Careers evolve on a spectrum ranging from career management to placement. Proactive careers would evolve from career management to organizational development to human resources to recruiting/placement, meaning clients are driving their career bus. Reactive careers move in the opposite direction, meaning clients have allowed their careers to drive them to their current location.
Every professional’s career evolution has a starting point, whether by choice or by default, and most professionals have allowed their careers to evolve from that point. Career coaches need to understand the roles of each of the organizational services/stages that a person could go through in their lifetime so that they can provide their clients with a viewpoint that creates awareness and the ability to take a proactive approach to their future.
The career evolution spectrum includes the following points:
- Career Management The combination of structured planning and the active management choice of one’s own professional career (Career management n.d.).
- Organization Development (OD) A planned, organization-wide effort to increase an ’organization’s effectiveness and viability (Organization development n.d.). The OD practitioner “diagnoses” (or discovers) the most important priorities to address in the organization, suggests a change-management plan, and then guides the organization through the necessary change. (Carter McNamara, MBA, PhD, Authenticity Consulting, LLC n.d.). Many times OD is charged with the development plan of certain skills that the organization deems critical to growth.
- Human Resources A term used to refer to how employees are managed by organizations, or to the personnel department charged with that role. The field has moved from a traditionally administrative function to a strategic one that allegedly recognizes the link between talented and engaged people and organizational success (Human resources n.d.).
- Recruiting The process of generating a pool of qualified candidates for a particular job. It is a set of activities an organization uses to attract candidates who have the abilities and the attitudes needed to help the organization achieve its objectives (Gros and Sonntag n.d.).