Tactical and strategic career management - both need sufficient attention

I tend to focus a lot of my thoughts on career management these days as it is aligning itself more and more with my business mission. My primary focus is on increasing professional performance in the context of both an organization and individual. That is, improving the performance and the results you achieve in your professional life and in many ways apply where possible sport science princples for individuals. Why shouldn't bankers, educators, engineers, fitness professionals, actors etc all benefit from a complete performance improvement program similar to that made available to professional athletes who train for the short terms and long term? From what I see many small business enterprises and individuals do not have a clear objective or an understanding of how to control the actions necessary to achieve their objectives. Instead both business enterprises and individuals just go through the motions, perhaps working hard, but there is no real control or management over the direction they are taking.

On the back of this I wanted to discuss what career planning and management is about and what should be recognized as being required. Planning is crucial in running a business and no self-respecting or successful businessman or entrepreneur (at least the ones I know as clients and friends) would ever consider a project or opportunity without a plan. If you watch Dragons Den on BBC 2, concepts without a plan are just that - concepts as opposed to a potential business idea or model. In talking about career management, at least for this blog, I am looking more at those people working for an organization rather than working as an entrepreneur or business owner. Reason being is that I believe if you're running a successful business then you have dealt with the issues I am discussing - however please feel free to take note of anything useful.

For many in organizations the concept of career management is based on a six-monthly and annual review with your direct manager. You discuss some objectives for your role and what you want to achieve or need to achieve in the next period. Longer term plans are not really discussed, your manager has no expertise in this field, there is no discussion around shifting demand for your role and knowledge requirements, and there is no talk on how to improve your performance - not just in the role but your baseline performance ie. mental agility, confidence, core skills, leadership and teamwork etc etc. Is it no surprise you find you lose control of your career after a period of time, do not know where your job is taking you, become unmotivated and most probably on a path to not having the skills or knowledge you need to perform in the job of your choosing in the future.

I've decided the answer to this is tactical and strategic career management - similar to short term and long term goals and objectives but more of a plan rather than just listed points or abstract concepts. Career management must be split between tactical and strategic because they are not the same thing. Tactical plans are in place to achieve short term goals and strategic plans long term goals. If you are in war and win a battle, you will not win the war if you only know how to fight a single battle with a single goal. Likewise strategic thinking is of no benefit if you get killed in the first battle. So below is some advice divided under tactical and strategic career managment headings.

TACTICAL

1. Understand what it will take to succeed at your current role and what the next step will be and by when.
2. Do not just work for the sake of being busy - work hard to achieve clear objectives.
3. Do not make a decision today that will negatively impact your strategic goals.
4. Do not think your organization will support you in achieving your long term objectives - you have to make your own effort to learn, network and gain useful knowledge.
5. Recognized the tactical planning is the foundation for long-term achievement but that short-term wins do not guarantee long term success if they are not the 'correct' wins'

STRATEGIC

1. Achieving in the long-term means achieving many times in the short-term.
2. Your mission, values and self-purpose form the basis of your strategic objectives - you need to establish these early in your career and self-manage on a regular basis.
3. Once you have a plan don't be impatient and look for a short-cut in the short-term.
4. Never believe in the status quo and visualize yourself and the world two decades or more from now. What skills will you need, what will be job demand etc.
5. Combine Personal and Professional development plans to create your 'career framework'.

I use a combination of performance psychology, neurolinguistic programming and business strategy concepts with my clients to achieve the above framework. The bottom line is too many of us do not give our careers the attention they deserve (rather hoping for the best) or make too much effort in the wrong areas. Don't think you know what is going to work - put the time in to ensure your effort is rewarded.