There is an aspect of professional development that is often not taken into account: over time and as maturity is reached, the direction of development needs to be changed. If we talk about a standard career, we can determine the following development pattern:
After the young man completes his education, he enters the service. In the first few months, he is confronted with many unknowns and can, in principle, make gross errors. The main thing that worries a new person is to enter the team and find their place within the organization. This period can be compared with the study of a new game: there are rules that you need to understand, and options that you need to choose. This is a time of quick learning.
In the first years of his work, a person needs growth, the main thing for him now is to “hit the target.” It may turn out that traditions will strongly impede this, and a person will act boldly, almost impudently. This stage in individual development could be defined as a struggle and a search for recognition.
Accumulating experience and, probably, responding to the requirements of the new “family”, a person enters a new phase – the phase of consolidation. Personal recognition is no longer a problem, but there is a need to expand the scope of application of one’s abilities, to seek recognition of oneself as a necessary and good employee. Values are rethought, reassessment and importance of the work. People who have already fallen into a period of consolidation begin to look at their achievements in a different way.
Somewhat later, many managers experience a period of serious change and reflection. During this period, they begin to treat themselves more carefully. They question the significance of their work by asking themselves a question that they have never been asked before: do I need to spend my vitality on hard work? We call this phase revaluation, and when a manager passes this phase successfully, he gains greater depth and freedom.
Even later, a highly qualified manager concentrates on the development of other employees, he takes care of the well-being of the entire organization, thinks about employees younger than himself, trying to help them work more efficiently. This is the period of the art of management, during which more attention is paid not to its development, but to the development of others.
Of course, the life of each person is different from the life of others, therefore there cannot be any general model of it, in each of them any of the above stages can be distinguished. We know that many are experiencing an important period of stress and shock during the transition from one stage of their career to another.
Throughout managerial life, situations arise when activities change. It is important that these new activities at that moment meet the personal needs of the person. Work that does not allow you to realize your potential will weaken you regardless of the capabilities of the new post.