A Solution to the Ever Changing Career Landscape

Every day, thousands of mid-career professionals pause to consider their lives – many having achieved great measures of success. These executives are the healthiest, wealthiest, and best educated generation to ever reach this stage.
But this driven, career-focused generation can also be perplexed at times, by the ever changing ‘career landscape’.

Peter Drucker said, “In a few hundred years, when the history of our time will be written from a long term perspective, I think it is very probable that the most important event these historians will see is not technology, it is not the Internet, it is not e-commerce. It is an unprecedented change in the human condition. For the first time - and I mean that literally - for the first time, substantial and rapidly growing numbers of people have choices. For the first time, they will have to manage themselves. And let me say, we are totally unprepared for it.” (3)

Today’s experienced professionals have increasingly been called a Free-Agent Nation, with an estimated 1 in 4 workers working outside the bounds of regular, full-time employment. (2) In the last generation, a typical executive would work for two or three companies during their career. Today the average is six to eight companies – and there’s every indication that the number will continue to climb. Companies are striving to create increasingly flexible workforces, permanently changing the model of a lifelong career at a single company.

The restructuring of American business means we are coming to the end of the age of the employer and employee. With all this fracturing of businesses into different and smaller units, employers can’t guarantee jobs anymore because they don’t know what their companies will look like next year. Everyone is on their way to becoming an independent contractor. The new workforce contract will be, ‘Show up at the my office five days a week and do what I want you to do, but you handle your own insurance, benefits, health care and everything else.’ (3)

Executive job tenures are shrinking. Talent is increasingly just one more commodity. So, what career-model aligns with these 21st Century trends?

“You may have begun your career as an employee. You most certainly will end it as a consultant. In between, you will criss-cross the employment and assignment trajectories several times.” (4)

In this insecure market, the ability to adapt and be positioned for the next opportunity is the closest thing to job security. “Security” exists in knowing you can work on a Project, Interim, or Full-Time basis - as each situation might require. The key is to have as little “transition down time” as possible.

Is there a model that can flip all of these trends to your advantage? The OneAccord team member structure is designed to create a powerful career management opportunity within a single organization. OneAccord team members can manage their careers from project assignments, through interim work, to permanent employment, and back again. Mixing and matching to meet their career needs in a way that delivers the flexibility that the global market requires.

At the beginning of the 20th century the average life expectancy was 47. Today’s 50’ish executive has 25-30 additional years to go. What are you going to do? Disappear to the Sunbelt as soon as possible, or redefine your professional success – finding significance, multiplying yourself, and building a lasting legacy? It’s really up to you.

1. “Managing Oneself”, Peter F. Drucker, HBR, Exec. Summary Mar-Apr 1999
2. According to a survey by Drake Beam Morin.
3. “What In The World Is Going On?”, Herb Meyer, Global Intelligence Briefing For CEO’s
4. “Good Jobs Are Perishable”, Laurence J. Stybel, Ed.D & Maryanne Peabody
5. “The Short Life of the Chief Marketing Office.”, Kiley, David and Helm, Burt. BusinessWeek. 29, November, 2007.
6. Tatum. 2008 www.tatumllc.com/news_room.aspx.