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1、如何走出职业发展的死胡同大约三十年前，许多公司都会提供明确的职业发展路线。只要你表现出色，你的工资、职务和责任一定会稳步提高，为公司忠心服务 25 年后，你还将得到一块金表作为表彰。但现在，公司会根据自身需要，自由地重新安排和辞退员工。“大衰退”前就被婴儿潮一代塞满的公司管理层，现在不大可能出现人事变动，因为这些最年长的员工正在努力重建他们的退休积蓄。年轻人必须开拓自己的职业道路，他们需要寻找机会提高技能和积累经验，与正确的人交往，谋划职业发展道路上的每一个转折点。咨询师、管理者面临的 27 项挑战（The 27 Challenges Managers Face）与你也可以管理老板（Its O
2、kay to Manage Your Boss）的作者布鲁斯塔尔干表示：“毫无疑问，大多数公司都希望人们对自己的职业发展负责。大多数公司已经不再提供一条适合所有人的职业道路。”如果你从事同一个职务两年、三年或者五年，渴望下一个机会的到来，那你恐怕要学会自己开拓职业道路。以下是几条重要建议。建立关系网我们都知道建立人脉和寻找一位导师或担保人有多么重要。但最成功的做法则是通过自身的努力建立起多元化的关系网，并依靠这些人提供诚恳的反馈、建议、见解和信息。如果每个人都必须成为自身事业的CEO，那么你就应该将这些人视为你的咨询委员会。这个团队应该包括公司内部和外部A generation ago, ma
3、ny companies offered a straightforward career ladder. If you performed well, you could count on a steady climb in salary, job title, and responsibilities until receiving a gold watch for 25 years of loyal service.Today, organizations freely reassign and fire employees as needed. Management ranks tha
4、t were clogged with Baby Boomers before the Great Recession are now even less likely to see turnover, as the organizations oldest employees seek to rebuild their retirement savings.Young professionals must create their own career paths by seeking out opportunities to develop skills and experience, n
5、etworking with the right people and plotting each turning point along the road.“Theres no question that most organizations expect people to take responsibility for their own careers,” says Bruce Tulgan, consultant and author of The 27 Challenges Managers Face and Its Okay to Manage Your Boss. “There
6、s no longer a one-size fits all career path in most organizations.”If youve been in the same role for two, three, or five years, and are itching for the next opportunity, chances are you need the secrets to the do-it-yourself career path. There are three key ingredients.Build relationshipsWeve all h
7、eard its important to network and find a mentor and sponsor. But the most successful do-it-yourselfers build a diversity of relationships and rely on those 的同事、你的直属上司、其他部门的高层、公司人力资源部职员、同行和行业领袖、家人，以及在大学和其他地方结交的值得信赖的好友。你将依靠他们对自己进行评估，确定自己应该提高和发展的方面，了解机会所在，理解自己的角色，以及公司和行业的现状。安永会计事务所(EY)美洲区招聘主管丹布莱克表示：“这是
8、一项毕生的追求，并且需要定期完成。一定要将自己的目标放到所处环境中进行衡量。”布莱克刚刚卸任全美大学与雇主协会（The National Association of Colleges and Employers）主席一职。加入行业组织、俱乐部和同行团体，例如公司女性或少数族裔的网络。怀着帮助对方同时也从对方那里得到帮助的心态，去接触同事和同行。塔尔干表示：“单纯为了交际而交际，对于忙碌的人而言只是在浪费时间。认识其他人的首要规则是要展示自我。第二条规则是：要有价值。”individuals for honest feedback, advice, insight, and informati
9、on throughout the course of their careers.If each of us must be the CEO of our careers, think of these people as an advisory board. The group should include peers inside and outside the company, higher-ups in your chain of command and in other divisions, someone in your companys human resources depa
10、rtment, peers and leaders in your industry, family and trusted friends from college and elsewhere. Youll rely on them to help you evaluate yourself and where you should develop and grow, as well as to learn where there are opportunities and to understand your role and how the company and industry wo
11、rk.“You have to have those conversations early and often,” says Dan Black, immediate past president of the National Association of College and Employers and Americas director of recruiting for EY. “Its a lifelong pursuit and an exercise to go through at regular intervals. Make sure youre weighing yo
12、ur goals against the environment youre in.”Join industry associations, clubs and affinity groups, such as corporate womens or minority networks. Reach out to colleagues and industry peers, with a goal to helping them as much as they help you.“Networking for the sake of networking is wasting the time
13、 of very busy people,” Tulgan says. “The number one rule to getting to know people is show up. The number two rule is: be valuable.”不要贸然地在休息时间给公司高层领导打电话寻求建议，你可以自愿支持公司内的活动，例如全球性的内部会议，你会在这里遇到许多高层领导。软件公司 SAP Global Instead of simply calling up a senior leader in your company for advice over coffee, you
14、 could volunteer to support a company-wide initiative, such as a global internal meeting that will include many senior leaders. In that Customer Operations 首席人力资源官布里盖特麦金尼斯-戴伊表示，充当这种角色时，“你更容易引起人们的注意，并且有机会接触许多职能部门。这样的经历将帮你树立名声，证明你希望接触更广泛的层面，而不是一位只关心自己工作的工人。”SAP 与牛津经济研究院（Oxford Economics）最近联合发布的劳动力报告显示
15、，仅有 7%的千禧一代员工通过社交得到了职业发展，因为他们更依赖正规的培训和指导，来提升自己的能力。此外，全球 29%的千禧一代员工希望能够得到更多反馈，39%的千禧一代会因为缺少培训和发展而考虑跳槽。33 岁的克里斯蒂安休斯是纽约一家保险公司的项目经理，在自愿成为一名有关公司责任的主题专家时，她认识了公司的一位高管，而公司责任恰好是这位高管的专业领域。不久，这位高管便为她推荐了公司内部和外部的其他人，建议她与这些人接触，看看是否有更好的机会。休斯说道：“他为我打开了一扇门因为他几乎每个月都会与我谈论我的职业发展情况。”休斯最初也不相信，通过官方辅导计划能建立如此牢固的关系。学无止境仅靠关系不
16、可能让你走得更远。你还要提前掌握下一个阶段所需要的技能和经验。许多年轻人会因为下面这种左右为难的情况而感到沮丧：要想得到一份你想要的工作，你必须首先证明自己具备该职位所需要的经验，但如果没有机会，你又不可能积累经验。休斯说道：“从小到大，人们都在告诉我们，通过努力工作，你可以做自己想做的任何事情。但许多公司不会因为一个人的潜力而聘用他，他们雇用的是一个人的能力。kind of role, “youre big and visible and touch lots of functional areas,” says Brigette McInnis-Day, chief human resources officer at software firm SAP Global Customer Operations. “Those help you get a name and show youre broader than just to be a worker at your specific role.”A re
