Most succession planning practices are based on the premise that ambitious people have and want only one career direction--upwardly mobile. However, employees have 10 career direction options at any stage of their working lives. A minority want the career action requiring promotion. Employers with a comprehensive career planning support program…

This book is designed to aid career counselors in Australia help their clients search for enhanced well-being in their occupations and to help organizations and human resource staff members dealing with employees' career development. The book is organized in four parts. Parts 1 and 2 explore the career transition journey that a typical person…

The majority of current succession planning practices reflect the viewpoint of only a linear career direction for ambitious people. They are based on the premise that competent people have and want only one career direction--an upwardly mobile one. In today's work force, however, a "bottom-up" process works better in succession planning. This…

Worklife has accumulated information about what employees want in career development support. Education starts by illustrating that career development is about developing the current job and seeking the next. Employees eagerly take responsibility for their career management, but feel they need considerable employer support, especially regarding…

This book is designed to help people develop an action plan to enhance their situation at work. Part 1 focuses on political behavior at work as a key to advancement. It discusses assessing career setbacks and recovery from them. Subsequent sections focus on the following areas of self-study that are necessary to enable the individual to manage…