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Campuses:
Everyone goes through several stages of development as they move from being a career "beginner" to a full expert in their field. Each stage has specific needs and tasks to consider. As you work with employees on development, it can be helpful to look at their stage in order to find the best kind of activities for them. Keep in mind that the stages do not relate to age. If an employee has recently completed a career change, he or she is probably in the "exploration and trial" stage. If, on the other hand, he or she has burned out on his or her career, he or she might be in "disengagement" even though chronologically he or she might be in his or her early thirties in age.
| Stage | Characteristics | Needs | Tasks |
|---|---|---|---|
| Exploration and Trial | Work with regular guidance Work is routine, detailed |
Learn to ask for help Learn to take initiative |
Develop self-image in the job Becomes a " " |
| Establishment and Advancement | Has own area of responsibility Work independently Independence and specialization |
Build a reputation Learn to work independently Produce significant results |
Accept organizational realities Learn how to cope Deal with change or lack of it Learn how to get ahead |
| Mid Career: Growth, Maintenance, Decline | Responsible for guiding others Use great breadth of technical skill to support organization |
Feel disappointment if goals are not achieved Learn to help others |
Develop others through knowledge Serve as mentor |
| Disengagement | Use experience to provide direction for the organization Influence decisions |
Prepare psychologically for retirement Learn to accept a different role |
Learn to let go Achieve balance in life |
Adapted from the work of Donald Super
Office of Human Resources
100 Donhowe Building, 319 15th Ave. S.E., Minneapolis, MN 55455