External factors are the opportunities and threats presented to you by the company’s scenario and the market in which it operates. You do not have control over opportunities; threats come as hindrances, so all you can do is be wary of them. This step can go hand in hand with the next stage in planning your professional development.
The first place for you to begin is a crude analysis of where you are right now. The SWOT analysis is not just for the company you work for but a valuable tool for personal career development. Strengths and weaknesses are internal factors and generally revolve around things you control. What attributes and qualifications got you to your current position? What do you do better than anyone else? On the contrary, what feedback did you get in a performance review that indicates there are still areas of professional learning to be done, resulting in a possible prevention of career advancement? Are there specific tasks or assignments you avoid due to a lack of confidence in your ability to perform them? If these questions are difficult to answer, seeking feedback from your superiors and peers may be wise.
Professional development is all about determining where you are and where you want to be and bridging the gap, so let’s plan your journey by following a series of steps to recognize what will work best for you.
The saying “May you live in interesting times” relates to you as a manager. Whether it is status quo today is irrelevant as things are constantly changing because things will not be the same tomorrow. You are the key to continued success as the manager in the office; your personal and professional development will be the lynchpin to your success or an Achilles heel if ignored.
Every job is a self-portrait of the person who does it. Autograph your work with excellence. – Jessica Guidobono.
Continuous Learning and Skill Enhancement
Equally important is the need to update and improve knowledge of basic office management principles and techniques. Office administrators must keep themselves informed of recent developments in the field and look for ways to enhance their knowledge and skills. Subscribing to and regularly reading office management journals, becoming a member of relevant associations, attending seminars and conferences, enrolling in appropriate courses, or pursuing higher qualifications and certifications are some of the ways to achieve this. Regular discussions with peers, subordinates, and supervisors would also expose the manager to new ideas and ways of doing things that could be tried out.
Continuous learning and skill enhancement are vital for administrators who intend to perform their duties effectively and efficiently. Rapid changes in technology, whether communication, computers, software, or office equipment, frequent changes in office policies and procedures, or introducing new tools and techniques for office management necessitate continuous learning and skill enhancement.
Networking and Building Professional Relationships
In some organizations, the supervisor may not be able to provide the support an employee needs for career development, so it is essential to cultivate multiple mentors at various levels. The employee should take responsibility for their career development and have access to the experiences and information they need to reach their goals. A mentor outside the home organization can also be a valuable resource for advice and information.
A good relationship with the immediate supervisor is essential. This relationship can provide information and influence career development by demonstrating excellent performance and getting guidance on improving. An employee with a clear goal and a good relationship with the supervisor will be better positioned to get the right development experiences and opportunities.
Making connections with colleagues in other parts of the organization, in different organizations, and with professional organizations can lead to valuable information about industry trends and uncover potential opportunities. Professional networks can be leveraged and expanded through active involvement in projects, teams, and task forces and by providing service to professional organizations. This participation helps demonstrate commitment to the field and gives something back to the profession while providing visibility and contacts to support career advancement.
Career Advancement Strategies
– Taking on new projects: Obtain experience in a variety of projects to build the depth and breadth of your experience. Seek assignments that will help develop additional skills. – Career-oriented training: Take training with the end goal in mind. Make sure training is taken to learn something that will be directly applied to long-term career goals. – Seek mentors: A mentor helps guide you in your career by providing guidance and advice. Often, they are people with significant experience in your area of interest. An excellent way to identify a mentor is to look for someone who is where you want to be in 10 years. Veterans (50+) in the workplace have a wealth of knowledge and are influential mentors.
Strategic skills and experience planning involve goal setting and planning to attain a position. Career advancement is not necessarily a promotion but moves employees closer to their long-term career goals. Effective managers and employees take an active role in their career development with consideration of the following.