What are the differences between traditional and modern career development models?

1 Traditional models

Traditional career development models are based on the assumption that careers are linear, predictable, and stable. They often focus on matching your personality, skills, and abilities to specific occupations or industries, and following a predefined sequence of stages or steps. Some examples of traditional models are Holland's RIASEC model, Super's life-span life-space theory, and Schein's career anchors. These models can help you find a suitable and satisfying career, but they may not account for the changing nature of work, the diversity of career paths, and the influence of external factors.

2 Modern models

Modern career development models are based on the assumption that careers are dynamic, complex, and uncertain. They often focus on adapting to changing environments, creating your own opportunities, and managing your own learning and development. Some examples of modern models are Savickas's career construction theory, Inkson's protean career model, and Hall's protean and boundaryless careers. These models can help you cope with career transitions, challenges, and opportunities, but they may require more self-awareness, flexibility, and initiative.

3 Pros and cons

Both traditional and modern career development models have their pros and cons. Traditional models can provide you with clear guidance, direction, and structure, but they may limit your options, creativity, and growth. Modern models can provide you with more autonomy, diversity, and innovation, but they may also involve more risk, uncertainty, and stress. The best career development model for you depends on your personal preferences, values, and goals, as well as the context and culture of your work environment.

4 How to choose

When it comes to choosing a career development model, it's important to remember that it's an ongoing process and not a one-time decision. You may use different models at different stages of your career, or even combine elements from different models to suit your needs. To make the best decision, ask yourself questions such as what are your career aspirations and motivations, what are your strengths, interests, values, and skills, what opportunities and challenges exist in your current or desired field or industry, how do you learn and grow best, how comfortable are you with change, uncertainty, and risk, and how much control and flexibility do you want over your career?

5 How to apply

A career development model can be used to assess your current situation, explore your options, evaluate choices, set goals and strategies, take action and monitor progress, review results and feedback, and adjust plans as needed. This model can help you plan and implement your career actions in an effective manner.

6 How to get help

If you need help with choosing or applying a career development model, you can seek professional guidance from a career counselor, coach, or mentor. A career counselor can help you with career assessment, exploration, and planning. A career coach can help you with career development, performance, and transition. A career mentor can help you with career advice, support, and networking. You can also use online resources, such as career websites, blogs, podcasts, and courses, to learn more about career development models and how to use them effectively.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?