1	Understanding Vocation in a Changing World LDRS 520 Azusa Pacific University Operation Impact Addis Ababa, Ethiopia Dr. Michael Bischof
2	Understanding Vocation in a Changing World Introduction What is your current occupation, job or role and how long have you been doing this?
3	"Syllabus Overview" Syllabus Overview Books – required and recommended Assignments Important Dates Course Policies Communication – this is a distance-learning course supported by online learning (e-mail) My e-mail address – michael@souleader.org Your e-mail addresses (sign-up) – if it changes you need to let me know!
4	Understanding Vocation in a Changing World Introduction What are hopes & expectations for this class? On a 3 x 5 card, write down at least ONE thing you hope to get out of this class.
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8	"“You have the brains..." “You have the brains in your head. You have the feet in your shoes. You can steer yourself any direction you choose. You're on your own and you know what you know. And you are the one who'll decide where to go.” -- Dr. Seuss
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11	Understanding Vocation in a Changing World Introduction Concepts
12	Understanding Vocation in a Changing World Introduction Concepts Pick the three concepts you most resonate with (if you like, add one of your own.) Write them down Find someone with a different list than yours and share with them what you chose and why? These words illustrate the diverse angles on the general concept of work. The variety of concepts can confuse the basic questions. The different concepts carry different attitudes.
13	Understanding Vocation in a Changing World Introduction Three Concepts we will focus on: VOCATION WORK CAREER DEVELOPMENT
14	Understanding Vocation in a Changing World Introduction Class discussion Why do you work? Why are you in the job you are in now? Do you find meaning and purpose in your work? If so, how? If not, where do you find meaning and purpose?
15	Understanding Vocation in a Changing World Introduction: Vocation Understanding Vocation Two Basic Historic Perspectives Vocation as MAZE: Find your Call! Vocation as MATRIX: Where you Are!
16	Understanding Vocation in a Changing World Introduction: Changing your “Paradigm” toward Work Learning to ask the right questions
17	Understanding Vocation in a Changing World Introduction: Work Not: Why do I have to work? But: What work am I personally compelled to do?
18	Understanding Vocation in a Changing World Introduction: Work Not: How can I get a promotion? But: How can I improve myself within and beyond my career?
19	Understanding Vocation in a Changing World Introduction: Work Not: How can I make more money? But: How can I be more satisfied that my contribution is meaningful and a service to the well-being of others?
20	Understanding Vocation in a Changing World Introduction: Work Not: How can I impress my boss? But: How can I discover my inner calling and be true to myself?
21	Understanding Vocation in a Changing World Introduction: Work Not: As a leader, how can I get others to do what I want them to do? But: How can I, as a leader, help others discover their true vocation and apply it to the work we are required to do?
22	Understanding Vocation in a Changing World Introduction: Work Not: But: In groups of two, come up with two more statements that might help us make sense of what we are about to learn.
23	Understanding Vocation in a Changing World Introduction: Organizational Career Development
24	Understanding Vocation in a Changing World Introduction: Career Development Career Development: Organizations & Individuals
25	Understanding Vocation in a Changing World Introduction A History of Work The Book of Genesis Humans were made to work: “Co-creators” with God They did small, but meaningful, work They were to do their work faithfully They were expected to rest from work When evil came into the world, work was made difficult and never ending, never satisfying.
26	Understanding Vocation in a Changing World Introduction Work The Classical western view of work The Greeks, such as Aristotle said: Work is a Curse It is beneath the dignity of the thinking person It is enslaving It requires that leisure time be limited The Middle Ages view of work The religious influence: sacred – secular separation Ordinary “uncalled” people were second class citizens to the “called” religious workers.
27	"“If a vocation represents..." “If a vocation represents a call of God to serve him in the world, then that vocation is sacred because it comes from God. It therefore makes no sense to speak of a secular vocation; such a phrase is a contradiction in terms. A vocation, because it comes from God, is sacred.” Gordon T. Smith – Courage & Calling
28	Understanding Vocation in a Changing World Introduction Work The Renaissance & Reformation view of work Humanists/Protestants revived the dignity of work Work is a privilege for all of God’s people Work is satisfying Work involves stewardship of all that belongs to God Work involves service to humankind All are “called” to some kind of work Our vocation comes to us through our station (roles) This became known as “the Protestant work ethic.”
29	Understanding Vocation in a Changing World Introduction Work The Era of the Enlightenment view of work The Protestant work ethic lost its divine purpose The stewardship concept was lost. Care for that which belongs to God was replaced with a tendency to exploit and use people and things for one’s own benefit The service concept was lost The purpose for work became to make money, possess things, and achieve power
30	Understanding Vocation in a Changing World Introduction Work The 19^th Century view of work Industrial development meant that work could result in increased wealth…for a few. Machines resulted in the division of labor & specialization Workers were separated from the product of their work The result was alienation from local values, meaningless tasks, and corporate competition Some rebelled against these realities Marx sought freedom for workers through a leveling of the classes The Romantics sought to put value on work in and of itself
31	Understanding Vocation in a Changing World Introduction Work The 20^th Century western view of work Mixed perspectives A “necessary evil” for making money. Something to escape from through a form of leisure called entertainment or “amusement” The result is a vicious cycle The worker works to earn money. The culture encourages workers to spend their money on entertainment. The entertained worker’s money is gone, so back to work he goes. Work, though an “evil,” is also an idol for “worship.” It serves as a symbol of status & success.
32	Understanding Vocation in a Changing World Introduction Work The 21^st Century global understanding of work Move from the “Industrial Age” to an “Information/Knowledge-Worker Age” Assets are not “things” but “people” True greatness comes as a result of finding your “voice” (calling, vocation) and inspiring others to find theirs
33	Understanding Vocation in a Changing World Key Concepts Vocation: A life “Calling” that is unique for each person. The reason you are who you are and do what you do. Not just for religious workers, but a sacred opportunity for all Our vocation – within, through, and beyond our regular responsibilities – is that which gives our lives purpose, satisfaction, and meaning.
34	Understanding Vocation in a Changing World Key Concepts Vocation In some situations, a vocation is lived out through one’s occupation. In other situations, one’s occupation is a way to support family, but vocation is fulfilled in other ways. Don’t confuse “vocation” with occupation, job, or career.
35	Understanding Vocation in a Changing World Key Concepts Occupation: the field of work that occupies one’s time and effort and for which one is usually paid. For example: “To teach 8 ^th graders at ABC School” or “To lead a health organization for AIDS prevention.” In the emerging world, occupations are not as neatly divided as they once were. For example, “I am employed by a health organization to teach 8th graders about AIDS prevention.”
36	Understanding Vocation in a Changing World Key Concepts Job: the task or assignment expected of you. A job may be short term or ongoing. For example: “To prepare lesson plans, provide discipline in the classroom, gives tests, and grade papers” or “To garner financial support from international business organizations so we can increase our programs among teenage youth.” In the emerging world, people do different kinds of jobs, move from job-to-job, and may even be replaced at their job when someone figures out how to do it faster.
37	Understanding Vocation in a Changing World Key Concepts Career As in Careening in a direction; movement ahead. “External Career” = The stages, transitions, and tasks of an occupation. For example: a career in government or engineering “Internal Career” = The stages, transitions, and tasks as they are experienced by individuals in the context of their working life within a particular occupation. For example: “his business career…” or “her career as a teacher…”
38	Understanding Vocation in a Changing World Key Concepts
39	Understanding Vocation in a Changing World Journal Journal Entry #1 Take some time to write out what you believe to be your vocation… How is this different from your career, occupation, and job?
40	Understanding Vocation in a Changing World Journal Journal Entry #2 Today we have offered a set of ideas that have provided a historical & spiritual perspective and other things that are in the realm of organizational theory. What has been most helpful for you? What has been least helpful?
41	Understanding Vocation in a Changing World Session 2
42	Understanding Vocation in a Changing World Thought of the Day “If you want to identify me, ask me not where I live, or what I like to eat, or how I comb my hair; but ask me what I am living for, in detail, and then ask me what I think is keeping me from living fully for the thing I want to live for.” - Thomas Merton
43	Understanding Vocation in a Changing World The Individual in the Organization The Four D’s* in IDENTITY Destiny Design Desires Development * Based on material from Grace Barnes
44	Understanding Vocation in a Changing World The Individual in the Organization DESTINY Destiny Your “calling” or “true vocation” Purpose and Mission in life Organizational Match, or Fit Personal Fulfillment Unique contribution “Why am I here?”
45	Understanding Vocation in a Changing World The Individual in the Organization DESTINY “Vocation does not come from willfulness, it comes from listening.” * Parker Palmer, Let Your Life Speak Be careful who you listen to. Be careful about the tendency to idealize the vocation of cultural or spiritual heroes. Listen attentively, reflectively, and carefully to the voice of vocation deep within you. Listen by watching yourself do what you do, listening to your passion, and getting feedback.
46	Understanding Vocation in a Changing World The Individual in the Organization DESTINY Vocation is “the place where your deep gladness meets the world’s deep needs.” * Frederick Buechner, Wishful Thinking Don’t start with need…there are too many. Awareness of a need does not necessitate a “call.” If everyone met the need that only they could meet, the world would work much better.
47	Understanding Vocation in a Changing World The Individual in the Organization DESTINY Vocation is not just about who you are, it is also about “whose you are.” * From Dietrich Bonhoeffer, Letters and Papers from Prison You belong to God. You belong to your family and your people. You belong to a work environment.
48	Understanding Vocation in a Changing World The Individual in the Organization DESTINY “Vocation matures and develops. It evolves to a fuller level of expression. It changes focus in response to changes in our life circumstances as we mature emotionally, as we grow older and experience physical changes, and as we see ourselves and our world differently.” * Gordon T. Smith, Courage & Calling: Embracing Your God-given Potential
49	Understanding Vocation in a Changing World The Individual in the Organization DESTINY A true VOCATION is Unique and Authentic. A true VOCATION is Compassionate and Giving. A true VOCATION is Communal and Local. A true VOCATION is Maturing and being Enhanced.
50	Understanding Vocation in a Changing World The Individual in the Organization DESTINY What you are made to do: teach, lead, administer, create, help, produce, inspire… What you are made to accomplish: freedom, learning, community, development, change, health, spiritual growth, innovation, wealth… Who you are made to best serve: other professionals, students, the poor, children, citizens, fellow believers… Where can you best do this: government, school, business, church…office, classroom, among the people, hospital.
51	Understanding Vocation in a Changing World The Individual in the Organization DESIGN Design – 5 Areas to Look at: Internal Passion Natural Abilities or Talents Acquired or learned Skills Developed Strengths Personality or Temperament
52	Understanding Vocation in a Changing World The Individual in the Organization DESIGN Passion What is your passion? Passion = a strong feeling or emotion, something that is desired intensely Passion Exercise: Answer the following questions and circle that which stands out ( Based on material by Karl Edwards, Bold Enterprises, www.boldenterprises.com)
53	"Passion" Passion SOURCES OF INSPIRATION Who speaks most powerfully into my life? What people, words, or stories have “followed” you over the years? They continue to speak deeply to you, serve as guideposts, models, inspirations and/or challenges. Examples: heroes, mentors, religious texts, poems, literature, quotes, songs, stories, movies, etc.
54	"Passion" Passion ENERGYZING ACTIVITIES Where do I feel most fulfilled? Activities that bring pleasure or increase energy can provide insights to motivations that may translate to the workplace. Examples: talking, listening, riding my bike, debating issues, working in the garden, cooking a good meal, finishing up a big project, facilitating a meeting, organizing a party, coaching a sports team, etc.
55	"Passion" Passion UPSETTING ISSUES What makes me frustrated or angry? Issues that upset, annoy, or anger us are often clues to what we value. That we get upset at a certain violation may suggest an underlying value that we had not previously known we held. Examples: being micromanaged, people who don’t follow through on what they say, meetings that take too long, etc.
56	"Passion" Passion NATURAL ROLES Where do I best fit in? How do you find yourself participating when working with others or on projects? Toward what roles do you naturally gravitate in group settings? Examples: director, nurturer, critiquer, change catalyst, peacemaker, motivator, mentor, organizer, idea developer, researcher, etc.
57	"Passion" Passion CORE CONVICTIONS What is fundamental to my world view? Your deepest beliefs about how the world works and/or how it should work. Values, creeds, self-image, assumptions about people, organizations and systems. Examples: everyone deserves a chance to prove themselves, freedom of speech or expression, I’d sacrifice anything for my family, every person is vital on a team, etc.
58	"Passion" Passion CARE-AROUSING NEEDS What needs to be different? What sorts of things do you observe that others seem to overlook? Examples: some people are not doing their jobs, an ignored problem, lack of communication, lack of coordination, support systems where needed, impersonal bureaucracies, redundant paperwork, etc.
59	"Passion" Passion FRUSTRATED DREAMS What feels just out of reach? Dreams often illustrate an ideal form of something we cannot yet consider in our lives Examples: own your own business, get an advanced degree, get an important promotion, get in shape, change profession, take up a hobby, write a book, run for public office, etc. Complete the sentence: I have always wanted to . . . If money were no object, I would . . . If there were more hours in my day, I would . . .
60	"Passion" Passion SPECIFIC WORK CONTEXTS For whom do I have a heart? As children we wanted to “grow up to be” a . . . As adults, we can also be drawn to a particular group of people or role in society Examples: teenagers, the poor, single mothers, the unemployed, homeless people, workers in transition, etc.
61	"Passion" Passion Journal Workbook Write a summary of your passion – “I have a passion for . . .” This is a summary of your answers to the 8 questions we just spent time on
62	"Passion" Passion Exercise In groups of 2, share your passion with someone else If you’ve had trouble writing your passion, you can share your answers to the 8 questions and get some feedback from them about your passion
63	"Talents & Skills" Talents & Skills Talents: What a person does well. You were born with certain inclinations, called talents, that can either be developed or left dormant. “Your talents are those recurring patterns of thought, feeling, or behavior that you can productively apply” (Buckingham & Clifton, 2001, p. 49). Skills: What a person has learned to do well. “Skills determine if you can do something, whereas talents reveal something more important: how well and how often you do it” (p. 58). Question: What do you do well or have learned to do well? Make a list of as many as you can think of . . .
64	"Strengths" Strengths The Clifton StrengthsFinder© Now, Discover Your Strengths by Marcus Buckingham & Donald O. Clifton Strengthsfinder 2.0 by Tom Rath The StrengthFinder Assessment: Provides affirmation Gives you language Helps you pay attention and reflect Helps others to understand you Helps you to understand others Provides awareness of possible “shadow sides” to your strengths
65	"Strengths" Strengths “My strengths are those specific activities at which I do well and for which I still retain a powerful appetite.” (Buckingham, 2007, p. 21). “Your strengths are what strengthens you.” (Buckingham, 2007) Strengths, therefore, are talents that have been developed so that a person has “the ability to consistently provide near-perfect performance” (Rath, 2007, p. 20). Talent + Knowledge + Skills + Passion = Strength
66	Conversation Share with one other person what you believe to be some of your “potential” strengths? Share a story of how you recently worked in one or two of your strengths.
67	The Highest Achievers Spend most of their time in their areas of strength Focus on developing and applying their strengths and simply managing their weaknesses They don’t necessarily have more strengths—they have simply developed their strengths more fully and have learned to apply them to new situations Use their strengths to overcome obstacles
68	Strengths and “FLOW” “Flow” = a theory of optimal experience – the state in which a person is so involved in an activity that nothing else seems to matter; the experience itself is so enjoyable that people will do it even at great cost, for the sheer sake of doing it Csikszentmihalyi ,1990, p. 4
69	Strengths and “FLOW” “Because of the total demand on psychic energy, a person in flow is completely focused. There is no place in consciousness for distracting thoughts, irrelevant feelings. Self-consciousness disappears, yet one feels stronger than usual. The sense of time is distorted: hours seem to pass by in minutes. When a person’s entire being is stretched in full functioning of body and mind, whatever one does becomes worth doing for its own sake; living becomes its own justification…” (Csikszentmihalyi, 1997, pp. 31-32)
70	"Temperament" Temperament the combination of mental, physical, and emotional traits of a person; natural predisposition The Keirsey Temperament Sorter
71	"Temperament" Temperament The 16 Types: Personal Usefulness This is another tool for understanding yourself This tool helps you understand yourself in relationship This tool helps you see why you need colleagues who can compensate for your limitations
72	"Temperament" Temperament The 16 Types: Leadership Usefulness Workers need… …their talents to be matched to the tasks they do. …appreciation for their achievements. Using 16 Types at Work Have workers take the test. Have them read the description of their type. Ask them how the description is correct and incorrect. Assign (a) task(s) that fits their type. Debrief
73	Understanding Vocation in a Changing World The Individual in the Organization DESIRES Desires Motivations: What do you want? Happiness Friendship Meaning Money Success To make a contribution Values: What is important to you? Moral Values: Right and Wrong / Good and Bad Personal Values: Family, Hard work, Care for land, Regular reading time, Learning from others, Personal excellence Preferences: If I had what I’d like, it would be…
74	Understanding Vocation in a Changing World The Individual in the Organization DESIRES “The Party” (based on Bolles and Holland) 1. Which corner of the room are you instinctively drawn to, as the group of people you would most enjoy being with for the longest time? 2. After 15 minutes, everyone in the corner you have chosen leaves for another party. Of the groups that still remain, which group would you be drawn to the most? 3. After 15 minutes, this group too leaves for another party without you. Of the groups that remain, which would you most enjoy being with for the longest time?
75	Understanding Vocation in a Changing World The Individual in the Organization DEVELOPMENT Development Experiences, opportunities, challenges Education Mentors, Teachers, Coaches, Leaders New ideas Life beyond your “working life:” Family, faith, friends
76	Understanding Vocation in a Changing World The Individual in the Organization DEVELOPMENT Experiences, Education, Training Formal: Very organized, Structured (school, required activities), teachers, bosses Non-Formal: Voluntary learning opportunities, Seminars, Conferences, Projects, Mentors Informal: Relational, Part of normal life, Conversational, Family
77	Journal Question Respond to one of these quotations in terms of your own life situation at this time: Vocation is “the place where your deep gladness meets the world’s deep needs.” – Frederick Buechner “Vocation matures and develops. It evolves to a fuller level of expression. It changes focus in response to changes in our life circumstances as we mature emotionally, as we grow older and experience physical changes, and as we see ourselves and our world differently.” – Gordon T. Smith
78	Understanding Vocation in a Changing World Session 3
79	Introductory Thought “In the long run work can prove a boon or a burden, creative or crippling, a means to personal happiness or a prescription for despair. But no matter where we might end up on the spectrum, where we work, how we work, what we do at work, the general climate and culture of the workplace indelibly mark us for life. Work is the means by which we form our character and complete ourselves as a person. We literally create ourselves in our work.” Al Gini, My Job - My Self, p. 2
80	Introductory Thought Do you agree with this statement from Gini? Why or why not? If so, how have you seen this be true in your own life? Why is this important to remember from a leadership perspective?
81	Understanding Vocation in a Changing World The Individual in the Organization Career Anchors Edgar H. Schein Self-Assessment Participant’s Workbook
82	Understanding Vocation in a Changing World The Individual in the Organization Career Anchors Edgar H. Schein Your “Career Anchor” is that combination of perceived areas of competence, motives, and values that you discover you would not give up if you faced a career decision that might not allow you to fulfill it. Career Anchors are those aspects of life and work that motivate you. Career Anchors can be effectively detected as you share with others about the things that are important to you.
83	Understanding Vocation in a Changing World The Individual in the Organization Career Anchor Goals To help you to develop self-insight so that you can manage career choices & moves To offer you a set of concepts and a framework for thinking about how careers develop and fit into total lifestyles To provide an opportunity to practice interviewing and being interviewed about career development
84	Understanding Vocation in a Changing World The Individual in the Organization Self-Assessment 1. Read “Introduction” (pp. v-vi) 2. Take the Self-Assessment (pp.2-4) About 15 minutes 3. Score your Assessment (p. 5) 4. Briefly review your Career Anchor (pp.7-14)
85	"Career History Interview" Career History Interview 1. “Participant Workbook” (p.27) 2. Trade your book with a partner It is best to work with someone who does not know you very well and who is not in the same organization 3. Do the Career Planning Interview Questions (pp. 28-33) Take 45-60 minutes each The important information to be gathered is what the person did and what the reasons were for doing it Listen for the pattern of responses in reasons why things were done 4. After you have both been interviewed Review your Self-Assessment and the Eight Career Anchors and discuss what you think your Career Anchor is now based on your experience in the interview.
86	"JOURNAL BOOKLET:" JOURNAL BOOKLET: Career Anchor Application What new insights have I discovered about myself from the career anchor evaluation and interview? As of today, now that I know my career anchor, how would I define my vocation? Knowing my career anchor, what skills, knowledge, and experience do I need to enhance my current work? What further input do I need to further understand my career anchor (e.g. training, mentors, information)?
87	Understanding Vocation in a Changing World Session 4
88	The Work ßà Rest Continuum How Do I Live “A Balanced Life”?
89	The Organization & the Individual The Overarching Question: What is primary, the individual or the organization? Private Victory precedes Public Victory An “Inside-Out” approach to leadership It’s not “either/or” but “both/and”
90	The Organization & the Individual HEALTHY CULTURE, p. 15 Healthy Culture: Organizational Culture that Develops People When something is healthy it is: Whole – Complete Holy – Good – Sacred Sustainable Health = the proper working of each part Health = proper working of the parts together for the proper working of the whole
91	The Organization & the Individual Each part must know its special purpose (or “vocation”) in contributing to the whole. You and your family Your department Your organization Your city/region Your nation This continent The world Understanding vocation at every level is essential for a healthy, good, and stable workplace and world.
92	"A good career development system" A good career development system within an organizational context can build connections between individual vocation and corporate vocation. So, what is a Career Development System?
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94	The Organization & the Individual Career Development Theories: Three Ways Organizations Help People Develop their Careers
95	The Organization & the Individual CAREER DEVELOPMENT THEORIES, p. 16
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97	The Organization & the Individual
98	Dysfunctional Culture Leaders/Managers Hierarchialism Formulism Narcissism Partriarchialism Exploitive Employees experience Disempowerment De-individualized Confusion Dependency Used, perhaps abused
99	Functional Culture Leaders/Managers Hierarchy Programs Confidence Release responsibility Development Employees experience Order Direction Hope Ownership Valuable
100	“How Founders and Leaders Embed and Transmit Culture” From Edgar Schein (1992). Organizational Culture and Leadership (chapter 12) Six Primary Embedding Mechanisms What leaders pay attention to, measure, and control on a regular basis Key: Questions asked; Remarks made & repeated Consistency is more important than intensity Be aware about the impact of this and be intentional about it. Don’t leave my motives in question. What do I react to, both positively and negatively? What do people see me spending my time doing?
101	“How Founders and Leaders Embed and Transmit Culture” Primary Embedding Mechanisms How leaders react to critical incidents and organizational crises Observed criteria by which leaders allocate scarce resources Deliberate role modeling, teaching, and coaching Observed criteria by which leaders allocate rewards and status Observed criteria by which leaders recruit, select, promote, retire, and excommunicate organizational members
102	“How Founders and Leaders Embed and Transmit Culture” From Edgar Schein (1992). Organizational Culture and Leadership (chapter 12) Six Secondary Embedding Mechanisms Organization design and structure Organizational systems and procedures Organizational rites and rituals Design of physical space, facades, and buildings Stories, legends, myths about people and events Formal statements of organizational philosophy, values, and creed
103	The Organization & the Individual How Developmental is Your Culture? Take Survey #1 in Simonsen on pages 17-19. When finished, score your organization.
104	The Organization & the Individual Everyone contributes to the shaping of organizational culture. Different people contribute in different ways. As a leader, you can INITIATE change. As a follower, you can INFLUENCE others to consider change. A culture of development starts with leaders who serve, affirm, and listen.
105	The Organization & the Individual SHAPING A CULTURE OF DEVELOPMENT, p. 17 Conceptually, “development” is work that contributes toward sustainable capacity. Economic development – wealth capacity Land development – agricultural capacity Career development – leadership capacity For development to be sustainable… A worldview of hope and possibility is required. Appropriate internal resources must be available. An integrated infrastructure is required à à
106	The Organization & the Individual Essential Elements in an Integrated Career Development System (Simonsen…p. 181: Table 23) 1. Driven by business needs 2. A vision and philosophy of career development 3. Senior management support 4. Communication and education 5. Management and involvement 6. Employee’s ownership and responsibility for their own growth 7. Career Development resources Read about the elements and in groups of 3 share what goes wrong when each element is left out of the system.
107	Journal Workbook Spend a few minutes writing in your journal about your thoughts on career development your personal experiences with career development systems
108	Understanding Vocation in a Changing World Session 5
109	Introductory Thought 10 Trends in the 21^st Century Becoming a global village Further corporate downsizing More work for fewer workers Talent becomes focus for job security Rapid increases in technology Home based businesses grow Telecommuting from home Preparation for work is essential Temporaries & part-timers increase Life-long education & upgrading of skills
110	4 Roles of a Leader in a Development Culture
111	The Organization & the Individual The chart on the previous page comes from Leibowitz, Zandy B., Farren, Caela, and Kaye, Beverly L. Designing Career Development Systems, 1986.
112	The Organization & the Individual Exercise Pair up in groups of TWO. Based on the leadership role you are assigned, create a short drama to illustrate that role One of you is the “supervisor” or “manager” The other is the “employee” interested in career development. The employee should initiate the conversation and the leader, sensing the role he or she should be playing, engages in a meaningful and helpful conversation.
113	The Organization & the Individual Activities for Linking Needs Workshops Regular Career Development Orientation Workshop Irregular skill development workshops Self study materials: videos, workbooks, books Mentors, Sponsors Job Postings Organizational Forecasts “Rewards” that honor people’s interest in professional development: time, money for education, public affirmation.
114	Handout – “Central Activities, Relationships and Psychological Issues in 4 Career Stages” I. Career Entry “Apprentice” II. Early Career “Colleague” III. Mid-Career “Mentor” IV. Late Career “Sponsor’
115	The Organization & the Individual Exercise Groups of two Discuss (5 minutes each) (1) in what ways your organization is doing well (2) how your organization needs to improve in light of a career development system for the staff 10-15 minutes
116	The Organization & the Individual Transitions Different from “adult development” Related and part of “adult development” Transitions occur more than once They are part of maturing and identity formation Occur on the job, off the job and interconnected People respond to transitions differently based on Temperament Childhood experiences of transition Traumatic or positive experineces
117	The Organization & the Individual Transitions (Based on William Bridges, Transitions, 1980) Endings Neutral Zone Beginnings
118	The Organization & the Individual Transitions “What we call the beginning is often the end, and to make an end is to make a beginning. The end is where we start from.” - T. S. Elliott
119	The Organization & the Individual Transitions Endings Difficulty letting go Excitement about being “free” Neutral Zone Disoriented Fear, Excitement, Uncertainty Failure to take time Inability to maximize the learning that can occur here Beginnings New Practices New Culture New Relationships
120	How to Make Bad Career Decisions Choose the first/easiest job you can get Choose a job based on the amount of money it pays Choose a job because it sounds like a good title Take a job because management offers it Choose a job because that’s what your parents do Choose a job to fulfill your parent’s unfulfilled dreams
121	How to Make Good Career Decisions Understand your vocation and seek a career that fits into it Clarify your mission/purpose in life Explore several occupations that fit your passion, talents, skills, strengths, & temperament Seek God’s confirmation Choose your direction and initial destination and develop a plan to get there Become a lifelong learner Refine your career as you go along
122	Resumes Why You Need a Current Resume It’s a changing world. Be prepared. An annual resume re-write provides a time for self-reflection: Am I content with the state of things? How do I want to develop myself this year? As a leader, a current resume sets an example to those who follow you and you are developing yourself in your career.
123	Resumes Organizing Resumes Features: What it contains Name, Address, Contact information Objective Educational Background Work Experience Function: What it accomplishes Introduce yourself Impress your readers Inform prospective employers about your experience and strengths Get an Interview! Format: How it is prepared Extensive CV (typically for educational or scientific contexts) Short, narrative biography (Bio) 1-2 page business resume
124	Class Assignments Book Reviews Read the two required texts Schein – Career Anchors (Participant Workbook) Simonsen – Promoting a Development Culture in Your Organization And two other books from the recommended reading list (your choice – you may check the library) Write 4 Book Reviews on the books you read using the structure of the form on page 7 of the syllabus [DUE: June 1, 2008]
125	Class Assignments Personal career/life development plan (3-5 pgs) It should reflect the results of the self-assessment inventories we have done: Career Anchors The Keirsey Four Types Sorter The Keirsey Temperament Sorter II The Party Your personal mission statement (from other class) A clear description of your personal values, roles, and goals Your current resume, curriculum vita, or bio A description of what you believe your vocation to be Due: June 27, 2008
126	Class Assignments Organizational Development Program (10-15 pgs) Use the Simonsen text, especially Part III (pp. 181-256) as your guide Examine several models of current career development programs within organizations and design a model for your own organization With interviews, surveys, or other information gathering techniques, assess the career needs within your own organization Design an organizational career development program and suggest ways to implement it. Show how such a program will benefit both the individual and the organization [DUE: August 15, 2008]
127	Class Assignments Guidelines for papers: APA format You may use an editor to assist with English grammar and usage only No late papers please! (you may send them early if you like)
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129	Course Evaluation & Reflections Journal Booklet Take 10 minutes to summarize and write down the most important concepts and principles you’ve learned from this course. Last Day Evaluation/Reflection (5 Points): In 1 minute, share what you’ve learned with the rest of the class. Try to share a unique thought that no one else has shared.
130	Thank you. I am honored to have been with you this week! Understanding Vocation in a Changing World Dr. Michael Bischof