Developing career resilience
Developing career resilience

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Developing career resilience

3.2 A resilient workforce

Employers, particularly those of larger organisations, state that they require a ‘resilient’ workforce – one that is able to adapt to change and stress in whichever occupational sector they are competing. This idea of a career-resilient workforce is supported by national governments as they argue that workers need to learn continually and that businesses should reinvent the way that they work. However, your own career resilience extends beyond learning for an individual job role or your current organisation and shapes the whole of your working life.

While larger employers and organisations do provide opportunities for learning for their employees, the responsibility for taking up chances sits with the individual. The relationship between employers and employees has changed from one where employers ‘looked after’ long-term employees and their career development to one where individuals are responsible for their own survival and career.

Your workplace might be unwilling or unable to offer you formal training, but informal opportunities can be just as valuable. These could be shadowing someone for a morning at their workplace, discussing someone’s job or career and how they got there, or taking on projects as a volunteer, even in an unrelated field.

Activity 8 Experiencing change

Timing: Allow about 15 minutes

Consider an example where change was required at work. This might be a change of role, of teams, of ways of working or something else.

Identify the change and what you did to ensure that it was successful. Note whether your employer or organisation provided support and learning opportunities to manage the change required. How far did this help you, or might something else have worked better?

Write brief notes below or in your notebook.

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As your answer to this question will be personal/only applicable to your own circumstances, there is no discussion for this activity.

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