Self

Developing an understanding of yourself is a critical component of the career planning process, which is why self assessment is often the first step that is taken. Whatever career plans you are making, it is important to do some assessment of your own career strengths in order to make an informed career decision. This section addresses the first component, Self Awareness, of the Career Planning Model. Whatever your career move, most people start with themselves and do a formal or informal assessment of their own career strengths. It is important to assess these strengths in terms of what you have to offer now and what you want to develop for the future.

Self assessment

our values our skills our interests our e!pectations

Your values
our values are the principles or ideals that you regard as important. They tend to govern your choices in life and work. They can either "e sta"ilising influences or sources of motivation for your actions.

our values "ecome strengths or selling points when they match the re#uirements of the position and the company culture.

ou will likely do well and "e happier in work that is aligned with your values.

ou would not do well or "e as happy with a position when there is a mismatch "etween the position and your values.

Value - Explanation:

Accomplishment- Having the sense that you have done well. Advancement - Having the opportunity to get ahead. Aesthetic - Caring about beauty and harmony. Altruism - Helping others Challenge $ Having opportunities to be 'stretched'. Community - Living where you can be involved in the community Contact with people - Having a lot of contact with people Competition - Having opportunities to compete against others. Creativity - Developing new ideas things or strategies. Economics - Having the money to lead the !ind of lifestyle you choose.

Expert - "eing !nown as an expert in your field. Flexibility - "eing able to set your own wor!ing schedule. ndependence - "eing able to do things the way you want to do them.

ntegrity - #or!ing in a way that is consistent with your values. !earning - $pportunity to be learning new things. "hysical challenge - Doing activities that are physically demanding. "ower - "eing in a position of influence. "ressure - #or!ing to meet deadlines. "restige - "ecoming well-!nown and respected. #ecognition - "eing admired and rewarded. #is$ - Doing things that involve some level of ris!. #outine - Having similar tas!s and duties each day. Security - %nowing that your wor! will always be there. %eam wor$ - Having opportunities to wor! in a team. Variety - Having your tas!s and duties change each day.

&or$ing alone - #or!ing on your own and having little contact with others.

Your s$ills
our skills are critical strengths to employers. They represent to an employer%

What you can do for them What skills you already have to offer What skills do you want to use and improve on in your work&

'nowing your skills and how you can use them is essential to marketing yourself successfully in a resume and an interview. &or$-content or "rofessional'%echnical s$ills Work content skills, also referred to as professional or technical skills, are very specific to an occupation. These skills are what you technically know that ena"les you to do the (o". These hard skills are often identified as #ualifications for specific (o"s.

'nowing computer languages is a work content skill for a computer programmer or a speciali)ed communication skill

*eing a"le to write press releases, is a work content skill for a pu"lic relations specialist.

Developed through on the (o" training or in formal courses. +pecific skills re#uired to perform a particular occupation. ,!amples% theatrical production skills, market research skills, psychological assessment

%ransferable s$ills Transfera"le skills are more general skills, which are useful in a variety of occupations. These skills are in high demand. -o" searchers often make the mistake of thinking that these skills are not important $ "ut they can "e the deciding factor in hiring.

Critical thinking skills, written communication skills and research skills .atural$"orn talent and/or developed through training or schooling. 0ersatile skills that are transfera"le "etween occupations. ,!amples% communication, analytical thinking, research skills

Self management s$ills +elf$management skills are important, marketa"le skills that are "ased in your temperament or personality. These are the skills that allow you to get along with people or to manage your environment effectively. These skills are learned early in life at home and at school.

*ased in temperament and refined in early years at home or at school. +kills that allow you to manage the environment and the people in it. ,!amples% dependa"ility, enthusiasm, initiative, organi)ation

Your interests

What interests you& What types of work related activities are you the happiest doing& *eing aware of what interests you helps you choose work that you will "e happy doing.

Prospective employers want to "e sure that the position you have applied for match your interests. When your interests match the activities involved in the work they are strong assets. If you are unsure of your interest areas or wonder what positions can match your interest areas 1olland2s Interest Themes can help. #ealistic People in the realistic theme are practical, aggressive and have good physical skills. They en(oy the outdoors and working with tools and machines. They may "e uncreative with words "ut they en(oy making things with their hands. 3ccupations which fit this theme are outlined "elow.

nvestigative

4a"oratory technologist ,ngineer 1orticulturist .aturalist Mechanic

+cience and science related interests dominate this theme. Investigative people are creative and original in their ideas, and they en(oy challenges and solving difficult pro"lems. 3ccupations which fit this theme are outlined "elow.

,ngineer


Artistic

+ocial scientist *iologist Chemist Computer analyst Medical doctor 5eologist Mathematician

6rtistic people are usually less assertive a"out their a"ilities7 however, they e!press themselves well in artistic forms. Their ideas are original and usually unconventional. Most are independent, sensitive and emotional.

Social

Computer programmer Personnel 6rtist Dramatist ,ntertainer

+ocial people are cheerful, popular leaders who genuinely care a"out others. They e!press themselves well and en(oy attention. They relate "etter to solving human pro"lems than scientific ones.

Enterprising

Industrial relations manager 5uidance counsellor 1igh school teacher 8ecreation director

The energetic people of this theme like power, status and wealth. They en(oy persuading others with their dominant, self$ confident, enthusiastic ways.

3perations management Industrial relations


Conventional

Personnel Politics Merchandising

Conventional people usually prefer more routine tasks. These are the conventional, sta"le, well$controlled, dependa"le people of the organisation. They value money and status7 however, they do not seek leadership.

6ccountant 9inancial controller Credit manager Ta! consultant Computer programmer 5eologist 4a"oratory technologist Mathematician

Your expectations on wor$ing conditions

Working conditions are specific to each working situation and are difficult to assess until you have an offer for work from an employer. :sually people rate working conditions as less critical in their overall criteria, "ut they are important factors to consider "efore you make the choice. &or$ing conditions(

5eographic location 9le!i"le hours $ control over own schedule +hift work 8egularly scheduled work $ little or no overtime -o" security 0acation time *enefit package $ sick leave, dental insurance etc Indoor work

3utdoor work Com"ination of indoor/outdoor work Working under pressure Working in a rela!ed atmosphere Working with little supervision Working with moderate supervision Working with e!tensive supervision Involves constant traveling Involves some traveling Involves no traveling +mall organisation $ less than ;< employees Moderate$si)ed organisation $ ;<$=<< employees 4arge organisation $ over =<< employees Merit pay $ "ased on evaluation work Incremental pay $ "ased on years of employment

&orld of wor$

The world of work is ever changing due to factors such as glo"alisation and technology. It is important to understand the changes that are occurring in the workplace and how they will impact on you. It is important to "e aware of what options and opportunities e!ist, how they can "e accessed and which ones might "e the most relevant to meet your needs.

ndustry information

>:T graduate statistics Australian graduate trends

)eneral labour mar$et

5raduates Careers 6ustralia 5rads3nline 5raduate 3pportunities

ndustry specific information

6ustralian 8egional 4a"our Markets ,conomic Commentary 5raduate Careers 6ustralia 5raduate +alaries >ueensland ,conomic :pdate >ueensland >uick4inks >ueensland 5overnment Wageline >:T 5raduate 3utcomes oung Professionals

*ccupation specific information

Professional 6ssociations We"sites Industry and 5overnment Directory We"sites

The -o" 5uide produced "y the Commonwealth government contains detailed information on over ?,?<< occupations

,!ploring your future opportunities can also involve further +tudy 3ptions.

nfluences

It is important to acknowledge and understand the influences which impact on your career decision making. These influences might "e implicit and include%

family or community values which have "een an inescapa"le part of your life financial limitations or geographical location significant people around you who want to "e helpful, and supportive.

+ecision ma$ing

3ne of the key action components of the career planning model addresses how to actually go a"out making decisions relevant to your career planning. Career decision making occurs at a num"er of points throughout your career and these decisions will often "e revisited.

+ecision ma$ing help

Within this environment of continuous change we are continually #uestioning whether the career path we have taken is the 2correct2 one. 6t university this #uestioning can take a num"er of forms including changing ma(ors.

There are num"er of decisions that you could "e making regarding some of the following course and career related factors%

+u"(ects, courses, 9aculties, Degrees, Institutions, 9ull$time or Part$ time employment, ,mployment goals, career direction

Examples(

Initially starting at university, you may #uestion your course choice. In the later stages of your degree you may #uestion if this is the career area you want to pursue now that you know a lot more a"out it.

6s a postgraduate student you may "e #uestioning whether to continue in the same direction or change direction.

6fter you have "een in the workforce for some time you may want to change out of that career area altogether.

This process of #uestioning your career path or career decisions is perfectly normal.

+ecision chec$point guide

The checkpoints "elow can "e useful in the decision making process. ?. =. @. C. What change are you contemplating& 4ist the reasons Identify possi"le options Aincluding the option of not making a changeB 8esearch the options and list the positive and negative conse#uence of each ;. D. E. F. G. ,valuate the options Discuss your tentative thoughts with significant people Make a decision Take the appropriate action 8eview your choice after some time

These checkpoints can "e visited in any order and at any time in the process of thinking a"out a possi"le change. *elow are some e!amples for you to work through. &hat change are you contemplating,

Withdrawing from the course7 Changing ma(ors7 Changing from Teaching to.......

&hat are the reasons,

It2s not what I thought it was7 I am finding it too stressful7 I would now like to "e a H.

&hat are the possible options,

+tay7 Change7 Delay the change

&hat are the positive and negative conse-uences for each option, ,.g. Changing Course

+tay where I am $ "ositive% Pass units and cross credit them as electives in a different course7 .egative $ Will fail some units

Withdraw "y @? March$ "ositive% Can recoup 1,C+7 .egative $ Too late to start a new course

Delay decision until ; May $ "ositive% Can still withdraw without academic penalty7 .egative $ 1,C+ is already paid

Consider the information and evaluate it,

Which is the most important reasonAsB to you What is your gut reaction to the statements I can afford to pay 1,C+ for one semester so H My lifestyle "alance is important to me soH

&ho to discuss these thoughts and feelings with,

/a$e a decision

our lecturer/tutor, friends, parents and career counsellor

I will stay in the course for at least ; more weeks7 I will leave at the end of the semester7 I will resign7 I will stay and get some help

"lan out a course of action

5o to the +tudent Centre to find the e!act date for withdrawal without penalty7 5et help with a study plan7 5et my resume up to date

#eview the decision and progress *ne wee$ before the next ma0or date1 in one month2s time1 at the end

)oal setting

6n action component of this career planning model, goal setting involves working on how to get to where you want to go in your career path. This will involve setting "oth long$term or dream goals and short$term or more achieva"le goals. +etting of these two sets of career goals will assist you develop strong motivation to achieve these goals.

of the semester/year

mplementation

6n action component of the career planning model, implementation involves taking steps to actually progress towards your goals. This means doing things or getting things to happen. This could "e any of the following%

6dmission procedures Changing your career/course direction Developing a career e$portfolio -o" hunting ,mployment application processes

8esumes 6ddressing selection criteria Interview preparation Dealing with contracts

#eview

6nother action component of the career planning model is review. 4ike all components of career planning, reviewing is something that is not a one$off action, "ut an ongoing process throughout your career (ourney. Conducting a regular review of your career goals, decisions and actions is critical to check that you are on track with your career planning. It is also important to review your understanding of yourself, your influences and the world of work, as these change throughout your life and, in turn, impact on your career planning. 6 review can remind you of how far youIve come on your career (ourney, and it can also signal that a change needs to "e made. +elf$reflection can "e a valua"le way of checking that you are on track with your career planning. Taking the time to ask yourself what is working for you, and what does not seem to "e working so well, is a crucial part of your career development. It can also "e very helpful to review your career planning with another person you trust, such as a friend, family mem"er, mentor or career practitioner. The activities in this section will help you to review your career planning so far, and to make the necessary ad(ustments to navigate your career into the future.