Career Seasons

Just like the four seasons of weather – spring, summer, fall, and winter, as individuals, we experience our own unique season of career development and professional maturation. Our first season starts before our careers actually begin.  Sometime around secondary school, we begin planning and preparing for how to become independent – which usually means getting a job, continuing our education or some type of formal training.  This is often a time of exploration, discovery and learning about ourselves – and this season begins to lay the groundwork for the seasons that follow. 

 The Learning Season

During the learning season we are planting seeds – we are trying new things, investing in our education, gaining exposure to various fields through internships, job shadowing and even working full-time or part-time jobs. Our ideas and dreams about what we want to do as a career are being tested.  These tests serve to validate whether we are headed in the right direction or gently nudge us down a different path.  We are generally filled with excitement about all the possibilities and are trying to learn as much as we can.  As we settle into our first professional job and start applying theoretical learning to real situations – the seeds we planted begin to take root and grow - and summer begins.

The learning season is often a time of curiosity.  Strategies for managing employees during this season can include open conversations about career interests, work assignments that provide variety and exposure, reflection meetings, and one-on-ones to help them feel supported and motivated to pursue their goals.

 The Achieving Season

Similar to summer, the achieving season is a time when our careers tend to take off.   We become more confident in our skills and abilities and gain momentum in achieving our goals.  Career goals are clear and pursuing them becomes a priority.  Lateral moves and promotions may occur during this time which provide opportunities to deepen skills and enrich professional experiences. We may spend a significant portion of our careers in this season.  It is often during the achieving season that we experience the greatest sense of accomplishment because we can see the progress we are making – the investment in our education, training, and even long workdays is starting to pay off.

Strategies for supporting employees during this season may include re-evaluating and discussing long-term career goals, stretch assignments and taking on leadership roles.  Retention strategies are critical during the achieving season as this is a time when employees are reaching mid-level in their career and ripe for recruitment by competitors.

 The Mastery Season

Mastery season is achieved often after hard work, continuous learning, and years and years of dedication to your profession.  At this stage, we have had the opportunity to see and experience a variety of situations and apply our knowledge and expertise in those settings. Executive and leadership opportunities generally occur during the mastery season.  Our knowledge and experience help us to make sound decisions, exercise good judgment, and coach and direct others.  We have also had the benefit of learning from our own mistakes and are in a position to help others avoid similar pitfalls.  The mastery season also comes with having a level of self-awareness.  By the time we reach the mastery season we have become comfortable with who we are, are aware of our strengths and weaknesses, and no longer seek the validation of others for our sense of worth. Humility, curiosity, and helping others succeed replace any insecurities that may have once existed.  At this level, there is a sense of accomplishment and nothing left to prove to others. 

Increased visibility and behavior modeling are important at this level. Strategies during this season may include participating in strategic planning initiatives, executive committee meetings, or attending board meetings. Continuing to have conversations with employees about their interests and what’s next remains critical for retention.  This can also be a season for change. An employee who has mastered their craft may want to change careers or spend their time differently. Allowing space for this possibility can help employers effectively plan for the knowledge transition process. The mastery season sets the stage for the transition season to begin.

The Transition Season

Life brings about a change and at some point in our careers, we realize we want to spend our time differently or recognize it is time to pass the baton to someone else.  During the transition season, we may begin mentoring and developing others to move into our role or play an active role in the succession planning process. This is often a season of reflection and if the first half of our careers involved working long hours or extensive travel - having an opportunity to relax, spend time with family, take long vacations, or spend time however you desire becomes attractive.  The transition season is about choices – making different choices or continuing to do what you love on your terms.

While succession planning should be a proactive strategy used at all levels, it is crucial to have it for key employees who may be transitioning out of their roles or the organization.  Standard operating procedures and training documents should be reviewed for accuracy and a smooth knowledge transfer process should be put in place to minimize business interruptions and confirm talent readiness.

Seasons and High-Performing Teams

As organizational leaders, regular and ongoing communication with employees will help you understand their season and how you can support them.  For example, if you know Susan is in the achieving season, you may want to assign her to a team that is working on projects related to skills she has recently acquired to allow her to apply her knowledge, build skills, develop her confidence and learn from others with more experience. 

Just as the weather can quickly change, so can an employee’s career interest.  Active listening, building trust, and creating an environment where employees feel comfortable sharing their personal and professional career goals will help you figure out what you need to do and how to best support them as the seasons change.