That is an interesting comment that you made about the Edgar Schein Career Anchor Profile. Assessments do play an important role in assisting job seekers in determining where their interests/strengths lie. Personally, I have utilized the Career Liftoff Interest Inventory based on John Holland’s Theory of Careers and also the Golden Personality Type Indicator based on the personality type theory of Carl Jung. I have found both of them beneficial in assisting others in understanding their interests and strengths.

I also agree with you that mobility within a company can also be a form of career change. In my experience, there are two types of upward progressions within a company. One is the movement within the same position such as from a Technician I to a Technician II. The basic duties remain the same but more responsibility is given. The second type is a complete change in job duties while still remaining in the organization. For this type of promotion, the same principles of preparing for a career change apply. In most cases, an internal candidate will be required to apply for the position and will go through the same interviewing process as an external candidate. The internal applicant should research the new position as thoroughly as possible, update his/her resume, and begin practicing answering potential interview questions. And of course, hiring a career coach is always recommended!

Thanks
Stacy

I’ve found Edgar Schein’s career anchors profile to be very accurate in predicting what I am drawn to (or is that held to?! lol)

Also, mobility within a company can be a form of career change. Maybe not “root and branch” but possibly a fresh start. Sometimes that is enough.

regards
mark mcclure
tokyo