Posts Tagged intelligent career

In the right zone

Zones of impact

What zone are you in?

A model that I use quite frequently in one-to-one guidance and group sessions is one that I cobbled together myself. I call it the Zones model (or Zones of Impact model).

The original spark for the idea came from the Cognitive Information Processing model. I was scared off by words such as ‘metacognitions’, but the idea of different domains of thinking appealed to me, as did the notion of using these domains to identify the type of help that would be most appropriate for particular clients. Further inspiration came from the knowing-why, knowing-how and knowing-whom of the Intelligent Career model and Blooms Taxonomy of Learning. I later came across the Transformational Learning model (sometimes called triple loop learning) which again looks at different levels of change that might take place with a client.

Out of these various sources of inspiration, I wanted to make a model that I would find easy to remember which would help me to locate and assess the type of help I was giving to clients. Thus was born the Zones of Impact model. The model attempts to classify different areas of client needs in four primary zones.

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How intelligent is your career?

Tiger with glasses

I think they make me look intelligent!

Knowing why, knowing how and knowing whom — these are the three pillars of an intelligent career according to Michael Arthur, Priscilla Claman and Robert DeFillippi  [(1995) Intelligent enterprise, intelligent careers. Academy of Management Executive, 9(4) 7-19].

The notion of the intelligent career was developed in response to the shift that was taking place in the corporate world in the 1980s and 90s —  delayering, downsizing, outsourcing, etc. As part of this transformation, James Brian Quinn proposed that modern intelligent organisations should focus on their core competencies in three arenas: firm culture, know-how and networks.

Arthur et al. suggested that individual career success in such organisations could be founded on three similar personal core competencies or forms of knowing.

  • Knowing why — Understanding your motivation for working. Being clear on your values and being able to identify with your work.
  • Knowing how — Being aware of the skills and knowledge you bring to your work. Developing abilities to meet the demands of changing roles.
  • Knowing whom — Developing and maintaining the relationships that can have an impact on your career. Thinking about your image and reputation with others.

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