Career counselling can help you articulate the lifestyle and well-being you desire through improved career decisions. It does that by developing how to understand your career management strategy, your skills, and your strengths. With career counselling you recognise the skills that are marketable and transferable strengths, and learn how to refine and routinely use them to grow your professional career, micro-business or side hustle. Within limits, it can give you the confidence to choose where and how to apply those skills in support of your career. If you are in a relationship, in which both of you value a career, mapping your own values and needs is a first step toward working through the inevitable transitions and tensions of having a partner who values their career as much as you do.
The benefits of career counselling has been documented by Australian researchers. They concluded it works best for clients when career advisers use techniques and skills in specific ways that meet the particular needs of each client. My career development method is a systems approach focused on how to use your capabilities to improve your professional performance, or pivot to a new career track, side-hustle or solopreneurship. Enlarging how you understand your unique abilities can ease many of life’s stresses. It is a great way to get work life balance in your shared career orientated journey. It also provides serious support for the networking you need to do to realise the full benefit of your creativity and initiative.
For career counselling in Perth, this systemic approach to career management strategy is useful when:
- the stress levels from your current role is debilitating and destroying your life.
- you want to improve your long-term career resilience, flexibility and agility,
- the force of circumstances makes it important for you to create a side hustle to complement a sub-optimal role,
- you need a sounding board to help you through the repeated challenges of being a partner in a dual career couple.
A systems approach aims to catalogue the situations that enable you to be at your strongest. Using the prism of skills, talents and an awareness of what you really want from your career, grows your ability to evaluate desires and opportunities to realise them with confidence. My role is to be a catalyst assisting you to enhance how you use your gifts to advance your effectiveness across your entire life.
This is a personalised service, shaped to take into account your particular worldly experience, meet your unique needs, and name your strengths.
Benefits of career counselling
- Improve career and learning decisions
- Better well-being
- Improved quality of life, including engagement with your community, interests and values
- Increased capacity to live your desired lifestyle
- Develop more career resilience and flexibility
Career development aims to boost proficiency in career management so you can better balance your well-being. The changing world of work is affecting working women more than men according to the World Economic Forum. The changes affecting women often apply to anyone who is not a mid-career core professional in a substantial organisation, and anyone who has not continuously prioritised their career since their twenties, slowing and interrupting their career momentum. In the contemporary world of work even insanely talented people can struggle after career interruptions.
Career counselling situates your life experience in a holistic framework, and evaluating skill and strengths assessments. This generates a guide to actions that expand three career management skills: work-life balance; life-long learning; and a positive self-concept. Career management is a crucial expertise supporting you in the quest for a significant career and a satisfying relationship. One aim of my career counselling in Perth service is to advise on how to fulfil those goals with your personal ingenuity. This is important for people committed to creating and maintaining the meaning they draw from a career.
Shared career transitions in mid-career
Mid-career professionals aged 30 or more have a range of career development needs stemming from life-stage transitions. Additionally, they often have to overcome age and gender barriers in their workplace and with potential employers. Their professional career goals can include: a desire for continuing employment, both for the stimulation it provides, and the financial demands of lifestyle and retirement. The career management skills of work-life balance; life-long learning; and a positive self-concept grounded in a keen understanding of your capacities and limitations, are among the key career development needs as you get deeper into your professional journey.
Many professionals in Mid-career are likely to be in transition on several levels. Firstly, after establishing a career, around the age of 40 there is a transition to the maintenance career stage and mindset. A characteristic of this transition is to question whether to continue growing in your current professional role, or whether to re-orientate. The need to change roles often arises if there is a desire to reclaim aspects of your self that the prioritisation of other aspects of life has over-ridden, including “suppressed talents, interests and values.”
Once through that transition the next is the ‘Establishment’ stage. It usually continues into the mid-60’s. The primary career management task for individuals in Establishment is to preserve their professional self-concept. This can be a challenge for many people who struggle with standard evaluations of their career progress, and have begun to doubt the meaning of the work they have completed. The task of preserving your self-concept in these circumstances is often aided by consciously re-finding your self when you are in the mid-career mindset.
The extra career transitions facing women
Sometimes women have to navigate additional transitions in their 30’s and 40’s, such as returning to education or employment after a break. Professionals with a history of part-time and contract work also have fewer opportunities for ongoing roles, and face having to seek a new employment contract or project more often than professionals who never took time out to raise children or pursue their own business full-time. For many people in their 40’s an important factor in successfully dealing with these transitions is having a strong positive self-concept that can be projected into their day job. A strong, positive self-esteem is particularly important for professionals in mid-career if their employment finishes for reasons other than the natural end of a contract. Those reasons include changes like “relocation, family circumstances …and unexpected circumstances” that can often disrupt a writer’s career path.
By mid-career, further needs have to be accommodated within the expanding matrix of a professionals creative responsibilities — in seemingly every sphere of their life. In the mid-career transition, women often experience an emerging desire to include more of their self and personal time in the equation of their work-life balance requirements. Accommodating those needs within the demands already placed upon them from the extra pressure of running a career after the disruptions of early child rearing years, or constantly seeking new or renewal of contracts is clearly a challenge. Additionally, by mid-career, women, who are often earning less than their partner, often experience an increased demand to provide elder-care because husbands refuse to place their parents in a home or contribute to their care. The complexity of their lives and the magnitude of the challenge should not become a reason to diminish the significance of the new needs. The prioritisation of resource allocation to work out how to accommodate those needs during the crucial mid-career stage can be an investment that pays significant dividends later in your career.
New transitions as the economy changes
New transitions mid-career professionals need to take into account in career development, are being driven by transformations taking place in the world of work. The way work has evolved in Australia and other nations increasingly puts the responsibility for all elements of a person’s career on the individual rather than their employer. Now success with your career goals often comes from horizontal growth, rather than the linear progress through seniority or upward mobility in an organisational hierarchy. Careers are becoming multi-directional, and more commonly involve many organisations and roles.
In today’s world of work more and more “people experience a shortened version of the maintenance” career stage, in line with the flattening structures in many organisations and the replacement of full-time core professionals with gig based human resourcing.Unfortunately for professionals this often means having to devote more creative energy more often, to working out where the next role, contract or gig will be. In this environment people need to understand how their skills are transferable; and how to capitalise on, extend and increasingly re-orient their strengths, knowledge and skillsets. This often means the skill of lifelong learning to support career goals becomes a vital career development need.
In summary, the focus of Mikes Career Counselling Perth service is on three career management skills identified as priorities for people in the mid-stage of their career path. These are:
1) Build and maintain a positive self-concept by clearly identifying strengths and skills;
2) Participate in life-long learning supportive of career goals; and,
3) Maintain balanced life and work roles.
Why career advice can assist mid-career creatives
Mature workers of either gender often face difficulties obtaining employment after they reach 45. Professional women have an even greater challenge obtaining interesting work later in life, due to the greater complexity of their career path. Career management at mid-career has several aims, one of which is to do what can be done to secure your financial circumstances before age has a further impact on your income earning capability.
Many women already have a lower participation rate in the workforce; they are more likely to be employed in a part-time capacity; and their mean income is significantly lower than average. Furthermore, in the medium term the world of work is changing in ways that are eliminating significantly more of the sort of roles many women currently seek (retail, administrative, sales and customer service roles) are being replaced with newly emerging roles. Unfortunately, a World Economic Forum report predicted, of these female dominated roles, only one new role will be created for every six roles lost due to the structural changes in the years leading to 2021.
Women who do not want to attend to the tasks of solopreneurship often want to retain employment in the paid workforce. Being able to fund a creative lifestyle is chief among the benefits of ongoing employment. Another is having the capacity to self-fund your retirement. Employment is also desired by women because it provides complementary meaning, intellectual stimulation and creativity to their career. There is also the emotional damage of un and under-employment in the mainstream workforce when women suffer self-doubt about the quality or the output of their work. At times like that the research shows those who are unemployed or under-employed experience damaging effects to their psychological health.
If you think career counselling can benefit your shared life and career path please contact Mike through the contact page on this site or via Linkedin.
You can read more about Mike on the About page
If you are reviewing other career professionals in Perth please consider
- Carole Erkes and
they are both outstanding practitioners.
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