Why Should We Focus On Career Maturity?

Career maturity is a measure of a person's ability to understand and act correctly in the face of career problems.

It is based on the accumulation of personal professional characteristics and professional practices, and is different from the professional knowledge and professional skills of individuals.

Why should we focus on career maturity?

Consciousness determines action, action leads to effect. Career maturity is used to measure the way you think and act, and to predict its effectiveness.

You must have noticed that there are some unnatural phenomena in the workplace: some people are strong and outstanding, but they encounter people's accusations; others complain about things that others can readily accept; others clearly insist on principles, but are removed from key positions; others are really aware of their burning eyes but are in a bad way; others are always lacking in talent.

From the perspective of managers and organizations, we will think about how to build a more positive and positive management culture, reduce jealousy, misunderstanding, slack, conflict and discrimination, improve the organizational environment and improve the efficiency of the organization.

But as a professional individual, we should improve our thinking and behavior from the perspective of self-cultivation and avoid the occupational failures mentioned above.

Career maturity directly affects career feedback.

Career maturity is not a measure of a person's professional skills and competence.

But as a person in the professional process of thinking and behavior, it directly affects the occupational environment and produces results, and other evaluable factors (including: work performance, work ability, education, expertise, etc.), is the occupational environment for people's career evaluation, and directly affects the professional feedback.

Career maturity can bring twice the result with half the effort.

Since career maturity is closely related to vocational feedback, it should arouse great concern of professional people.

Years of research have shown that in order to enhance career feedback, it is necessary to make hard and long-term efforts to strengthen hardware conditions such as working ability, work performance and academic qualifications.

By contrast, improving career maturity has a multiplier effect on promoting career feedback.

How to measure and treat concretely?

Observation in the daily working environment can help judge a person's career maturity, but if you want to make a comprehensive measurement and provide a targeted analysis, a systematic assessment should be carried out through scenario simulation.

We measure career maturity in five dimensions, including mentality and perspective, method and strategy, initiative, flexibility of principles and self-management.

The following will be mentioned:

1, mentality and Perspective

The level of understanding of their own professional orientation and the degree of handling matters.

It represents the ability of the occupant to empathy, the ability to adapt and integrate with the environment in an open and open mind.

It is a positive factor for finding things in an open perspective, and actively exploring the tendency of value.

Take a look at the following example:

It's time to go to work again. Helen wanted to go out to work at SHOPPING, but looked back. The new boss had not left yet. Many of his colleagues did not seem to know that they had already done their work in their positions.

Helen did not understand: "if he works overtime like this every day, what shall we do?"

If you were Helen, what would you do?

A. things are different recently. Everyone is busy. Ask quickly, what can I do for you?

B. since everyone is here, cancel their shopping plan and follow the crowd.

C. this is too inhumane. I would like to say hello to my boss at night.

A. is the right choice.

New bosses often bring new management methods in management change.

Unavoidable, such as: basic situation such as situation finding, data collation, organization adjustment, plan arrangement and so on, will naturally bring about a phased increase in workload.

In this period, even if you do not arrange your specific work content, it is also a rare observation and learning opportunity for the lack of management practice, and it is also an opportunity to quickly approach new boss and understand organizational change.

It's good to stay and get involved.

Tip: ask your boss for help. The new boss needs to hear the new boss himself.

B. reluctantly passed, because the purpose is not clear, so there is also a lack of positive attitude, action has not been done.

First of all, are you sure your boss will see you stay?

If he does not see it, you will lose much of your performance.

Second, besides performance, don't you want to win more learning opportunities?

Don't you worry about being busy without coming to your trouble?

Besides, if he asks you, "Helen, what is so busy that we need to work overtime?"

How do you respond?

Finally, I want to think of some negative situations. If the boss needs to control the scope of the knowledge and do not need to stay, do you not embarrass yourself before asking?

Therefore, to consider all the problems in all aspects, and to really solve them is only a simple question. The first choice is better.

Tip: it is important to do things right, but more importantly, "make sure the boss can see".

C. little job fool.

We can not be keen to observe changes. We can not consciously find and discover opportunities and values. This is the reason why many workplace people stay in the weak position. Their roots are their unclear positioning, what they want and what they lack.

In fact, there are latent opportunities at any time in the workplace, such as personnel changes, management changes, organizational adjustment and major losses, which are more frequent periods of high value opportunities.

Most of the people who have no talent or complain about the organizational environment are themselves.