Archive for October, 2011
Yesterday I attended the NICEC workshop on the Blueprint for Career Development. This is a competency framework for career management skills that was originally developed in Canada and has been adopted by Australia and some European countries. I don’t have time to blog about the Blueprint properly at the moment so watch out for a future post on it. In the meantime, you might want to take a look at Tristram Hooley’s presentation from the workshop and poke around on the Australian Blueprint website.
For this post I wanted to refer to something that is mentioned, almost in passing, in the Blueprint material — the ‘High Five of Career Development’.
Way back in 2009 I wrote about the social rejection self-fulfilling prophecy. This relates to the unfortunate fact that, if you expect someone you meet for the first time not to like you, you tend to behave more distantly towards them. This increases the chances that they won’t like you. The reverse is also true: if you assume that you will be liked, you tend to behave more warmly and thus increase your chances of being liked.
People who have high levels of social anxiety tend to fall into the trap of negative expectations. They are particularly sensitive to the possibility of social rejection. This threat triggers an avoidance approach which makes them behave defensively in unfamiliar social settings, leading to less than warm responses from the strangers they interact with. This, in turn, confirms their fears and insecurity about social rejection. A vicious circle.
This self-fulfilling prophecy can be a major handicap when it comes to career development. It means you are less likely to engage in appropriate professional networking, cutting off potentially useful sources of information, insight and advice which could boost your career. It makes you less likely to create a positive first impression during an interview. It can also affect your ability to establish important relationships in the crucial first few days of a new job.
How do you break out of this trap?
According to Maslow we have five (or is it eight?). However, many other people have thought about what human beings need to be happy and fulfilled, what we strive for and what motivates us, they have come up with some different numbers.
ERG Theory (3 needs)
Clayton Alderfer (1969) set about rearranging Maslow’s needs. Rather than Maslow’s traditional hierarchy, he suggested that human needs were made up of three relatively independent factors and the order may vary between individuals.
- Existence — made up of Maslow’s Physiological and Safety needs.
- Relatedness — made up of the Social need and externally-sourced Esteem.
- Growth — made up of internally-sourced Esteem and Self-actualisation.