By John Grobe
What do I want to be when I grow up? Who would have thought that we would be asking the same question late in our careers, or as we prepare for retirement? Shouldn’t we have made this decision years ago?
For those who are caught in an unrewarding career, are facing a downsizing, or are looking at 20 to 30 years of retirement, this question can be as real as it was when we were talking with our guidance counselor back in high school.
In an earlier column, I suggested several ways to investigate what you want to do. In this column, I will focus on one of those ways: engaging in a self-assessment. You could sit back and do some serious introspection or you could take one of the many different assessments that are available from career counselors, college placement offices, not-for-profit career/life centers and on the Internet. Some of the assessments commonly used by young workers in helping determine the future direction of their careers can be just as helpful for a mid-career worker or a prospective retiree in determining the best path to take.
Don’t think of an assessment instrument as a test, for in a test you have answers that are right or wrong. Though you must answer many questions when completing an assessment, your answers will not tell you what you “should” do or be. The results of the assessments should be treated as suggestions of areas that you should explore, rather than areas that are your perfect fit.
Some of the more common assessments that can help individuals at all stages of their life are:
* The Holland Self-Directed Search. This is an assessment that takes a look at where your interests lie and suggests many careers and activities where individuals with similar interests have found satisfaction.
* The Strong Interest Inventory. This is based on the same theory as that of the self-directed search, but is more focused on occupations. It is often used in secondary and post-secondary schools to help focus students on potential occupations.
* The Myers-Briggs Type Indicator. This assessment is more focused on your personality and the type of situation in which you would thrive. It is also helpful in team building and in helping deal with interpersonal conflicts. Many federal employees took the MBTI during the 90s.
Both the Myers-Briggs Type Indicator and the Strong Interest Inventory are “Class B” psychological instruments and individuals who administer and interpret them must be certified to do so.
Whatever method of self-assessment you choose, it is a good first step in charting the path for the rest of your career or life.
** John Grobe, President of Federal Career Experts, is the contributing editor of FEDweek’s The Federal Employees Career Transition Handbook and an expert in employment and job search issues. He provides career advising services to individual employees. John can be reached at (708) 771-2445 or johngrob@ripco.com. **