Career Trends

Weathering the Storm: Strategies for Career Survival and Growth

By Elena Stewart

Photo by Freepik

A career setback can be an unexpected bump on your professional journey. While it might momentarily shake your confidence and disrupt your plans, it’s also an opportunity to pause, reassess, and regroup. This article aims to explore practical steps and strategies for turning a career setback into a springboard for growth and success, illustrating that setbacks, though daunting, are not the end of the road but rather a detour toward potentially unexplored avenues of your professional life.

Feel Your Feelings

When faced with career setbacks, it’s essential to allow yourself to fully experience the gamut of emotions that follow. Recognizing and accepting feelings of disappointment, frustration, or sadness is not a sign of weakness but a critical step in the healing process. This emotional acceptance enables you to process these feelings more effectively, clearing the path for constructive action and forward movement.

Reflect and Learn

Every setback carries with it a lesson waiting to be discovered. Reflecting on what led to the setback and identifying key learnings not only aids in personal and professional development but also helps in avoiding similar pitfalls in the future. This process of reflection and learning is pivotal in building a resilient and adaptable career path.

Reconsider Your Goals

Career setbacks often prompt a reassessment of your professional trajectory. By breaking down long-term objectives into smaller, achievable milestones, you regain a sense of direction and control. This strategic approach not only clarifies your path forward but also instills a renewed sense of purpose and motivation, essential for overcoming the hurdles that lie ahead.

Lean on Loved Ones

The journey to overcoming career setbacks is not one to be walked alone. Leaning on friends, family, and mentors for support provides not just emotional solace but also fresh perspectives and guidance. These conversations can illuminate new pathways and solutions, providing the encouragement and insight necessary to navigate through challenging times.

Go Back to School

Going back to school stands as a strategic move to enhance your skill set, opening doors to promotions or new career paths. For example, if you work as a nurse, earning your MSN degree can significantly expand your expertise across various specializations like nurse education or advanced practice. The flexibility of online degree programs today makes it feasible to balance full-time employment with academic commitments. This educational advancement not only elevates your professional capabilities but also positions you for leadership roles and higher earning potential.

Make Self-care a Priority

In the quest to bounce back from professional setbacks, never underestimate the power of self-care. A healthy lifestyle, encompassing balanced nutrition, regular physical activity, and adequate rest, lays the foundation for both mental and physical resilience. Cultivating a strong mind and body enhances your capacity to tackle challenges head-on and emerge stronger on the other side.

 

In the professional arena, setbacks are not roadblocks but rather detours that can lead to even greater successes. By embracing your emotions, viewing challenges as opportunities for growth, redefining your goals, and expanding your skillset, you equip yourself with the tools needed to transform setbacks into comebacks. This journey of resilience and growth not only propels you toward your career aspirations but also fosters a profound sense of personal achievement and fulfillment.

Elena Stewart

Is a certified life coach specializing in the teachings of Brené Brown, Danielle LaPorte, and Marie Forleo. Through one-on-one coaching sessions and career mentoring, she helps women (and men!) like yourself jumpstart their careers. Are you ready to reach your full potential? If so, I’d love to hear from you!  estewart@elenastewart.com

Skills as Soft Currency: Perspectives of Policymakers on Pertinent Global Labor Market Issues MEET Industry 5.0

By Ms. Sini Parampota, APCDA Secretary and Dr. Sujata Ives, APCDA Program Committee Co-Chair

Introduction

A few weeks back the global community welcomed the New 2024 Year with wishes for peace, prosperity and good health to all, that reverberated from one corner of the Earth to the other.

Career development professionals transitioned into 2024 on a very positive note, as our profession topped the World Economic Forum list of jobs that are less likely to be affected by artificial intelligence, but are strongly affected by the need for advanced skills to match an evolving global labor market.  In order for us to continue delivering high quality services to our clients, we must consider pertinent global issues that will shape career development in the Asia Pacific region and beyond. Emerging global labour market trends will be affected through the changes that have already begun in the world of work through the Fifth Industrial Revolution.

We are excited about two upcoming APCDA events; a Panel Discussion with policy makers on skills and market labor issues on February 29, 2024, and the 2024 APCDA Hybrid Conference themed “Reinvention 5.0”, to be held on April 15-27, 2024, that is inspired by the European Commission’s vision of “Industry 5.0”. The February Panel discussion will prepare you for the conference.

Here are a few points for you to think about ahead of these events:

  1. Transferrable and emotional intelligence skills have been viewed as background “soft currency” for much too long, so how can we change this view?
  1. What impact will global market issues have on your geographical region?
  2. What is the relationship of skills and market issues to the Fifth Industrial Revolution, and how will that affect us?
  3. Through research and published reports, how can we integrate changes and improvements to our field?

Pertinent Research

There are global debates about when exactly is the starting point of the Fifth Industrial Revolution, however all tend to agree that the COVID-19 pandemic accelerated the interdependence between people and technology (Sarfraz et al., 2021), especially with the rise of artificial intelligence, and the need to leverage the collaboration between humans and machines in a more harmonious fashion for the greater prosperity of the society as a whole (Noble et al., 2022).

European policy makers introduced in 2021 a new policy brief, the Industry 5.0 as a “forward-thinking exercise” (Breque et al., 2021), that needs to be understood in parallel with the existing Fourth Industrial Revolution paradigm rather as an alternative to it. Instead, the European Commission’s vision of a value driven Industry 5.0 “complements and extends the hallmark features of Industry 4.0” (Breque et al., 2021), and leads towards a human-centric, sustainable and resilient European industry that enables “digital and green transitions”.

To achieve such, the European Commision has set forward a set of policies that addresses:

  • Regulating digital technologies and artificial intelligence that are imbued with a human-centric approach (Proposal for AI regulation)
  • Defining the need for European workers to upskill and reskill with special focus in digital literacy (Skills Agenda and Digital Education Action plan)
  • Creating sustainable industries based on modern, resource-efficient principles that will enable transition to a circular economy (Green Deal)
  • Speeding up investment in research and innovation to give European industry a global competitive-edge in order to become a world-leader (Industrial Strategy).

Furthermore, the Organization for Economic Co-operation and Development (OECD), an international forum that provides policy advice and technical assistance to countries around the world, issued a document in November 2023 entitled “OECD Skills Outlook 2023: Skills for a Resilient Green and Digital Transition”.

In the inaugural event, OECD Secretary-General Mathias Cormann said:

“To ensure everyone can participate in and benefit from economic development and growth and in particular the opportunities created by the green and digital transformations, policymakers must better align education and skills training with the skills needed in the labour market. This is essential to help workers navigate the significant impacts of these transformations on labour markets.”

Last November, SkillsFuture Singapore (SSG) issued their annual Skills Demand for the Future Economy Report 2023/24, aiming to “build deep skills for a lean workforce, enhance business competitiveness and support employment and employability”. Despite the lack of substantial natural resources, Singapore’s most valuable resource is its people, ranking at the top of World Bank Human Capital Index in human capital development. The report is a testament of the attention Singaporean policy makers are paying to support individuals, enterprises, training providers and adult educators in their lifelong learning and career development quests that are directly linked to the prosperity of the nation.

A different example hails from India, which last year became the most populous nation in the world surpassing China, and a very different socioeconomic context from Singapore. However, Indian policy makers also recognize the need to “bring into focus the high in-demand and emerging Industry skills”, hence last March the National Council for Vocational Education and Training in India, introduced the Guidelines For Development, Approval & Usage Of National Occupational Standards (Nos) And Micro Credentials (Mc) as part of the National Skills Qualification Framework.

In most developed countries we witness a shift in their approach of future-proofing their economies by connecting educational outcomes with Labour Market needs. One of the most significant changes in their approach is the focus they pay in building advanced skills in their workforce and moving away from traditional occupational clusters. This new policy shift is due to the unparalleled changes of our times, including the climate change, digital transformation and the rise of generative AI, that redefine much of what we know about the world of work and the way knowledge is exchanged with repercussions at every level of the society.

According to the World Economic Forum’s “The Future of Jobs Report 2023”, many of the jobs we know today will be affected by technology, new will emerge based on the advancements of AI and the efforts to green the economy, while others will shrink or be replaced as economic trends are churned. This necessitates actions to upskill and reskill current and future workforce, advance digital and AI literacy for youth, and boost skills like analytical thinking, creativity, AI & big data, leadership, curiosity & lifelong learning, etc.

Career development plays a pivotal role in such efforts by enabling personal, social, educational, and economic success and connecting key stakeholders in the decision-making process. Some great examples of national priorities are also found in Asia.

In recent years, globalization, digitalization and automation have had a considerable impact on the changes we witness in the World of Work (Kettunen, 2021), including occupations and work methods that demand individuals to learn to navigate multiple transitions and career changes in Gig Economy (temporary, short-term, agency-based work or self-employment) which requires a lifelong learning mindset and a sophisticated set of skills.

These issues concern not only job seekers, but equally employers, career development professionals, as well as policy and decision makers.

Today we also witness a greater societal shift in the way people view work (Piscione and Drean, 2023), especially after the COVID-19 pandemic. New technologies allow us to work literally from anywhere, introducing new business models such as Web3, redefining the definition of workplace with Decentralized Autonomous Organizations (DAOs), the prevalence of lateral relations and data ownership that lies with the users.

More and more countries embrace the concept of ‘Digital Nomads’, a new generation of knowledge workers that are highly mobile and digital fluent. Various countries are offering short-term visas that benefit the host-country, the workers, as well as the organizations they work with or for, boosting local economies and allowing flow of information, creativity and innovation to emerge (Choudhury, 2022).

Additionally, countries, such as the United Arab Emirates, and global conglomerates, such as Unilever, introduced a new model of 4-day Week, that could be the answer to the Future of Work (Bester, 2022). Early data highlight higher productivity, increased well-being and life-work balance, improved talent retention, but also benefits that are linked to the climate agenda.

Such examples are further supported by the Career Development in 2040 report funded and released by  CERIC, the Canadian charitable organization that advances education and research in career counselling and career development. Though the report is based on a country specific context, much of the outcomes have a global relevance, and below major changes are expected to impact the Future of Work and Workers:

  • work anywhere

  • AI & automation

  • living with climate change

  • geopolitical conflicts

  • reconciling the impacts of colonialism

  • economic precarity

  • globalization under pressure, etc.

  • disrupted education

  • declining mental health & well-being

  • generational shifts

APCDA Panel Discussion

On February 29th, 2024 APCDA will host a virtual Panel discussion entitled “Skills as Soft Currency: Perspectives of Policymakers on Pertinent global Labor Market issues”, with representatives from OECD, SkillsFuture Singapore and India’s National Council for Vocational Education and Training (NCVET).

The panel is a forerunner of this year’s conference, giving global perspectives on emerging issues in the APAC region and the world, such as the upskilling and reskilling of adults to address necessary career shifts and skills shortages, building a workforce with the right skills to transition into green and digital economies, the value of micro-credentialing to bridge skills mismatch in national systems and helping individuals to make informed choices on career development and skills upgrading.

Distinguished guests include:

  • Glenda Quintini, is a Senior Economist and Head of Skills Team at OECD, who provides advice and technical assistance to countries on their skills-related policies, carries out comparative analysis -covering both OECD and developing countries, and contributes to the development of the OECD Survey of Adult Skills (PIAAC)

  • Soon-Joo Gog, is the Chief Skills Officer at SkillsFuture Singapore and member of the leadership team of the national agency that enables Singaporeans to develop their full potential throughout life

  • Neena Pahuja, is an Executive Member of the National Council for Vocational Education and Training (NCVET) under the Ministry of Skill Development in India.

Make sure to join the event, raise your questions and hear from the experts!

You can register here.

We look forward to seeing you!

References

  • Breque, M., De Nul, L., Petridis, A., 2021. Industry 5.0 – Towards a sustainable, human-centric and resilient European industry, l.: European Commission, Directorate-General for Research and Innovation, Publications Office of the European Union. https://data.europa.eu/doi/10.2777/308407

  • Choudhury, P., 2022. How “Digital Nomad” Visas Can Boost Local Economies. Harvard Business Review, 27 May.

  • Kettunen, J., October 2021. Career experts’ conceptions of innovation in career development. International Journal for Educational and Vocational Guidance , 23(1), pp. 465-481.

  • Noble, M., Mende, M., Grewal, D., Parasuraman, A., 2022. The Fifth Industrial Revolution: How Harmonious Human–Machine Collaboration is Triggering a Retail and Service [R]evolution,. Journal of Retailing, 98(2), pp. 199-208.

  • Piscione, D. a. D. J., 2023. 4 Forces That Are Fundamentally Changing How We Work. Harvard Business Review, 16 October.

  • Prising, J., 2022. What does a four-day work week mean for the future of work?. World Economic Forum, 22 May.

Tackling Post-Pandemic Workforce Issues Through HRP and CDPs

By Elena Stewart

In the wake of the COVID-19 pandemic, you’ve probably noticed dramatic changes in your company’s customer demands, as well as your employees’ needs. Regardless of your industry, there’s no denying that the pandemic shook up the corporate landscape.

Investing in professional development for your organization can help you prepare your business for the future. Furthermore, here’s how you can adjust your human resource planning strategy and adopt a customer data platform to solve workforce issues and meet the changing needs of your team and your audience.

How Consumer Behavior Has Shifted

Your workforce needs will depend on your customers’ demands, so it’s important to understand exactly how consumer behavior has shifted after the pandemic in order to staff your business appropriately. Adroll states that consumers today are more likely to shop online, spend money on experiences, and patronize businesses that are mission-driven. Therefore, you may need to hire ecommerce experts, digital marketing specialists, customer experience professionals, or even leaders who specialize in environmental, social, and governance programs.

Workforce Planning After COVID-19

What other trends might be affecting workforce management for businesses like yours? Gartner states that nowadays, a growing number of people want to work remotely or secure a hybrid job. Even those who do hold full-time, in-person positions want more flexibility. This means that when it comes to workforce planning, you can expand your talent search nationally or globally, ensure that you have best practices in place to manage remote and hybrid employees and prepare your human resources department to screen a higher volume of applications for remote roles with a large search radius.

Introducing a Customer Data Platform

How can you accurately assess your customers’ shifting needs so that you can meet their demands with adequate workforce planning? A customer data platform is the answer. With a customer data platform, you can view and manage all of your customer data with a single database. A program like this can store data about every customer interaction, allowing you to categorize your data and analyze these details to create optimal marketing, sales, and engagement strategies. You’ll want to explore options for a customer data platform so that you can determine which software program is best for your company.

Implementing a Center of Excellence

Once you understand how to best meet your customers’ new demands, you can start designing a new approach to human resource planning. This begins with developing a Center of Excellence within your company. A center of excellence, also known as a CoE, is a collection of best practices that uphold employee well-being and optimal business strategies in order to support workforce satisfaction and retention. By understanding the use of a CoE manager, you can measure the success of your program through automated processes.

Choosing Human Resource Planning Tools

Human resource planning is difficult without the right tools. It’s a good idea to research software that can help you with different steps of the HRP process, from assessing your staffing levels to onboarding new team members in an efficient manner. Rather than using different tools for each task, try to seek out a software program that provides an all-in-one solution. The implementation process will be more efficient, and it will be easier to get your employees up to speed.

With the COVID-19 pandemic behind us, companies are still adjusting to the many ways in which this world-changing event altered the course of business, particularly in regard to customer needs and workforce planning. But you can overcome these challenges. Through careful HRP and the integration of the right CDP, you can accurately anticipate your workforce needs, develop a center of excellence, and keep your customers satisfied.

Creating Unicorn Careers: Navigating the Future of Work with STEM

By Tam Nguyen

Having delved into the intriguing Forecast of Canadian Occupational Growth that we shared in last week’s newsletter, what truly captivates my attention is not just the sectors that are expected to flourish by 2030, but rather the emphasis on the skills, trends, and strategies that are more likely to be resilient in the future. This emphasis on a skill-based approach is considered foundational in this era of the rapidly changing world of work.

The research revealed a pivotal realization: what we, as workers, educators, advisors, and policymakers need to prepare for or help our clients prepare for lies not within a single realm of expertise, but rather in the multifaceted cultivation of skills. “This highlights that training policies and programs should not focus on any one area of knowledge, skill, or ability to best prepare people for the future of work, but instead support skills development on multiple fronts.”

One example is STEM – a sector undoubtedly expected to grow. Yet the report highlights the fact that not only highly technical skills are required; interpersonal skills and creativity are critical in the landscape of 2030. How could career practitioners help our clients chart their careers with science-focused skills and other creative career interests?

Our upcoming October speaker – Alaina G. Levine might have an answer for your STEM career questions. With a background in mathematics, Alaina grappled with what other career choices she could pursue aside from being a math professor. Despite being told “nothing” by her career advisor, she embarked on a remarkable journey, ingeniously interweaving her mathematical prowess with an unexpected passion—comedy. Today, she stands as a well-known STEM career coach, professional speaker, corporate comedian, and author.

Her unique data-driven approach in career practice has helped scientists and engineers design meaningful careers, combining the love of science and creativity to solve problems and serve the community. Have you ever wondered how the love of physics and dance can spark a unique career path? Or how baking and chemical engineering can turn into a joyful impact-driven career choice?

Our journey as workers and career practitioners toward the future of work beckons us to go beyond conventional boundaries. The horizon of 2030 requires not just specialists, but versatile trailblazers who embrace diverse skills and the adaptability to craft careers that are not only economically fruitful but also resonate deeply with our inner aspirations, ushering in the era of the “Unicorn Career.”

To know more about Alaina and our fire chat session in October, click this link and register for the event. And most importantly, share your pressing questions directly with our speaker to enrich the conversation.

New Career Development Term: Intersectionality

By Dr. Marilyn Maze

You have probably heard of DEI (Diversity, Equity, and Inclusion), but Intersectionality is a slightly less-known term defined as an analytical framework for understanding how a person’s various social and political identities combine to create different modes of discrimination and privilege. Intersectionality relates to gender equality and social justice and identifies multiple factors of advantage and disadvantage.

GenderLab of India gave APCDA two webinars on this topic.  In the first webinar, we experiences Intersectionality by applying it to ourselves (available here). In the second webinar, we looked at ways it applies to work settings (available here).  The term “DEI” (Diversity, Equality, and Inclusion) is in common use today, but Intersectionality helps us to experience and understand these terms in a very personal way that helps us a counselors and practitioners to be more in tune with the feelings of our clients. 

We began by completing our own Social Identity Wheel which asked us to list various types of identities that make us who we are, including Age, Gender, Sex, Sexual Orientation, Religious/Spiritual beliefs, Caste/Race/Ethnicity, Physical/Emotional/Developmental Abilities, and Languages. We were asked which of these identities we think about most often? Least often? Which identities have the strongest effect on how we perceive ourselves? How others perceive us?

How much do labels affect us? It is important to see our identity as we perceive it and as others perceive it. The term Intersectionality was developed in the 1980’s by Kimberly Crenshaw (see TED Talk below).  Intersectionality relates to stereotypes and binary thinking of all kinds – disabilities, ethnic background, social-economic background. Through various examples, the group explored how different identities we hold make us experience different feelings in life – it could be those of pride, shame, anger, joy, etc. These feelings influence how we interact with those who hold the same or different identities.

The presenter asked us to think about our own identities which made a difference in our career paths and have impacted our ability to reach our goals or to prevent us from reaching our goals. She shared that while we are attempting to be inclusive and open to creating space for all identities, a critical step is to understand what it means to have an intersectional lens. It is when we learn about intersectionality, that we are able to acknowledge and learn about the various kinds of identities in connection with each other. That will inform our practices towards inclusion. Each of us must take responsibility to learn the feelings of others who have had different experiences than we have had.

GenderLab provided a number of materials and a Toolkit to us to help us use and continue to explore these concepts with our clients.  These materials are available on the recorded webinar pages, and all APCDA Members are encouraged to watch these webinars and consider adding this concept to your practice.  Please let us know how this works for you.

State of the Global Workplace, 2023 Report

Insights from Gallup

Introduction:

The State of the Global Workplace 2023 Report, compiled by Gallup, offers a comprehensive analysis of employee engagement worldwide. As career professionals, it is helpful for us to understand the insights provided, especially as they relate to the Asia Pacific region.

Engagement Rebound and its Significance:

According to the report, 23% of the global workforce now report being in a thriving state at work, representing a significant recovery from the decline observed in 2020. This resurgence highlights the intrinsic motivation and fulfillment experienced by workers worldwide and reinforces the link between engagement and positive work outcomes. However, the remaining 77% of employees who are not fully engaged pose crucial questions that demand our attention.

Key Findings and Implications:

This article highlights the key findings from the report and presents questions on  which members can reflect.

1. The Cost of Low Engagement:

Low employee engagement had a staggering economic impact, amounting to $8.8 trillion or 9% of global GDP. This finding emphasizes the critical connection between engagement and business outcomes, underscoring the need to create work environments that foster purpose, meaningful relationships, and development opportunities.

2. Overcoming Quiet Quitting:

Research indicates that 6 in 10 employees quietly disengage but can be re-engaged with a few workplace changes. This finding emphasizes the positive correlation between engagement and productivity, highlighting the importance of investing in human capital, upskilling initiatives, and inclusive economic policies to nurture a thriving workforce.

3. The Role of Leadership and Management:

Leadership and management directly impact workplace engagement. Organizational culture, leadership styles, and transparent communication are possibly some of the key factors in employee satisfaction. Inclusive leadership styles, autonomy, and a supportive culture that encourages growth play a vital role in fostering engagement.

4. Regional Contexts and Disparities:

While the overall engagement numbers are encouraging, there are significant disparities across regions. Data from different parts of the world shed light on the diverse aspects that influence workplace engagement. From a sense of purpose and pride in work to strong camaraderie and friendships with colleagues, social connections and meaningful experiences play a crucial role in fostering engagement.

Comparison by Region
 

US/Canada

East Asia

South Asia

Southeast Asia

Australia/ New Zealand

Thriving at work

31%

17%

33%

26%

23%

Quiet quitting

52%

62%

46%

68%

67%

Loud quitting

17%

21%

21%

6%

11%

Stress

52%

52%

35%

26%

47%

Anger

18%

17%

36%

19%

15%

Job climate good

71%

50%

56%

61%

81%

Intent to leave

47%

56%

50%

51%

43%

In this table, we see that US/Canada and South Asia have the highest percentage of workers who are thriving, while Southeast Asia and Australia/New Zealand have the highest percentage who have quietly quit. The number of workers who have quit loudly is fairly similar, but East Asia and South Asia are tied for highest with Southeast Asia the lowest.  Stress is much higher in the US/Canada, East Asia, and Australia/New Zealand.  Anger is higher in South Asia.  Workers in Australia/New Zealand feel best about the job market (although all regions feel positive about the job market) and the intent to leave is similar across these regions but lowest in Australia/New Zealand (in spite of the get outlook for finding a new job).

Conclusion and Call to Action:

The report provides valuable insights into the current state of employee engagement, highlighting its drivers, challenges, and potential solutions. Career professionals must prioritize employee well-being, foster inclusive cultures, and recognize the transformative power of engagement.

As we contemplate the report’s findings, let us ponder the following questions together:

  1. How can we unlock the untapped potential within the remaining 77% of employees?
  2. How can we redefine work cultures to cultivate purpose, growth, and fulfillment?
  3. How can we collectively shape a future where employees thrive, and organizations flourish?

By considering these questions and implementing the report’s recommendations, career professionals can play a crucial role in creating a workforce that is engaged, productive, and satisfied.

 

Biggest Challenges in Our Region

Based on Member Meeting Discussion

At the Annual Member Meeting, we used breakout rooms to ask attendees to talk about the biggest challenges they are facing in providing career services right now.  Six major themes were mentioned:

    1. Lack of resources, including lack of trained professionals
    2. Lack of common understanding of and respect for career services
    3. Lack of quality standards for career services
    4. Social Justice Issues
    5. Conflict between personal preference for working remotely and corporate preference for working in-office
    6. The casualization of the workforce

We will describe each of these separately.

1. Lack of resources, including lack of trained professionals

In many areas within our region, training in providing career services is not widely available, which means that few professionals are available to provide career services.  For example, in Cambodia, the profession of career practitioner is still new and not many people are working in this field. Tools in Cambodia to support people to find the right career are still lacking. Vietnam reported a similar situation. 

Among our Not-high Income Areas, the lack of resources was especially frustrating.  One attendee from the Philippines said, “My biggest challenge is to deliver career development programs to all stakeholders of our institution since the number of Career Counselors/Practitioners is not enough. At this time, we are only 2 licensed professional counselors with more than 11 thousand students at our university.” Even if people are eager to get training, the ability to pay a professional salary with benefits is limited.  One way to deal with the shortage of staff would be to develop more techniques for delivering large-scale services rather than one-on-one.  This is a challenge that APCDA hopes to address by asking our members to provide webinars explaining how to serve groups of clients more effectively. 

In most of our region, it appears that career services are not readily available for people who are not in universities.  While some of our areas have good university career services, there are far fewer services outside of this setting.  Attendees from the US, Australia, and several other areas reported this issue, with a special concern about the lack of services for immigrants.

2. Lack of common understanding of and respect for career services

Another widespread issue is that the public does not know what career services are and does not recognize a need for such services.  One attendee gave this example: “In Indonesia, especially in less-developed areas, the awareness and knowledge about career practices is still very low. People who don’t know about career development won’t be able to understand how much they need it.”  The whole concept of career management is not well-known.  Often, the public thinks it is a service to find jobs for people.

In other areas, there is a stigma attached to the concept of “counseling.”  One attendee reported, “When parents think about “counselling,” they view it as a mental health issue rather than a career support.” Others agreed that the misconception around bringing issues to a guidance office is that it has a negative connotation. One attendee said, “In Philippines, there is a cultural mindset that career counseling is not useful.” We need to make career services more popular. 

Technology is rapidly changing what clients are looking for and how they expect to find it.  First, many people find their own answers online and never consult a professional.  Second, many career practitioners have little expertise or resources that assist youth to identify potential careers.  Most career practitioners know how to guide youth in their exploration, but unless career practitioners can provide assistance that is more trusted, attractive, and widely available than Google, we can’t expect clients to come to us for help.  We all face the problem of gaining the respect of the general public.  Recognizing Social Media as a major competitor, how do we gain the respect of potential clients? And how do we compete with Social Media related to cost? 

A related concern in China is that millions of young people learn knowledge and techniques online.  This is a very popular way to gain skills. We need to enhance the reputation of career services so young people seek advice before jumping into a field that is recommended on social media. Some of the negative attitude toward career services may be caused by lack of training.  “In the Philippines, the recognition of the expertise of career practitioners is limited as this is delegated to licensed guidance counselors.” Guidance counselors do not always have career counseling expertise.  All agreed that we need to find better ways to attract youth to career services.

3. Lack of quality standards for career services

The idea of standards of quality in the provision of career services is very complex.  Many areas in our region are just beginning to face the issue of standards of training for career practitioners. Several areas have training programs with no quality standards set up to guide them.  Others are seeking people with more experience in our field who have developed expertise and leadership skills to lead and advance the state of career services. 

Related comments include:

    • “In Philippines, we need training of staff (guidance counselors) in K-12  schools – this is a training issue.”
    • “In Singapore, the need is for career practitioners to step up and be more productive, and use the government initiatives more effective.”
    • “We need to communicate better.  We need more consistency.  Now that everything is moving online, we are losing control of the results.”
    • In Pakistan, a more systematic approach is needed.
    • “We need a standard for qualified career practitioners in each country/area. Making policies that state how important career development practitioners roles are can be another solution.”
    • “Professional development of practitioners in the region, in developing and developed countries alike, as changes and updates in career services are urgent.”
    • “In India, it’s the difference in standards, access and cost/affordability. We have A or B Class cities. Career counselling has a good reputation in schools, but not in the small towns.”

Many areas in our region are just beginning to define what training of career practitioners involves.  As these areas expand the number of professionals who consider them career professionals, certification of quality becomes an issue.  Several countries have multiple training programs with no quality standards to guide them.  While some countries have standards in place, these standards may not be uniformly enforced. The process of developing the field of career development practices is very complex and takes time.

4. Social justice issues

Career services can be very helpful to people living on the margins, but do these people have access to career services?  One attendee explained, “In Australia: career work is quite systemic and available nation-wide available, but there is a need to reach out to the marginalized. We still have a big issue with lack of access to quality career development for marginalized people. In Victoria where I live the government has just cut funding to many services.”  Attendees want to see the promotion of global citizenship and UN SDGs among youth, strengthening the concept of career development as a lifelong process beyond jobs/occupations. 

5. Conflict between personal preference for working remotely and corporate preference for working in-office

There has been a cultural shift, debate, and radical change in the workplace surrounding allowing remote work or requiring in-office work.  COVID caused widespread immediate remote work for extended periods, and many people don’t want to return to the pre-COVID style of working. It appears that this issue affects our region broadly.

6. The casualization of the workforce

Casualization of the workforce refers to the process in which employment shifts from a preponderance of full-time and permanent positions to casual and contract positions. Employers tend to feel less commitment to the well-being of part time or temporary workers.  Often temporary workers are forced to work strange schedules which do not allow them to plan their own lives.  They cannot go back to school to improve themselves because they have no fixed schedule.  Part time and temporary workers have fewer benefits and often experience higher levels of illness with less access to health care. Several countries reported an increase of casualization of the workforce.

7. Country-specific Issues

    • Japan: the challenge is the cultural shift from having a stable job for life (HR guiding) to needing more self-direction.  This is related to the casualization of the workplace, but the Japanese situation has a unique aspects.
    • Canada: International students struggle to find a job in Canada for Residency.  We need more effective job placement for those students to assure they find jobs compatible with their qualifications.
    • It was very interesting to hear about the family influence in Pakistan which is something career practitioners need to adapt to in their work.

Is Climate Change a Threat?

By Lloyd’s Register Foundation

As it heats up across the Northern Hemisphere, the seasonal chatter on climate is likely to make an appearance in your conversations. Here’s a global look from the Lloyd’s Register Foundation World Risk Poll at who is most concerned about climate change. People in Latin America and the Caribbean lead the rest of the world in describing climate change as a very serious threat to their country in the next 20 years.

APCDA is offering a webinar about how climate change can be mitigated through Green Jobs on July 20, but according to the above poll, Asian countries are not too worried about this issue.  Could this be true?  Learn more about the data upon which the above graph is based.  It was collected by Lloyd’s Register Foundation.  To learn more: The Lloyd’s Register Foundation World Risk Poll

Work Locations for U.S. Employers with Remote-Capable Jobs

By Gallup

With kids out of school and workers eyeing some vacation time to enjoy the warm weather, summer is arguably the time of year when employees need their work schedule to flex the most. Today, half of America’s workers can happily juggle all of that more effectively due to their hybrid work arrangements — but it may also be a time of talent loss for those employers who refuse to flex with their workers.

These data only refer to remote-capable jobs.  We know many jobs, such as manufacturing, hospitality, and retail, must be done in-person.  This graph shows how the work location for these jobs was changed by the pandemic and is still changing as we attempt to find a new normal.  In the United States, the new normal appears to favor hybrid work.  What is happening in your area?

These are the 5 Fastest Growing Jobs in the World

Reprinted from the World Economic Forum

https://www.weforum.org/videos/these-are-the-5-fastest-growing-jobs

These fastest growing jobs are predicted to expand as automation and the energy transition transform the way we work.

  1. AI and Machine Learning Specialist: 39% growth
  2. Sustainability Specialist: 33% growth
  3. Business Intelligence Analyst: 32% growth
  4. Information Security Analyst: 31% growth
  5. Fintech Engineer: 31% growth

Meanwhile, these five jobs are expected to decline the most.

  1. Bank Teller and related clerks: 40% decline
  2. Postal Service Clerk: 40% decline
  3. Cashier and Ticket Clerk: 37% decline
  4. Data Entry Clerk: 36% decline
  5. Administrative and Executive Secretary: 34% decline

These figures cover 673 million workers, a subset of the International Labor Organization dataset and not the total 3.3 billion people in work globally.

The energy transition could add an estimated 30 million jobs by 2030 in clean energy efficiency and low emissions technologies and 3.5% a year to the global GDP.

How can Chat GPT be Used by a Career Practitioner?

By Marilyn Maze and Chat GPT

Today I was talking to a friend about my part of the conference presentation called “Demystifying AI.” He told me that no career counselor would be interested in what I have to say.  Instead, I should address the question “How can Chat GPT be used by a Career Practitioner?”  So, I decided to ask Chat GPT that question.  Below is the answer it provided. 

i could have written a better description of a Career Counselor – i am sure you could have also.  But it provided a well-constructed place to start.  if I had to write a description of a career counselor, I would have been happy to begin with that description and edit it, rather than starting from scratch.  Many people recommend this use of Chat GPT – let it provide a first draft, then improve the document.  

I would like to hear your answer to the question, “How can Chat GPT be used by a Career Practitioner?”  After reviewing the list of uses provided by Chat GPT about how you might use it in your work, I believe that you could offer a few more ways to use it. Please let me know other ways you have used it or could imagine using it in your work, and I will add your responses to this article.

The following is my conversation with Chat GPT, verbatim:

Me: What is the job description of a career counselor?

ChatGPT:  A career counselor, also known as a career advisor or career consultant, is a professional who provides guidance and support to individuals in making informed decisions about their career paths. Their primary goal is to assist clients in identifying and pursuing suitable career choices based on their interests, skills, values, and goals. The job description of a career counselor typically includes the following:

  • Assessing clients: Career counselors assess clients’ skills, interests, abilities, and personality traits through interviews, tests, and assessments. They use this information to gain a comprehensive understanding of the client’s individual strengths and preferences.
  • Providing guidance: Based on the assessment results, career counselors offer guidance and advice to clients on potential career options. They help individuals explore different occupations, industries, and educational pathways that align with their interests and goals.
  • Offering career planning: Career counselors assist clients in creating personalized career plans. They help clients set realistic and achievable goals, develop action steps, and provide resources to support their career development journey.
  • Assisting with job search strategies: Career counselors aid clients in developing effective job search strategies. They may provide guidance on resume writing, interview preparation, networking techniques, and job application strategies.
  • Providing educational information: Career counselors stay updated on educational programs, training opportunities, and industry trends. They provide clients with relevant information about educational and training programs that can enhance their skills and qualifications for specific careers.
  • Conducting workshops and seminars: Career counselors may organize and conduct workshops, seminars, or group sessions on various career-related topics. These sessions can cover areas such as resume writing, interview skills, career exploration, and job search strategies.
  • Offering support and encouragement: Career counselors provide emotional support and encouragement to clients, especially during challenging times such as career transitions or job loss. They help individuals overcome obstacles and build resilience in pursuing their career goals.
  • Collaboration with other professionals: Career counselors often collaborate with educators, employers, and other professionals to gather information about job trends, industry requirements, and educational programs. This collaboration helps them provide accurate and up-to-date advice to their clients.

Overall, career counselors play a vital role in helping individuals make informed decisions about their careers, navigate job markets, and achieve their professional aspirations.

Me: Which of these tasks can be assisted by Chat GPT?

ChatGPT: Chat GPT can assist with several tasks related to career counseling, including:

  • Providing information: Chat GPT can offer information about various careers, educational programs, job market trends, and industry requirements. It can provide a wide range of information to help individuals explore different career options.
  • Answering questions: If individuals have specific questions about careers, job search strategies, or educational pathways, Chat GPT can provide answers based on the knowledge it has been trained on.
  • Offering guidance: Chat GPT can offer general guidance and suggestions based on common career development principles and practices. It can provide insights on factors to consider when choosing a career, evaluating skills and interests, or developing a career plan.
  • Assisting with resume writing: Chat GPT can help individuals with basic guidance on resume writing, such as formatting suggestions, key sections to include, and tips for showcasing skills and experiences effectively.
  • Providing interview tips: Chat GPT can offer general advice and tips for interviews, such as how to prepare for common interview questions, strategies for presenting oneself confidently, and tips for effective communication.
  • Exploring career options: Chat GPT can assist in exploring different career options based on an individual’s interests, skills, and preferences. It can provide insights into various industries, potential job roles, and educational pathways associated with specific careers.
  • Offering motivational support: Chat GPT can provide encouragement and support to individuals during their career exploration or job search journey. It can offer general motivational messages and tips to help individuals stay focused and resilient.

It’s important to note that while Chat GPT can provide useful information and guidance, it should not be considered a substitute for personalized advice from a professional career counselor. Career counseling often involves a deep understanding of an individual’s unique circumstances and requires tailored guidance that takes into account specific goals and aspirations.

Can ChatGPT be an Effective Career Coach?

by Han Kok Kwang, 1st NCDA Master Trainer in Asia & 1st APCDA legacy partner

Forget all the noise and rage about ChatGPT!

Have you tried it yet?

If not, you are missing out on the next big thing, like when the Internet and smart phone first appeared!

If you are not convinced, just look at the impressive statistics of how fast ChatGPT took to reach 100 million users:

  • the telephone took 75 years
  • mobile phones took at least 16 years
  • World Wide Web took 7 years
  • WhatsApp took 3.5 years
  • Instagram took 2.5 years
  • Twitter took 5 years
  • TikTok did it in nine months after its global launch

And ChatGPT?

2 months!

It actually reached 1 million users in just 5 days!

According to chatGPT itself, it is “an artificial intelligence language model designed to communicate with humans using natural language.”

While ChatGPT’s abilities seem impressive, it is critical to remember that it can’t understand the nuances of human language and conversation. As a result, its responses may seem a bit shallow or lacking in depth and insight. The risks of misuse and misinformation are there, so it’s vital to be aware of the tool’s limitations and weaknesses.

This is where you make the difference. Use ChatGPT to supplement (not replace) your effectiveness at work and you’ll be streets ahead. If you use it to do everything for you, then you risks becoming redundant! Be forewarned.

In the wise words of Bill Gates, “AI can magnify the best and worst of humanity. That’s why we need to be thoughtful about how we use it.”

Bottom-line: it can make you a better or worst person, depending on your core self.

There’s no doubt ChatGPT is a very powerful tool.

The scary part?

It is learning and improving every day, 24/7, on its own!

Playing the role of a “career coach”, it can help you do the following with ease:

  • Brainstorm and research ideas for you
  • Find the best keywords by analyzing thousands of resumes and job descriptions
  • Get ideas about industry, jobs and salary trends
  • Summarize and reword your stories for desired impact 
  • Create your LinkedIn profile for you!

It is a master of “content aka what”!

But it cannot

  • Journey with you through good times and bad
  • Appreciate your qualities and strengths beyond your resume
  • Guide you on how to career plan & job search successfully
  • Support you when the chips are down 
  • Cheer you on every win, big or small.

With ChatGPT, career coaching is now a “high-tech high touch” business!

If you think “high touch” alone can keep your role relevant, think again.

The winners of the future are those who combine the best of themselves and technology to provide “pain relief” to their candidates’ concerns.

Do that well, and you will always be in demand!

You cannot learn how to swim in a classroom or by reading books.

You must get wet.

Now take a chance and discover the power of ChatGPT, hands-on!

As a community service, I’m running a ChatGPT 101 class via Zoom on Saturday, 13 May from 9.00am to 12noon Singapore time (GMT+8) via Zoom.

Topics include

  • ChatGPT basics (for beginners)
  • Getting started (getting your own free account and playing with it)
  • Getting the right responses (prompt design)
  • Which professions are at risk from ChatGPT? (must know) and much more

For APCDA members who are keen, email me at haninc@singnet.com.sg by 10 May 2023 for the Zoom invite link.

Please send me a question or topic on ChatGPT that you’ll like me to address.

You can either ride the wave, or be swept under.

Choose wisely.