The Future of Work: Lessons in Work Architecture and Career Management (2023)

as i havediscussed in several articlesThe highly competitive labor market has made internal mobility one of the most important HR strategies.Latest LinkedIn Study (Global Talent Trends 2020)found that more than 70% of organizations now focus on “internal recruiting” and that companies with active internal career management programs have 41% higher retention rates.

In many ways, this is the illustrious future of work. We take a job at a company, move from one role to another, and our careers grow and develop through a series of projects, assignments, and roles. It's a far cry from the "pre-employment to retirement" talent management we envisioned a decade ago. It is about facilitated internal mobility and development.

There's a lot going on in this room. Providers such as Workday, Gloat, Avature and Phenom People are buildingtalent marketsto make it easy. Create providers like Degreed, EdCast, and FilteredSkill Cloudsto help derive and identify skill gaps for development. And nearly all applicant tracking system vendors are developing internal recruiting tools that allow the talent acquisition leader to source better talent in-house.

But what's it really like to do that? How do you actually create a functional career management program and internal solution?

Well, one of the vendors thatFuel50 is a pioneer in the indoor mobility market, an innovative software company (founded by two world-class career coaches) that fundamentally defined the space. I spent several hours talking with two Fuel50 customers (Vanguard and Ingersoll Rand) and would like to share my thoughts.

Fuel50: pioneer in career guidance and mobility

The original idea for Fuel50 was to build a comprehensive professional development platform for companies. The platform allows employees to self-assess their interests and skills, match them to jobs, and facilitates the creation of personalized career plans and easy-to-navigate job templates that simplify career management. In fact, it does just about everything you could want in a career management system, including matching people with mentors and identifying development programs to help people grow in their careers.

The Future of Work: Lessons in Work Architecture and Career Management (1)

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At first, Fuel50 had to evangelize the market because companies didn't have the budget for this type of system. Now that almost every company is struggling to hire and develop skills internally, Fuel50 is a hot company.

This is not an easy problem.

To be clear, internal talent mobility is not a simple problem. Yes, you can open job listings to internal candidates, but it doesn't do much good if managers don't hire less-skilled internal workers, managers hoard their employees, and you don't have the tools to find the right job. Many companies tell me that this problem is quite challenging. It is common to hear that “the easiest way to move around in this company is to quit and apply for a new job”.

I was recently in an offsite HR office at a large bank and the team had a meetingHYPO development. The head of succession management talked to the head of talent acquisition and basically said, "Stop recruiting my HIPOs, I have a plan for them." The head of TA then replied, "Well I have all the jobs they need and you really don't know what they are." This means that the disciplines of recruitment, succession management and L&D must now be linked.

The whole problem is multidisciplinary. As the following figure shows, you need a work architecture and a clear set of work opportunities (usually jobs or projects), a way for employees to identify and evaluate their interests, a way for the company to communicate its career strategy and skills needs and a way for people to fulfill their personal mission at work.

The Future of Work: Lessons in Work Architecture and Career Management (2)

There are also important cultural issues that need to be addressed. In many companies there are internal cultures that make mobility difficult; there may be an "up or down" reward system; Salaries and employment levels prevent people from moving without promotion (a big problem); and managers aren't sure whether to make it easy for people to leave the group, block it, or simply stay out of it.

The Future of Work: Lessons in Work Architecture and Career Management (3)

Many years ago I interviewed Cisco (a company that thrives on internal mobility) and was informed by the Head of Talent that there is a "rule" at the company: Anyone who works in a position for two years or more is "free". look for another indoor position. Managers were instructed to help and not hinder each other.

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Job templates are a mess

The biggest problem of all is thatJob descriptions and job models are a mess.

In addition to being very detailed and granular, they become less important as companies grow. We are working with a large global company that is implementing Workday and wants to optimize their work architecture before rolling out the new system.

Well, the company has 70,000 employees and we found96,000 job descriptionsIn the system. It's crazy, but that's how companies grow. As I describe it, this is the "entropy problem" in economics. (Entropy is a term for “the increasing randomness in the universe.”) Businesses are getting more “random” every day.

Imagine that you are looking for a new position in this company and now you are a "Marketing Manager" - you can choose from 50 different positions of Marketing Manager, Senior Marketing Manager, Product Marketing Manager, Media Marketing Manager and so on on. You understand this.

What We Learned from Ingersoll Rand and Vanguard

Now that Fuel50 has pioneered all of this, its customers are well below the learning curve. So let me give you a few things we've learned.

Ingersoll Rand: Creating a Development-Oriented Culture

No case from Ingersoll Rand,Mike MartinHe didn't want to build a career portal, he was responding to an employee turnover and engagement problem. In 2012, the company recognized that the main reason for leaving the best employees was the lack of perceived career opportunities, and therefore turned to development planning. This led to a massive overhaul of their talent system.

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Initially, the company focused on employees with high potential and called for "Every high potential needs a development plan.Then the next year they said:All employees must have a development and discussion plan.”

This mandate changed the role of management and since 2013 the company has changed. Now the mantra is "Professional development is what we do.”

To make this work, Mike and his team had to clarify the company's career models (Fuel50 and their consultants are tailor-made for this) and determine the job architecture. This resulted in a company-wide job rationalization program that was eventually reduced to 800 jobs. The expanded program was renamed Advancement in Career and also included a series of skills and competencies for each position.

This type of project is liberating for companies because it forces managers to think more strategically. Today, using Fuel50 as a platform, Ingersoll Rand enables its employees to assess their career goals, find a future role, assess their current skills (self-assessment and managerial assessment) and create development plans for growth. The entire system is a complete career assessment, personalization and development system, and Mike believes it has increased employee engagement and retention by double digits.

The Future of Work: Lessons in Work Architecture and Career Management (4)

The organizational culture has also changed. Now, after several years of effort, the races are on"employee-owned and manager-enabled".Managers know theirsTo workIt's about asking good career questions, helping people clarify their values, helping analyze skills gaps, and helping people prepare for their next role.

The company is now adding mentors to the program so employees can find experts who will prepare them for their next role. And to further expand the development process, they also add “project experience” to the model so that people can find projects that will set them on a future path.

Today, three years later, the internal hiring rate has increased from 35% to 55%, and most internal mobility is lateral rather than vertical. This is a great topic, by the way: one of the most successful companies in Silicon Valley told me that "internal mobility is completely blocked because nobody changes jobs without a promotion." No business grows forever, and this culture stands in the way of true personal growth.

That's the big lesson I learned from MikeThis is not a platform issue.. To do what Ingersoll Rand did, you must build a project team, simplify your work architecture, and establish a leadership-focused program to teach managers and employees that development planning is not an afterthought, but for the future of the company. company.

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Although Mike may not have realized it at the time, his team was actually preparing Ingersoll Rand for the future of work. Now that this program is underway, the company sees professional development as central to its mission. It helps people explore new opportunities and helps the company adapt to automation and the emergence of new jobs.

Vanguard: Driving further growth and employee engagement

Like Ingersoll Rand, Vanguard is an iconic company with high engagement. In 2013, the company realized that it needed digital transformation and began to define new ways of working.

This transformation was calledNew ways of working, and basically focused onfine tunejagile. When organizations embrace Agile, they realize that talent mobility is critical to success. When people fail to move on to new projects and develop new skills, agile initiatives are slow to get off the ground. As part of its transformation, Vanguard realized that job mobility and skills development were essential.

Vanguard also had a problem with the working architecture. At the start, the company had 7,000 job profiles for 17,000 employees. As the company grew and the job market became more competitive, employee retention began to decline and employees told managers they couldn't find a next career path with the company. Because Vanguard has such a strong family culture, career management has always been seen as "who you know where you're going".

This type of career management is endemic in all large companies. Your career depends on who you know, which blocks the philosophy of transparency and continuous growth. The CHRO of a large company once said to me, "We just spent over $100,000 hiring a CFO for one of our business units when the perfect candidateThey had just resigned, he worked at our company across the street.”

Vanguard, like Ingersoll Rand, is now streamlining its work architecture (expected to reach 2,000 work profiles).Nate Prosser, who led that effort, told me the project was cathartic and has now become strategic. Not only is job mobility facilitated, agile working methods are also gaining ground.

Conclusion: The careers of the future are taking over the work of today

It's easy to sit down and talk about talent mobility, developing internal talent and building a better career model in your organization. But doing this is much more difficult than it seems.

(Video) Future of Work and Career Planning

As these companies told me, there are three main challenges: (A) simplifying work architectures to make it easier than ever to identify and find the next opportunity within the company; (B) Creation of a set of tools for assessing and planning skills development for all employees and managers; (C) Promote a culture of internal growth, internal mobility and focus on the exchange of talents around the world.

Fuel50 is a vendor that has figured this out after a decade of effort. If we're all going to buy fancy skill ontology tools and talent market solutions, let's remember the basics and understand that when we start internal mobility, we really change everything. The role of individuals, managers and leaders will change.

It is clearly the key to future excellence and we will launch an entirely new program in 2018Academia Josh Niesento help this year.


What is the most important step in the career planning process? ›

Creating an action plan is the most important component of the career planning strategy. A detailed flow of your actions helps you to stay focused to attain your goal. To do this, you'll need to identify comprehensive and detailed responsibilities and tasks. Your plan should include short-, medium- and long-term goals.

What is job architecture and why is it important? ›

A job architecture framework provides a common language for organizational levels, spans of control, and career paths. This information is often outlined in a job-leveling guide that specifies job complexity, scope of impact and responsibility, and other criteria used to define the level of a job.

What are the benefits of career architecture? ›

Job architecture improves role clarity.

Job architecture is about clearly defining roles within the company — and when a role is clearly defined, it gives hiring managers the information they need to find and hire the right person for each position. “Job architecture improves role clarity,” noted Haskins.

How do you manage your career effectively? ›

Steps for managing a career
  1. Identify your long-term goals. Consider what kind of work or profession interests you as a long-term career. ...
  2. Create a plan. ...
  3. Participate in advancement opportunities. ...
  4. Use the right tools. ...
  5. Learn new skills. ...
  6. Complete additional training. ...
  7. Measure your progress. ...
  8. Make adjustments.
Feb 3, 2023

What are the 3 steps toward a successful career planning? ›

6 Steps for Career Planning
  • Step 1: Explore Career Options. ...
  • Step 2: Conduct Field Research. ...
  • Step 3: Determine Your Job Target. ...
  • Step 4: Build Your Credentials and Resume. ...
  • Step 5: Prepare for Your Job Search. ...
  • Step 6: Launch Your Job Search.

What are the goals of job architecture? ›

A job architecture provides visibility into how jobs are organized, and typically reflects both industry market practice as well as the internal needs and characteristics of the organization but is independent of organizational reporting structure.

What is one of the most important roles of an architect? ›

Architects create designs for new construction projects, alterations and redevelopments. They use their specialist construction knowledge and high-level drawing skills to design buildings that are functional, safe, sustainable and aesthetically pleasing.

What is the most important thing in being an architect? ›

Aside from basic knowledge, design skills, and being creative, communication is perhaps the most important quality in an architect. Architects are required to work with many people from different industries to make things happen.

How is the future of architecture as a profession? ›

Overall, the future of architecture as a profession is anticipated to be impacted by technological development, environmental concerns, and changing societal needs. Architecture and those who practice it need to be ready to embrace the shift to entirely digital design processes in the coming future.

How is career management important? ›

Career management helps fulfill your intrinsic needs and personal goals by helping you recognize and work toward your career objectives. You can use more effort and feel more fulfilled when managing your career. It also gives you a sense of empowerment and control over your life and career choices.

What are the 5 steps in career management and what happens in each step? ›

The proper way to analyze and discuss careers is to look at them as made up of stages. We can identify five career stages that most people will go through during their adult years, regardless of the type of work they do. These stages are exploration, establishment, mid-career, late career and decline.

Why is work management important? ›

Why is work management important? Work management introduces reusable workflows that your team can use time and again for completing tasks. Put another way, the more closely you guide the tasks of all your employees and teams, the more consistent your product's quality and delivery timeline can be.

Why is it important to start career planning now? ›

A solid career plan is important in that it can provide a roadmap for your future. This, in turn, helps you make informed choices about your current job situation as well as future career moves. A broader career plan is also important when it comes to helping you stay inspired.

What is the purpose of a career plan? ›

The main purpose is to provide you with a roadmap for your future that'll help you make well informed decisions about your career, and also future career moves. A solid career plan will help you stay focused and motivated.

What should I improve to achieve my career plan? ›

8 Steps to an Effective Career Plan
  • Identify Your Career Options. Develop a refined list of career options by examining your interests, skills, and values through self-assessment. ...
  • Prioritize. It's not enough to list options. ...
  • Make Comparisons. ...
  • Consider Other Factors. ...
  • Make a Choice. ...
  • Set “SMART” Goals.

What should I improve to able to achieve my career plan? ›

Improving your career requires time, commitment and motivation. Challenge yourself often by setting short-term goals, conducting exploratory research and learning new skills. Think about pushing yourself out of your comfort zone frequently to explore skills and ideas beyond your area of expertise.

What is career plan example? ›

Becoming an expert in your industry or field is an excellent example of career planning. There are many steps involved in reaching this objective, and beginning with the end in mind is the first step. Identifying what being an expert means to you is crucial to understanding the process of reaching this goal.

What is the summary of architecture career? ›

Architects design the overall look of houses, buildings, and other structures. They must ensure that the final product is both attractive and functional. Organizational skills. Architects often manage contracts.

What are the 4 points of architecture? ›

The Five Points of Architecture
  • Pilotis.
  • The Free Designing of Ground plan.
  • The Free Design of the Façade.
  • The Horizontal Window.
  • Roof Garden.
Aug 26, 2020

What is smart goal in architecture? ›

Measurable (meaningful, motivating). Achievable (agreed, attainable). Relevant (reasonable, realistic and resourced, results-based). Time bound (time-based, time limited, time/cost limited, timely, time-sensitive).

What are the qualities that an architect needs to be successful? ›

8 Attributes of a Great Architect
  • Creativity. ...
  • Resourcefulness. ...
  • Technical Focus. ...
  • Foresight. ...
  • Drive. ...
  • Collaboration. ...
  • Construction Savvy. ...
  • Leadership.
Jul 2, 2018

Which skills and qualities are essential for architects? ›

Skills needed to be an architect
  • Creativity. Architecture is a form of art. ...
  • Design skills. Architects spend most of their time drawing and creating models. ...
  • Building and construction skills. ...
  • Attention to detail. ...
  • Communication skills. ...
  • Problem-solving skills. ...
  • Computer literacy. ...
  • Legal knowledge.
Aug 9, 2022

What are the three important things in architecture? ›

Architect - Retired UK
  • Firmitas (Firmness, Durability) – It should stand up robustly and remain in good condition.
  • Utilitas (Commodity, Utility) – It should be useful and function well for the people using it.
  • Venustas (Delight, Beauty) – It should delight people and raise their spirits.
Dec 29, 2018

What are the values of an architect? ›

Architects typically have the following work values:
  • Consider independence important. They like to make decisions and try out ideas on their own. ...
  • Consider achievement important. ...
  • Consider recognition important. ...
  • Consider good working conditions important. ...
  • Consider support from their employer important.

What are the three main roles of an architect? ›

Architect Skills and Duties

Design: Architects must design, plan, and develop concepts to create construction plans and technical documents.

Can you be a successful architect without a degree? ›

You can become an architect without a degree by completing the Architectural Experience Program (AXP) and passing the Architect Registration Examination. Hawaii, Colorado, and Washington as well as some other states do not require a formal education to be an architect.

How do you progress in architecture? ›

Career resilience in architecture
  1. Kickstart your career and find the right job.
  2. Stay sharp and focused in your practice.
  3. Master presentations and communication with clients and peers.
  4. Learn new skills in different sectors.
  5. Know when to move on to advance your career.
  6. Develop leadership skills and get promoted.

How do architects improve lives? ›

Design and Planning

Physical concerns such as daylight and the location of windows, as well as heating and ventilation also play a major role in improving the quality of life of the building occupants.

What makes an architect stand out? ›

As mentioned, architecture is all about creative freedom. Exploring different ideas and tapping into abstract thinking is what makes an architect stand out.

What I must know about architecture? ›

Architecture is the design and construction of buildings, combining art, mathematics, science and logistics. During an architecture degree, you will learn how to draw accurate designs of buildings either by hand or with computer software.

What is a career in architecture like? ›

Architecture professionals design structures for many purposes. They can build factories, design landscapes, or renovate homes to include climate-friendly measures. Architects use both technical skills and creative artistry to design projects that are functional and attractive.

What is the career path after architect? ›

Once internships are complete and students have graduated, they can move on to become a licensed architect. As licensed architects gain more and more experience, they can move up to senior architect/designer, and then on to project manager, department head, and so on.

What does it mean to be the architect of your future? ›

But what does this mean, exactly? Well, it really is quite simple. An architect is a person who takes a vision or a thought and turns it into a reality. Take a building project, for example.

What is career management in the workplace? ›

Career management is the process of planning an employee's progress towards a professional goal and then acting on those plans through a variety of methods. There are several entities involved in career management, including the employee, their manager, HR and/or a specialized L&D team or leader, and the organization.

What elements are important for career management? ›

What do successful internal candidates do?
  • Keep their skills and knowledge fresh and current.
  • Maintain a reputation for being positive and adaptable.
  • Develop and sustain meaningful professional relationships.
  • Proactively set their own career goals.
  • Stay informed about current trends influencing work at Harvard.

What skills are required to progress in your career? ›

Below are key transferable skills that you should develop to ensure you're on the right path to career progression.
  • Communication and networking skills. ...
  • Leadership and management skills. ...
  • Planning and research skills. ...
  • Teamwork and interpersonal skills. ...
  • Self-management skills.
Jan 10, 2023

What are four important factors to remember before making a career decision? ›

Let's dive in.
  • Your Interests & Passion. The starting point for many people when choosing a career is their interests. ...
  • Your Skills & Qualifications. Your skills and qualifications will play a significant role in choosing your future career. ...
  • Your Personality.

What is work management skills? ›

Task management skills are activities and principles that help you organize your work to complete tasks on time and with high standards. They help you bring plans to reality without making mistakes and errors or missing deadlines. Things run smoothly when you have good task management skills.

What is work management plan? ›

Also called a project management plan, a work plan outline spells out all of the deliverables, tasks, milestones, funding, resources, and any other necessary information. Put another way, a work plan describes how a project is going to get done.

What best describes a work management system? ›

Work management is a system that helps businesses create an efficient workflow structure that works for every level in the organization.

What is important in career planning? ›

Identifying what you are good at. Knowing how your skills, talents, values, and interests translate into possible jobs or careers. Matching your skills, etc. to existing jobs or careers. Matching your career goals to your financial needs.

What is the first step to the career choice process and why is it important? ›

The first step to solving a career problem is to bridge the gap between where you are and where you want to be. Exploring your values, interests, and skills will help you find educational and career options that match up with your goals.

What is the single most important step you can take in your career? ›

Improving your communication skills may be the single most important step you can take in your career.

What is it important to start career planning? ›

A solid career plan is important in that it can provide a roadmap for your future. This, in turn, helps you make informed choices about your current job situation as well as future career moves. A broader career plan is also important when it comes to helping you stay inspired.

Why is career planning important in achieving goals? ›

It is important to create a career plan because it gives us the needed direction and provides clarity regarding the future. It motivates us to utilize our strengths and improve our weaknesses. It also helps in understanding the skills and knowledge that are required to fulfill our goals.

What is the importance of career management? ›

Career management helps fulfill your intrinsic needs and personal goals by helping you recognize and work toward your career objectives. You can use more effort and feel more fulfilled when managing your career. It also gives you a sense of empowerment and control over your life and career choices.

What are the five steps of career planning? ›

Five-Step Career Decision Making Process
Dec 11, 2022

What should I consider in planning for my future career? ›

Identify Your Career Options.

Develop a refined list of career options by examining your interests, skills, and values through self-assessment. Narrow your career options by reviewing career information, researching companies, and talking to professionals in the field.

How do you write a career goal statement? ›

How to write a career statement
  1. Think about your passions and purpose. Your passions and purpose guide your life. ...
  2. Do plenty of research. This step won't take long if you're already clear on what you want. ...
  3. Test the waters. ...
  4. Use the SMART goal template. ...
  5. Solidify your action plan. ...
  6. Make adjustments when needed.
Oct 13, 2022

What are the 3 most important things in your career? ›

Answer 1: For any kind of role, I would expect to have a good work environment, work ethic, and sufficient time for completing my work. Those are the three most important things for me in a job. These things help me to give the best productive work for the company.

What are the 3 skills needed for a successful career you feel are most important? ›

No matter the career path you choose to pursue, your ability to communicate effectively, think critically, and manage multiple deadlines is essential to your success.

How can I improve my career growth? ›

10 tips for improving your career
  1. Set goals regularly. To improve your career, set small, short-term goals regularly so you can stay focused on your professional growth. ...
  2. Ask for feedback. ...
  3. Talk to your network. ...
  4. Utilize company resources. ...
  5. Challenge yourself. ...
  6. Read often. ...
  7. Be curious about your industry. ...
  8. Write often.
Sep 30, 2022

What is career planning in simple words? ›

The career planning process is when you figure out what you want your career path to look like and what you have to do to make it happen. You set short, medium, and long-term career goals, then determine the steps you need to take to accomplish those goals.


1. The Psychology of Career Decisions | Sharon Belden Castonguay | TEDxWesleyanU
(TEDx Talks)
2. The Future Of Work w/ Dr. Michelle Weise, Management & Leadership Thinker
(Plan B Success)
3. How to know if it’s time to change careers | The Way We Work, a TED series
4. Why do working-class jobs matter?
(Jordan B Peterson)
5. A career in construction management
(Jordan Davis)
6. Job vs Business? One main difference #abhiandniyu #shorts
(Abhi and Niyu)


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