Just passing along an interesting article http://www.psychologytoday.com/blog/wired-success/201307/the-end-careers-we-know-them?goback=%2Egde_87212_member_257938131.
Some friends of mine and I were talking recently about this very topic – how many of us are not in traditional jobs or on linear career paths. As Gen X’ers, we seem to be more open to alternative “workstyles” than previous generations. One of us is doing far better for herself in direct sales, even compared to when she was doing work directly tied to her MBA. Another has published a book and started her own business. Several others have either embarked on their own or are piecing together work as freelancers due to job cuts. This piecemeal, self-designed work-life may not be secure, but it is satisfying in other ways. Taking ownership of your career – thoughtfully developing skills and seeking growth opportunities, and understanding how your work and life feed each other in both the short- and long-term – seems to increase a sense of engagement, purpose, and meaning. Good thing, if predictions that “retirement age” will be decades later than it is now are accurate. This trend also has perks at stages in life when competing demands from family (small children, aging parents) make flexible work arrangements a must.
What are your thoughts and reactions to this piece – as a worker, manager, or organizational leader? How do shifting expectations and priorities among workers change how we need to approach recruiting, management, and talent development?