task or job satisfactorily. The company then provided resources, training, and incentives to ensure the task was performed according to company policies, procedures, and expectations. This has now changed as more companies move towards a system of developing employee potential through self-development.
Through self-development, we’re encouraged to enhance our skills, knowledge, and capabilities. A company can tell us what needs to be done to meet its strategic goals but we’re ultimately responsible for ensuring we have the skills to do our jobs.
There are several major assumptions in self-development. First, our employers or customers rely on us to determine what’s the best method to do a job and to develop the right career path to get there. As well, our employer says that accountability for success is now shared between the company and us. We assume more responsibility for our work. We must show initiative, seek opportunities, be resourceful, and get the job done. In other words, entrepreneurial value must be added.
What’s in it for us? The employer will offer education, training, and learning opportunities, which may lead to new projects, a lateral transfer, or even a promotion. Since lifetime employment is less of an option, we avail ourselves of training for self-development and for self-renewal. As more job postings detail specific requirements, we know what needs to be done to get the next promotion, job transfer, or even start our own business.
Life Lesson Earned: I think that I’ve paid my dues. I have experience. I have the right knowledge, skills, and abilities to do the job. Now, my boss wants me to have another ticket punched. I resist. Not smart. Gotta keep up. Whatever occurs, we’ll all evolve into itinerant professionals.