Identify Your Career Goals

Whether you have goals or not will decide how high or how high you can go in life.

An ordinary employee with a goal in mind may become a figure of history. A man with no purpose in his heart can only be an ordinary clerk, J C. Tunny's compass can give you directions, but it can't tell you where you are, or tell you where to go.

The map is not, it can clearly tell you the location of a region, and to provide you with important information.

By comparing the information you see on the map with the compass, you can know where you are, where you will go and how you get there.

When you draw up your career development roadmap, people often wonder what kind of job they want to find.

In my opinion, you need to figure out what your strengths are. If you do not have certain qualifications or lack of experience in areas you are interested in, you have no significance in setting your goals too high.

When Gu Ling found the author, he made a clear goal for himself: becoming director of human resources.

Obviously, Gu Ling has determined the destination she wants to reach, and the career development consultant's task is to help her design, plan the roadmap for achieving the goal and make the choice of the current career decision.

In the planning process, we focus on the following questions: is Gu Ling's character suitable for human resource management?

Does she qualify for this occupation? Does her past educational background give her knowledge of management?

What is the relationship between Gu Ling's work and human resources management?

Does her past experience make her understand the "terrain" that will soon enter the field?

If so, what is her current professional and managerial level?

How far is it from the director of human resources? How much time and strategy and effort will it take to get there?

Finally, we need to analyze the abilities and qualifications that human resources director should possess. What industries and scale enterprises do they exist?

With such a goal, what should Gu Ling do now?

Career counseling and job interview are common. They are completed through a series of questions and tests.

The experienced career development consultant tries to find out where he or she wants to go by designing highly structured and loose open questions on the spot.

Where is he (she) now?

He (she) is who, what he or she wants, what he wants, and a series of factual information.

For Gu Ling's career development path, the author's suggestion is that, after two or three months' preparation, she should switch from the position of director of administration and personnel in the trading company to the recruitment director position of a manufacturing company, and then from the director of human resources to the supervisor, then the supervisor will be promoted to the manager.

This is a spiral development map from generalists to professionals, from professionals to generalists.

Despite the constraints of Gu Ling's age, professional background and career experience, the author believes that she is unlikely to get to the position of director of human resources, and a low profile goal is a more realistic choice.

The majority of people put most or all of their energy on how to get jobs, but not enough preparation for their own development, as if they only care about how to get a job rather than how to do it well.

MBA is a student at Jiaotong University. He has been engaged in sales work before.

He could not bear the pressure of assessment of sales work, and he wanted to enter the field of management. For this reason, he invested two years and tens of thousands of yuan of money to learn MBA courses.

But in the field of management, it is your leadership and charisma that play an important role. If you want to make your work effective, MBA education is not necessarily the best background.

According to the objective law of career development, the author suggests that ROC should start with a sales career as a fan, then expand to both sides and choose to go in the direction of sales management or human resource management, so that he can have the chance to become the goal of general manager.

The author gives ROC's action strategy: do a good job in the current dealer management, and do well in this job, at the same time, assume the task of training new salesmen, and then receive training of trainers.

With this strategy, ROK can enter the field of sales management and become a sales trainer in only 10 months' preparation.

However, ROK hopes that the recommendation of career development consultant will go directly to the management field instead of personal effort.

In the course of personal career development, we really need to apply the 7P principles of marketing to get the "noble" in a timely manner. However, we can not do without a key premise: products (you) and your selling points (abilities, qualifications and efforts).

In my opinion, achieving career goals requires operational research. One of them is: if you want to achieve something, you must form your strong philosophy of action, and be good at coordinating with the surrounding environment, and get the support and approval of your colleagues and superiors.