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CAREER MAPPING

Career Mapping is a process of searching for a career


development process that help people manage their careers
actively

Career Mapping is a comprehensive process and system that brings into focus personally meaningful criteria
for making career decisions. Forward thinking organizations are serious about providing their people with career
development tools that enable active career management.

The tool provides support through three components:

Map: Charting the course for satisfying careers


Help individuals identify their current career positions and desired destinations.
Evaluate past career positions and what individuals liked and disliked about them.
The Map helps people set goals for their careers and six other aspects of life.

Compass: Marshalling resources


• Support individuals identify resources that will help them reach their career destinations.
• Help employees identify their social, practical, information and creative abilities and increase their
awareness of their personal style and how it influences their careers.
• This component helps individuals examine their values.

Navigating: Moving forward


• Help your people compare their career options and formulate a concrete action plan founded on their
unique resources and aspirations.

Develop stronger employee commitment through useful career development


strategies

Career mapping process is based on the fundamental principle that individuals actively construct their own
reality.
We recognize the individual to be the best expert for his or her own life. Each person’s unique skills and
resources can successfully be applied to many different roles.
Assessments help people clarify how they can thoughtfully shape successful careers actively.

Benefits of the process of active self-reflection

Career Mapping is a 21st century solution that will inspire individuals to actively navigate their careers in the
changing conditions of the global market place. It provides:

• Insight and critical thinking


• Systematic process for exploring inward
• Appreciative approach that focuses attention on strengths
• Foundation for a dialogue with clients about personal meaning
• Practical career skills for life-long career development
Career Mapping Navigator
Empowering dialogues about career and life

Current Position - Where Desired Destination - Interests (Where) Skills (What)


are you starting Where might you be
from? going?  Identify four types of
 Create a
transferable skills: social,
comprehensive list of
 Describe your  Define your goals practical, information and
Compare – Evaluate your career options interests that you would
current career and life for eight areas of life: creative.
 Enter and rank up to four career options based on enjoy
your focusing
personal on in
preferences: values, style, skills and goals.
circumstances to career, learning, your careeryour
and results
life. can be used to compare the career options you selected to
provide a context for  If you have completed these career
relationships, home, tools in the Map & Compass,
your career decision- weigh. body & health, leisure,
making.  Compare is mostfinancial
effectivegoals
whenandyou know what your potential career options are.
Review your
 (How)
Style Values
spiritual(Why)
growth.
“career” history Estimated time: 15-60 min  Evaluate
including non-paid importance and ease of
positions
Make sucha unique
as list achievement
 Generate foraeach
list of
of personality qualities
(unemployed, full time goal and arrange
your most importantyour
you appreciate
parent, volunteerand use goals in priority
values order.
and evaluate
that list student).
worker, to describe how they are realized in
yourself. your life.
PEAK PERFORMANCE
EMBED A PERFORMANCE
SELF & ORGANISATION
CULTURE
ENABLING TOOLS
ENABLING TOOLS Strategic workforce&
SELF & OTHERS Linebusiness
of sight toplanning
own business
Performance consulting
performance plan
CLIENT Self awareness & EI focus
UNDERSTANDING Team effectiveness tools
BUILD CAPABILITY MBTI, TMI, HBDI or DiSC Performance
Understanding own resilience
OF SELF
180 orRecruitment
360 process; meeting strategies – activation control
Qualified Management
Selfcoaches
awareness adhering
tools withServices
manager; shadowing ; e- career development
to code of ethics ; knowing performance agreement development program
public sector 360o &
Leadership Human Resource
Building capability of others
Establish
development
rapport ; listen , hear & Human
Agreed resource
activities maturity
& strategies
Coaching & mentoring self
understand assessments & reviews development
Executive
Reflection coaching
through intake & Observing self
mentoring Coaching & mentoring self
form & discussion Facilitation
Reporting Services
back & measuring & others
Establish goals &
Career planningobjectives progress
using SMART & GROW Capability Profiling & work
Positive habits for keen Customised leadership&
Careerlevel standards
Storm Navigator
mind & body development
Managing programs
upwards
Reviewing
Customised CV & selection
Human Resource effectively
criteria
solutions
Working to own integrity&
values