Career version 1.0, 2.0, 3.0, 4.0 — which version you have?

 Interesting read: The 4.0 Career – http://huff.to/b4pxeQ
http://www.huffingtonpost.com/douglas-labier/the-40-career-is-coming-a_b_783566.html

The 1.0 career describes doing whatever kind of work enables you to survive. It’s what people do when they’re in situations of extreme hardship, political upheaval, or within socioeconomic conditions that limit their opportunity and choices. That probably describes the situation for the masses of people throughout most of history. And of course it exists today, especially among those who have been hardest hit by the current recession. In these situations, your criterion for “success” is being able to earn enough of a living to survive — pay your bills and support your family. The conflicts that people experience within the 1.0 career often include the impact of working conditions, discrimination and limited opportunities for getting onto a career path that can lead to something better.

Version 2.0 emerged with the political and economic environments that supported the emergence of the modern “career.” That is, work within increasingly large, bureaucratic organizations that developed from about the late 1800s into the early 20th century. Those organizations required layers of management and administration — white-collar jobs, within bureaucracies. Your career could advance along a defined path, and it was available to people who were able to gain a foothold within it. That path was often facilitated by educational opportunities and/or social class advantages people brought with them.

The 2.0 career is what most people define as “careerism:” Pursuing more power, authority, money and position within an organization. It’s all about performing — doing whatever gets you those external rewards. Our career culture begins conditioning many of us that way in childhood, as Madeline Levine described in her book, “The Price of Privilege.” It probably even contributes to the widespread experience of ADD.

Over time, you become set up for conflicts between performing to get those rewards on the one hand, and your internal desire to achieve something of deeper value, on the other. The 2.0 career still predominates within today’s career culture. It’s where you find the conditions that generate, for example, work-life conflict, boredom, workplace bullying, hostile management practices, and subtle racial and gender barriers to moving up.

The TV show “Madmen” highlights much of the experiences of the 2.0 career, and it predominated until harbingers of the 3.0 career began to appear during the last 20 years. The 3.0 career reflects a desire to find more personal meaning and sense of purpose through work. That’s what I began to find among members of the baby boomer generation when I interviewed them in their younger years.

The 3.0 careerist struggles for more balance between work and personal life, and is less willing than the 2.0 careerist to stick with an unfulfilling job, or settle for one when job-hunting. Conflicts within the 3.0 orientation are visible, for example, in the pushback against the longer hours companies increasingly pressure people into. Or, in rebellion against being available 24/7, even while on a vacation. Also, an increasing number of people say that moving up is a downer for them. For example, a Families and Work Institute report found that promotions are being turned down by workers in the thick of their careers. Workers used to be eager to take on more responsibility, and now they aren’t as much.

A woman in her 40s expressed that theme, saying, “Simply put, I want more fun in my life.” She added that there was “too much disconnect” between her duties as Chief Operation Officer — including managing her staff and dealing with the other people on the senior management team — and what she described as the “neglected me, this person hiding inside the roles I have to perform every day.” She said, “I’m going to do something different at this point, no matter what kind of adjustments I have to make.”

The 3.0 careerists do not want their professional lives to be the enemy of their talents or interests outside work. They want less fragmentation and more integration among the different parts of their lives. More than just having a successful career, they want their careers to serve and support a successful personal life.

That latter point distinguishes the 3.0 from the emerging 4.0 career. The former is more self-development-focused. In contrast, the 4.0 careerist wants more than sufficient work-life balance and personal meaning. To be sure, those remain important. But the 4.0 career is more focused on having impact on something larger than oneself.

In essence, the 4.0 careerist is motivated by a sense of service to and connection with the larger human community through the product or service he or she contributes to. The vehicle for this is the opportunity for continuous new learning and creative growth, through which you use your talents and capacities for having a positive impact on human lives, through your work.

(via Instapaper)

– sent from my iPhone-wannabe

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