Carole Kanchier, author of Dare to Change Your Job and Your Life, is uniquely qualified to write and talk about change. With over 25 years of demonstrated success in the career, psychology, education and business fields, she has researched career/life transitions and counseled individuals experiencing change. Part I of this article series focused on the connection between career and life transitions, and the people whom Kancher calls "Questers." The second part of this interview series for the Galt Global Review focuses on Questers and the contemporary career, in particular what organizations can do to attract and retain Questers. Within this context, how can organizations attain success? Farsighted companies understand that employee involvement and knowledge equal profit. They’re investing in leading edge, comprehensive learning and development programs and services to help employees grow themselves and the company. What are some innovative ways of looking at career development and advancement? The life-long occupation is disappearing. Contract, temporary employment and self-employment are on the rise, and our perception of work is shifting from a “Job” to a “Role.” Instead of being a business strategist, for example, a person assumes a blended task position such as “team member,” with career growth accomplished by expanding the abilities of a position instead of the traditional corporate ladder. The larger picture, however, is a great shift in consciousness where, as human beings, we have serious questions about who we are and why we are here. People are redefining relationships, and are concerned about issues such as justice, ethics, trust and the environment. Changes are occurring at the micro and macro levels, forcing people reassess. To prevail, they must develop what I call “Quester” qualities: to take charge of their careers, be creative, optimistic, confident, and resilient. What are crucial "crossover skills" that people can develop to become more employable? Employees also need strong, creative minds, the ability to think for themselves, make wise decisions, and know how to learn. Adaptable professionals with crossover skills such as business and technology are in demand. As more companies shift to a transnational focus, technically trained specialists who can master a foreign language will have an added advantage. How do Questers benefit an organization? What types of organizations typically attract and retain Questers? Organizations that value Questers usually value human capital. I call them learning organizations. In learning organizations, top management value employees and make employee learning and involvement key business strategies. They recognize employee accomplishments and allow for some failure as employees strive to master challenging tasks. In addition, learning organizations promote employee psychological health and well being, Corporate cultures that fully embrace employee well-being demonstrate policies and procedures that promote diversity and strong family support; put priority on employee health and safety; maintain programs that monitor and evaluate job satisfaction; and provide an attitude of concern for quality, service, and ethical behavior.
You state in your book "Dare to Change Your Job and Your Life" that we are "changing the way we define success." Can you expand upon this?
It’s becoming more acceptable to define success personally. A growing number of people today want to grow personally. They also want a balanced life. That is, derive satisfaction from other life components besides career. Success doesn’t necessarily mean climbing the organizational ladder. It is now often related to a desirable lifestyle and internal rewards such a sense of purpose, challenge and creativity. In contrast, in the past more people defined success by being a good provider and having a job with status and security.
I would say that globalization and the increasing pace of technological change have combined to create well-educated, knowledge workers. In this environment, harnessing human capital - the accumulated wisdom, skills and capabilities of the people in an organization - is essential for success.
Changing jobs is seen as a desire for and reflection of personal and professional growth rather than as a sign of personal instability. More and more people are seeking learning organizations who value training and who involve them.
Businesses want to hire employees who can contribute more than technical knowledge to the workplace. They want employees who have a cluster of skills sometimes referred to as soft skills. These include social graces, facility with language, personal habits, friendliness and optimism. Employers want people who can communicate and commit to a project and team.
Most Questers possess the crossover skills we discussed. They’re creative, motivated and productive. They know how to learn, are adaptable, curious, open to diverse ideas and are comfortable with change. They can maintain confidence in challenging times and turn negative situations into positive learning experiences. In short, they can help the organizations attain goals and increase the bottom line.
Questers want autonomy, challenge, support, growth opportunities and involvement in decision-making. They want input into the policies and procedures that affect them, and are apt to maintain satisfaction, productivity and tenure if they are involved in their own career path decisions.
Are there "Quester" organizations or companies? Can you name any?
Progressive, caring companies that tend to value and involve employees include WestJet, Software Statistics Application, Home Depot, Whole Foods, Fed Ex and Edward Jones. These organizations continuously demonstrate the direct correlation of employee involvement, training/education and skills with increased motivation, productivity and profit.
Dare to Change may be purchased at book stores and Questers (Email: Questers@daretochange.com.) A PDF version is available from www.daretochange.com.
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