Younger Workers Need a Career Narrative
Wednesday, February 27, 2013

Two senior management consultants are chatting with each other between meetings:

“I heard we managed to staff the new project in New Jersey. Sounds like a good team — I don’t know the junior guy, do you?” says the first.

“I don’t know Greg yet either,” says the second. “But I’m relieved we were able to secure somebody, given how short-staffed we are. I know he’s got lots of experience doing this type of assignment, but I’m not sure if it’s something he loves or if he’s just in a rut. I’m hoping it’s the first, of course — it could be like pulling teeth otherwise, since this is going to be such a tough engagement. We’ll see, I guess.”

Senior executives in professional firms aspire to match the right people to the right work, but here, these senior executives don’t have enough to go on. Facing pressure to staff a project quickly, there’s little to stop them from assuming that Greg wants his next assignment to be just like projects he’s done in the past.

But what if that’s not so? How would they know? They have no idea how his past achievements relate to his future interests and development goals. Greg has not done a good enough job telling his own story in this company and so he’s allowed other people to define him.

Read full article here.


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