Career development concepts

Professional careers can be defined in various ways, yet researchers have been attempting to structure different concepts of career development since the 1950s. The Greenhouse and Callan concept presents professional careers as a process of evolution through various stages of professional life. This model is useful both for individuals planning their career path and for career advisors and organizations wanting to better understand and support the professional development of their employees. Researchers have defined five stages, each associated with its opportunities and challenges.

Stage 1: Career Preparation (Exploration)/ Age (approximately): 15-25 years . This stage encompasses a period of education, training, and all activities aimed at preparing an individual to enter the job market. People at this stage focus on exploring different career paths, acquiring knowledge and skills necessary for future work, and building their professional awareness. It's important to actively seek information about potential employers and industries and to build a professional network during this time.

Opportunities:

• Exploring various career paths and discovering one's passions and talents.
• Building a solid foundation through education and training, increasing future marketability.
• Developing a professional network that can be helpful in future careers.

Risks:

• The possibility of an inappropriate career choice, leading to frustration and wasted time.
• Insufficient preparation for the realities of the job market, making it harder to find employment.
• Missing important educational opportunities due to a lack of awareness or interest.
• The risk of not realizing potential due to a lack of access to information or resources.
• The possibility of debt related to financing education.

Stage 2: Early Career/ Age (approximately): 25-35 years. Entering the job market begins the early career stage, characterized by striving for professional stabilization, learning the specifics of the chosen career path, and building a professional identity. This is the time for gaining experiences, developing skills, and building a reputation in the chosen field. Individual successes and achievements are important as they shape the further career development path.

Opportunities:

• Rapid skill development and gaining valuable experiences.
• Building one's brand and professional identity.
• The opportunity for quick promotion and salary increase with the right determination and results.
• The possibility of changing career paths with minimal consequences if the first choice does not meet expectations.

Risks:

• Overworking and stress related to proving one's worth.
• Possible difficulties in finding a balance between professional and private life.
• The risk of stagnation if no conscious career development decisions are made.

Stage 3: Mid-Career/ Age (approximately): 35-50 years. At this stage, individuals are well-established in their professional careers. They can focus on further development, achieving higher positions, and better compensation. This is also the time for a possible career change if the current path no longer brings satisfaction or offers further development opportunities. Individual values and career goals may be re-evaluated at this stage.

Opportunities:

• Financial and professional stabilization.
• Establishing oneself as an expert in a certain field.
• The possibility of mentorship roles and leading teams.
• Considering a career change with more experience and resources.

Risks:

• The risk of stagnation and loss of motivation in the absence of new challenges.
• Difficulties in maintaining a work-life balance, especially with family and personal commitments.
• The risk of professional burnout due to long-term stress and high levels of responsibility.
• The risk of being stuck in one position without prospects for further development.

Stage 4: Late Career/ Age (approximately): 50-60/65 years. Individuals at this stage have usually achieved most of their professional goals and have a stable position. They often take on mentorship roles, sharing their knowledge and experience with younger colleagues. This may also be the time to consider reducing professional involvement, for example, by working part-time or focusing on less demanding projects.

Opportunities:

• The possibility of sharing knowledge and experience with younger colleagues.
• Reducing work intensity while maintaining an important role in the organization.
• Planning for retirement and preparing for it.

Risks:

• Possible feelings of isolation or lack of respect from younger colleagues.
• Difficulties in adapting to changes in the industry and technology.
• Uncertainty about the financial aspect of retirement.

Stage 5: Career Conclusion/ Age (approximately): 60/65 years and older. The last stage of professional career is a period when individuals begin to think about retirement and gradually withdraw from professional activity. It's a time to hand over their duties to others and to contemplate how to best use the coming years after ending their professional career. It's important for individuals at this stage to have the opportunity for a dignified and peaceful transition to retirement.

Opportunities:

• Full utilization of time for personal passions and interests outside of work.
• Passing on one's professional legacy and experiences to the next generations.
• Enjoying a well-deserved retirement and freedom from professional responsibilities.
• The possibility of serving as a consultant or advisor, using accumulated experience.
• Time for developing non-professional interests and engaging in volunteer work or hobbies.

Risks:

• Financial risk related to insufficient funds for retirement.
• Risks associated with a feeling of loss of professional identity and social role.
• Health issues that can affect the quality of life.
• Financial risk if retirement planning was not sufficiently thoughtful.

It should be noted that the career development process proposed by Greenhouse and Callan was formulated many years ago and may not cover all possible career paths. For instance, referring to M.J. Driver's typology, paths such as a spiral career and a wanderer may not fit perfectly into this theory. In the case of a spiral career, characterized by transitions between different but related fields, an employee may encounter continuous challenges and development opportunities, making it difficult to categorize such a path within the traditional model. A person on a spiral path may repeatedly experience the mid-career stage, each time in a new area. Meanwhile, a wanderer's career is marked by a lack of a steady developmental trajectory and frequent job changes that are not part of any predefined career plan. This type of career may be even harder to integrate with classic stages of professional development, as individuals opting for it may go through various stages in an unexpected order. Both mentioned paths point to the need for a flexible approach to career planning that takes into account changing circumstances, interests, and individual values. Understanding this concept can be helpful for anyone seeking a deeper understanding of the career development process and wanting to make informed decisions about their career path. It provides valuable guidance for individuals at different points in their professional lives, offering a perspective that can help maximize career potential.

More about career types can be read here: https://zarzadzaniekariera.pl/en/what-career-path-are-you-pursuing-have-you-ever-considered-what-type-of-career-path-are-you-on

*It is important to emphasize that these age ranges are only approximate. For example, some individuals may start their careers later due to extended education or a career change, which can shift these stages. Others may experience transitions between stages at different ages due to personal circumstances or career choices. Additionally, the dynamic nature of the contemporary job market means that some individuals may change careers or sectors more frequently, also affecting how these stages can be defined and experienced.