Who chooses? Your or your profession?

Editor's note:

When it comes to what our members want most from NEHA, at the very top of the list is career assistance, particularly in the area of finding new jobs. While we are limited in the number of "Classifieds" we can run in your monthly Journal (due to the relatively long lag time between issues), we can, however, provide other means of assistance that aren't so time-sensitive. That is what we intend to do with this new career column titled, "Career Consultant," written by Sandra Hagevik, Ph.D.

Dr. Hagevik currently serves as a career consultant for EnviroTemps, Inc., a national woman-owned project staffing firm specializing in the environmental careers field. Throughout the course of her professional life, she has written many resumes, both for herself and for other professionals. She began her career as a science and health teacher, and later moved into the fields of career counseling, university administration, and outplacement consulting. Dr. Hagevik has been a nationally certified career counselor since 1985, and has assisted hundreds of individuals from the public, private, and nonprofit sectors find satisfying careers.

We hope you enjoy this new addition to your Journal - even if you currently have no need to seek new employment opportunities!

We like to think that we have chosen our work, but it is often more accurate to say that our work has found us. Perhaps, when you were 18, you did choose your profession. Perhaps your profession chose you. Either way, that choice may have had a dramatic impact on your social, educational, and emotional future. Flash forward a few years, and you might empathize with a 40-year-old business professional who reminisces, "My god, all of my major life decisions were made by an 18 year old!" Many people in such midlife career transitions remember the anxiety of those early emotional encounters. So, when you are faced with life-changing decisions, you might ask: Is this job "me"? Is it "me" they want? Do I want them? Why is this so important? How can I use this insight to understand my career and how I arrived at where I am?

My colleague David Soister collaborated with me in writing this column. Because we were born and educated in different generations, because we come from different cultures, and because we have different genders, the two of us bring a variety of perspectives to these important questions: How did we choose our careers? How did our careers choose us?

Sandra: The Limited Choice

As a girl, born in Seattle of Norwegian immigrants in 1940, I had two career role models: homemaker and commercial fisherman. Growing up in my family and in a close-knit community formed my beliefs about work. Essential in framing my future career choices were the formal education my parents had been denied, the sacrifices they endured, and the value they placed on education and hard work. Variations on this story have been told by many of my generation - "the matures," born before 1946. Our vision of work was framed by our distant memories, or those of our parents. of World War II, the Great Depression. the New Deal, extended families, and an emphasis on working hard to overcome adversities. Like me, many girls of my generation chose their careers in the context of a perceived paucity of opportunities: wife and mother first. then teacher, nurse, or secretary, but rarely sanitarian or health services officer. All these opportunities and choices are commendable in themselves. The problem was - and is - that the choices are "between" rather than "in conjunction with."

Choosing an Employer

To gain the insight I need to make a career change with confidence, I might ask potential employers the following three questions:

1. Is this a place where my interests, skills, and abilities will be valued? Nothing is more demotivating than finding that you are unappreciated, that your work is invisible, or that your abilities are not fully used.

2. Do you readily identify with the goals, purpose, or personality of the organization? People in career change often cite a vague sense of not belonging, being left out, or becoming marginalized. Ensuring that you "fit" with the central focus of the organization can make irritating work policies, difficult personalities, or poor management tolerable.

3. Can I grow and learn in this environment? Does the employer encourage learning, risk taking, and growth? The answer will vary according to your age, previous education and experience, reliance on technology, and tolerance for ambiguity. Constant change is a motivator for some and a threat to others.

What Are Employers Looking For?

1. Emotional Intelligence

Knowing yourself, liking yourself, and understanding others are essential components of emotional intelligence. Employers consistently cite the inability to get along with people as the most common reason for poor performance or lack of promotion. The ability to listen and the desire to do so are among the most valued skills.

2. Flexibility and Willingness to Change

Most organizations are in a constant state of flux because of changing opportunities and threats in the external environment, as well as internal personnel shifts. Employees who can anticipate and embrace transitions will fare far better than those who spend their energy denying - or worse - resisting change.

3. Desire to Constantly Improve

Employees who seek further training, education, and breadth of experience to enhance their skills are far more valued than those who are complacent. Those who take considered risks and know where they want to go are likely to get there.

David: The Uneducated Choice

As a boy, born in 1958 in Albuquerque, New Mexico, of Mexican and German immigrants, I had numerous opportunities and role models for future careers. My choices were guided, however, by the fact that I did not believe myself to be "college material." It was assumed that I would never attend postsecondary school. From my parents and community (dominated by my Mexican-American relatives), the message I received was "Education isn't really helpful in the short-run. You need to earn a living today." So, from the age of 15, I worked and contributed to the day-to-day finances of my family. Until I moved away from Albuquerque at the age of 18 and encountered the larger community, I did not realize the great disadvantage I was at without a college degree. After that, my vision of future career opportunities was constantly being enlarged as I gained more confidence, more skills, and - as surprising as it was to the Soister household - more degrees. Like me, many people from ethnic minorities have been limited to career choices defined by restricted educational opportunities. By becoming a first-generation college graduate, I enabled myself to see the broader possibilities. The choices were up to me.

Choosing an Employer

If you are seeking employment or are anticipating a job change, here are three questions you might ask of any current or potential employer:

1. Is what I'm doing and producing worthy of my commitment and long hours? Let's face it, corporate downsizing is here to stay. In practical terms this means longer hours and more work. That said, it's not just a case of "Are they willing to pay me enough money to compensate for my extra hours," but also "Is the day-to-day work this company engages in meaningful and fulfilling to me personally?" Can I contribute to some larger common good in this organization?

2. Will I be treated as a person here? How will the organization address my need for time off for family emergencies, a flexible schedule, child care or elder care, an employee assistance program, telecommuting, a health and wellness program, and a cafeteria plan? Does the corporate rhetoric match the employee benefits? Ask to talk to the human resources director, or the work-life/work-family manager, to see exactly how nonmonetary benefits are structured. Fewer than half of companies surveyed (43 percent) have established comprehensive work-life programs.

3. What is the spirit of this workplace? Do people love their work here? Every workplace has a culture. Although some of us may move from organization to organization for promotions, to obtain more challenging work, or for other personal reasons, many move on because they don't get along with coworkers or supervisors. Nothing is more exasperating than being in close proximity each day with people you just don't like. If current employees don't love their work, they may have a negative attitude that will make working with them unbearable.

What Are Employers Looking For?

1. Compatibility with Corporate Culture

An employer wants to be confident that you are a "good fit." Be realistic, however. You won't find a work environment that satisfies all of your needs. Decide what is most important to you and seek a company that can meet your highest level of expectations. Cohesive teams share many common values and work characteristics. Your perfect work environment may meet 90 percent of your employment needs but may be a perfect match when it comes to your values and goals in life.

2. Compatible Expectations

The biggest reason for customer complaints is unmet expectations. Try to learn what a potential employer expects from you while on the job. If salary parameters are negotiable but time off for family emergencies is not, make sure you can accommodate this view. If you desire quick advancement and the position posted only offers lateral transfers, you may need to reconsider applying for the job. Unmet expectations can lead to an inappropriate and possibly unsuccessful work arrangement.

3. Comfort with Ambiguity

You'll never know exactly what a potential employer is looking for when you interview for a job. While you may research the company, have a spectacular resume and stellar references, and believe that you are the best for the job, keep in mind that you have no final control over the job offer. If the "perfect" job goes to someone else, learn to rebound with optimism that the next "perfect" job may be right around the corner.

Conclusion

Although we grew up in different generations, come from different cultures, and have different genders, our stories both reflect the need for personal meaning in our careers. Our skills and abilities are only part of the larger personality we bring to our employers. Care of your long-term career takes time, energy, purpose, planning, conscious effort, and support from others. Remember, you don't have to be completely realistic; when choosing a career, go for your higher values.