Most successful people don’t get where they are by accident; they carefully plan their careers, setting out, and achieving along the way, short-, medium- and long-term objectives. But it shouldn’t be just the highest flyers who map out a route through the world of work – according to Louise Campbell, senior manager at UCD Michael Smurfit Graduate Business School, it’s important for everyone to have a career plan, regardless of age, experience or tenure in a business.
“Having clear goals for your professional development helps you stay on track and grow in your career, giving you a sense of direction and purpose,” says Campbell.
“Developing a career plan starts with self-awareness. The first step is to truly understand yourself – your strengths, areas for development, motivations, resilience and interests. Taking the time to reflect on these is crucial, as they form the foundation of your plan.”
There are often things we don’t know and can’t forecast well – such as changes in our preferences, learning about our skills and what we are capable of, and labour market changes, says Cathy Balfe, career coach at Career Coach Me.
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“Some roles are also very competitive and we might not know whether we will be successful in targeting roles where there are fewer opportunities than qualified candidates,” she adds. “Career plans may need to be re-examined, given new information we might have gained.
“For most people, career planning is not ‘one and done’, but, rather, an iterative process over their careers as they learn more about themselves and the world of work. A career plan made at 17 is going to need to be revisited several times for most individuals.”
A successful career plan is one that has involved a lot of honest reflection, is based on research into the labour market and career options, involves experimenting with different career areas and ideally is supported by career mentors, says Fiona Hayes, careers consultant, Trinity Careers Service, Trinity College Dublin. “Above all else, the need for flexibility and resourcefulness is key.”
“We need to spend time reflecting on who we are, what our strengths, interests, values and beliefs are in relation to career, and also think about the big picture, with issues such as the climate and biodiversity crisis being a key consideration for many employees.”
People may wish to consider what kind of work-life balance is ideal for them, but at the same time be flexible to the needs of the employer, Hayes says.
“We can all benefit from connecting with others who have worked in career areas of interest before. Trying things out through work experience or volunteering to reality check a potential career decision can also be hugely helpful.”
Following a structured approach to career planning can be very helpful, says Balfe. “I recommend people first understand themselves – what are they good at, what do they like to do, what other factors and constraints are important in their career choice. Next, what are the opportunities in the workplace that are a good fit for them – now they have a good understanding of what is important for them.”
Once you have decided what you would like to do, work backwards from there, Balfe says. “What do you need to be successful in applying for that role in terms of education, skills, experience? How can you fill any gaps you might have – are there upskilling courses you can enrol on, or stepping-stone roles that will give you the experience you need to apply for your target role in future?”
There are many resources that people can use to develop a flexible career plan, says Hayes: “For reflection on who you are and where you want to go in your career, journaling can be helpful and availing of psychometric tools can aid the process. It can also help to have a discussion with an objective, impartial person, ideally a trained careers professional, to help with your thinking and approach.
“Active reflection both during and after work experience and volunteering is also very helpful. Asking yourself why you enjoyed or didn’t enjoy an experience can begin to uncover underlying motivators and goals. Other practical resources include listening to podcasts of those who are working in your areas of interest, attending careers fairs and other employer events and availing of career mentoring if it is available to you.”
Have jobs for life gone the way of the dodo? These days it is very unusual for someone to have the same career with the same organisation for the entirety of their working lives, she says.
“Career and life are long and, as such, we need to flex and develop the curiosity and resourcefulness to change course when needed,” says Hayes.
“Careers may look linear when presented on LinkedIn or similar. When reflecting on their decisions, people are likely to say that they felt unsure about their next step at times and that it wasn’t always completely planned out.”
Failures in your career aren’t the end – they’re opportunities to grow, Campbell points out.
“Instead of seeing them as setbacks, reframe them as lessons that can guide your next move.” she says. “Ask yourself what went wrong, what you could have done differently, and how you can use that experience to improve.
“Every misstep teaches you something valuable – whether it’s a new skill, greater resilience, or clarity about what you truly want. Accepting these lessons rather than dwelling on them can ultimately drive you to greater long-term success. Nobody has reached the top of their career without failures along the way.”