Career Guidance and Opportunities

The Midstream Change in Career
Bottom line- it is never too late to change lanes on the career highway.  Here is why and how:

Conditioning.  
Most of us are programmed to choose a career which may not necessarily match our aptitude or talent.  

Career counseling.  
Lack of proper professional guidance may leave you more confused and undecided about your future career.

Choice or lack of it.  
Even if you are lucky enough to know your destiny, it doesn’t mean that you will be lucky enough to find a relevant job and you may end up doing whatever comes your way.

Crossroad.  
You may find your work too easy or unsatisfying whichever hits earlier, signaling the first sign of endanger.  This results in panic switching of jobs/company/industry (not necessarily in that order).

No motivation.
There comes a point when motivation just fades away and you end up going through the motions. This is the time to ump at the opportunity to do what you enjoy the most.  A word of caution- be prepared for a trade off – high satisfaction for lower or no pay for a long time!

Faith.  
All you need to leave the comfort zone, better perks and peoples’ criticism behind is self-belief; loads of it.

Passion is key.  
You must find it and live it, when is irrelevant.  

Making Training Effective
Training is an essential factor in the growth and development of an organization and its employees.  Unfortunately it is often viewed as an expense and not an investment.

Here are some reasons why training sometimes proves to be less effective than it should.
The ‘no accountability’ factor.  
People are rarely made accountable to use what they learned in a workshop once they get back to their workplace.  Make it a point to ensure your employees put into practice their learnings.

The ‘diet plan’ factor.  
Training, like a popular diet, can be faddish.  People try it out for a while and then forget about it- usually before they have derived any real benefit from it.  Have regular sessions on what they learnt at training programmes.  

The ‘workload factor’.  
During training, participants tend to focus on the work piling up at the office.  Such mindsets prevent due focus on the training. Ideally training programmes should be organized when there is minimal workload.

The ‘one-size-fits-all’ factor.  
All training programmes do not provide the same benefits to all employees.  Choose the training according to the employee’s needs and area of work.

The ‘alienated’ factor.  
When people return to work, they are in a vacuum as their co-workers have not been imparted with the same new skills and knowledge.  Without support, the new ideas they bring back may not see implementation due to peer resistance or ignorance.  Organize mini workshops at work where employees can share what they have learned.