Why you need a career MOT

An MOT analogy for your career is a good one because you need to take time out and carry out a self-appraisal on a regular basis. Ask yourself these questions: Is your career on track? Is the direction you are going in still the right one? Do you really have 25 years of experience, or one year’s experience replicated 25 times?

Take charge of your career

It is your responsibility to manage your career and not that of the organisation you work for, even though they may have career and talent management policies and programmes. They may be good at engaging and developing staff (if they are not, you should be looking around anyway) but don’t be beguiled into thinking that being loyal will be sufficient when times are tough.

Perhaps you feel you’ve reached a career ceiling but still have the drive and tenacity to rise further. You want to move on to fresh challenges and higher levels of creativity. Or maybe your career, even if successful, has lost its charm over time.

Maximise your potential

Don’t let your career just drift and don’t wait to be noticed. Take a proactive, targeted approach to maximise your potential and you’ll get more fulfilment from its challenges. Whole new perspectives open up when you open your eyes to what’s beyond the boundaries of the world you have always worked in.

You are responsible for your own future. The Career MOT will take time but that’s OK – we all need thinking time to focus and reflect every now and then. The career plan you envisaged when you started out may no longer be relevant now. That’s fine. You can start over.

Career MOTs and other employability issues are covered in ‘The Guide to Everlasting Employability’ by Michael Moran & Linda Jackson, which is currently available on lulu.com. Just follow this link to get your paperback copy via lulu.com.

Linda Jackson discusses the importance of Career MOTs:

Michael is Chief Executive of 10Eighty. 10Eighty is a career and talent management consultancy that helps organizations maximize the contribution of their employees by ensuring satisfying jobs and careers for their employees. Michael is a Human Resources professional, having worked in the National Health Service, Insurance, Commodities and Derivatives industries. He has worked within the career coaching business for fifteen years, both managing a £7 million business and delivering bespoke, one to one career coaching. In the last 15 years Michael has run businesses that have helped 75,000 people make successful career transitions. He is a frequent commentator in the press/media, which includes a range of topics on “successfully managing your career” and talent management. Most recent media mentions have included BBC South, CNBC, Radio4, Financial Times, City AM, Financial News, Evening Standard, The Sunday Times, The Grapevine and HR Magazine, to name but a few. He writes a careers column for People Management, a blog for the Human Resources Magazine and is a regular contributor to The Thompson Reuters HR Portal. Michael is known as a thought provoking speaker in the HR industry. In the last 18 months, Michael spoke at the Careers Partner International Conference, NHS breakthrough conference, NHS North West Leadership Academy, London School of Economics, University of Westminster’s Talent Management Conference, ICAEW Finance Directors Conference, CIPD learning and development conference and CIPD branch seminars. He is also Chair of the CIPD’s Central London Branch. Additionally is a non executive director of Marshall ACM, an e-learning company and the Total Reward Group, a compensation and benefits consultancy. Michael plans to publish his book “The guide to everlasting employability” in the Autumn 2012. He has just launched an iphone app “careers snakes and ladders” and an online interactive version of the book in collaboration with Marshall ACM to coincide the launch of his new business 10Eighty. Michael has a degree in Economics, a MBA from Warwick Business School and is a Fellow of the Chartered Institute of Personnel and Development. He holds an accreditation from the British Psychological Society for the use of psychometrics. Michael has completed the Fairplace Internal Accreditation Programme, the training element of which is externally recognised by the Association for Coaching. Michael Moran was until January 2012 Chief Executive of Fairplace and a main board director of Savile plc, the career and talent management consultancy. Fairplace is part of the Savile Group, an AIM listed plc. The Savile Group was placed 16th in the Sunday Times top 100 small companies in 2010.

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Michael Moran – CEO 10Eighty

A blog about career and talent management, things that might help you with your career and in your job.