Career Plan: Career Path You Should Be Taking

For most people, pursuing a career as a professional worker to the top of the ladder of achievement is a dream worthy of careful loyalty. Because there lies a promise of financial prosperity worth pursuing. Because there lay also a dream of a well-established life and a dream to build a happy family.

But of course, the climb to the looming career ladder is not an easy process. Some people may be able to penetrate that winding road, and arrive at the expected career destination. Some others may stuck on the middle of nowhere. We do not know whether you will enter the first category, or nyungsep on the second group.

A more fundamental question might be this: then what sort of career path is worth taking, and what age phase does the career path have to go through?


From a number of studies on career path (career path) we can imagine career movements like the following.

Age 22 - 25 years. Entry Level: staff, executor, or management trainee.
This is the first gateway to go through everybody who wants to knit a long career. In that age range, a person who has just earned a Bachelor's degree may enter an employee for entry level positions; for example as staff, officer or entry in the program management trainee / management development program (a cadre leadership preparation program and usually have a fast track career pattern - his career can be speeding).

Age 26 - 29 years. First line leader: supervisor / assistant manager.
After two or three years of being a staff, we should be able to move to become an assistant manager (at the age of 26). Here we have already tested his leadership skills. This is a phase where we can get a valuable stock to climb to a higher career.

Age 29-35 years. Middle Management: Manager.
In this age range, should we have to tread the career path as a manager (whether a Marketing / Brand manager, HR manager, Finance or IT Manager). If in this age range we still have not become a manager, maybe it's time we have to do self exploration: and then knit what action plan should be run immediately.

Age 36 - 42 years. Senior Management: General Manager / VP / Senior Manager
Within this age range, we have moved into positions as senior manager (general manager or vice president). This is the age phase to the peak of maturity; and of course the abundance of large benefits and salary facilities from the company.

Age 42 years and so on. Top Management: Director / Managing Director / C-Level.
In the age of 40 years, we should be able to become a director. A few months ago, two of my 39-year-old friends were promoted to directors of two major multinationals. If we just became a director at the age of 47 or 50 years, well yes is too old yes.

That is the map or path of career movement that we may have to go through. There are three notes worth mentioning regarding the career path above. First, our career path will be relatively looming if we join large companies with large regional scales (if possible on a global scale). These companies promise more varied career positions, and make it easier for us to do a lively career mobility.

The second note, the above career map will be easy for companies with progressive career policies, and not merely relying on seniority. Companies that believe that everyone deserves to be top talent regardless of age. If there are young people whose competence is good, why do not we directly select him to be managing director; even though he may be only 38 years old?

The third note, the above career map can easily be achieved if we can join the company / subsidiary or business units that are growing. This means we are involved since this small company and then grow into a giant. Many stories where young professionals whose career shot because he helped membidani the growth of the company from childhood to be great. Your career grows in line with the business melesatnya company where your career.

Happy Monday, friends. Good work productively. And hopefully your career path is always blessed with blessing by the Most Decisive Career.