career journey model

Our Model: Envisioning Your Career Journey

Our career development framework provides a way to recognize where you are in your career development journey, identify what motivates you, and pursue your next steps with knowledge and confidence. You can start at any of the three interconnected phases and advance as you learn about yourself and what drives you in your career. Embark on a life of continuous learning and engage in meaningful, purposeful work – at Stanford and beyond.

We encourage you to intentionally reflect on what you are learning about yourself and potential career paths throughout this process and to integrate these learnings and experiences into your career development both during and after your time at Stanford.

Learn about yourself and the world around you. Explore career fields to learn about what will make you thrive. Identify and reflect on your identity, skills, interests, and values. Discover what is meaningful to you based on your intersecting identities.

Connect what you’ve discovered about yourself to meaningful opportunities in career fields of interest by articulating your knowledge, skills, and interests in written, verbal, and digital formats. Learn from others and seek and apply to opportunities that align with your identities and values.

Engage in opportunities – jobs, internships, classes, volunteering, and more – that align with your identity, skills, interests, and values. Learn to navigate diverse work cultures and continue to refine your sense of self and purpose.

Discover Learning Outcomes

In this phase, you will learn to:

• Identify your skills, interests, and core values
• Consider how your identity, communities, and experiences impact your development
• Define what is meaningful, purposeful, or impactful to you
• Utilize multiple resources that will help you explore career fields and learn about yourself
• Identify multiple career fields and/or roles of interest

Apply Learning Outcomes

• Identify and leverage relevant resources, people, and networks to find and access opportunities of interest
• Design plans to develop your skills, refine your interests, or clarify your values as they relate to career fields of interest
• Connect your skills and knowledge to opportunities of interest
• Create application documents and online portfolios that articulate your identity, skills, interests, and values
• Communicate your identity, skills, interests, and values through conversations and/or interviews with alumni and employers

Experience Learning Outcomes

In the Experience phase, you will learn to:

• Identify the extent to which the opportunities you undertake are in alignment with your identity, skills, interests, and values
• Articulate an understanding of how you can engage in inclusive practices in your workplace
• Advocate for your needs and wants as you pursue and enter into opportunities
• Engage confidently within professional cultures
• Identify your unique contributions and areas for growth in your experiences

Reflect intentionally as you advance through the three phases of career development in the experiences you will have at Stanford and beyond.

What can you do to achieve these learning outcomes and advance your career journey? Here are some ideas:

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The Career Journey model

At Rotman Commerce Career Services, we base our career coaching and education on the idea that career development is an iterative, ongoing process that will continue throughout your career. As a result, we have organized our career service offerings around this framework.

The career journey has three major phases:

• Discover : In this phase, you uncover and recognize your strengths, skills, values and interests, and explore career options that leverage your unique attributes.
• Develop : During this period, you’ll develop a toolkit to showcase your strengths, skills and experiences.
• Experience : Here, you’ll collaborate on real-world challenges in diverse environments and expand your network to make meaningful contributions.

Once you begin working on these phases, you’ll discover that the career journey is not linear; it’s a cycle that will repeat many times, sometimes with overlapping phases. Your journey is unique to you and depends on your particular strengths, skills, goals and experiences.  No matter where you are in the cycle, you can find support for your goals at Career Services.

Career development programs

Career coaching

Career resources

Career development theories

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

November 12, 2021 · updated April 3, 2024

7 minute read

This guide will help you understand what defines career development and different theories that can help individuals on their career journey. You will also learn how to apply these different theories to your own life and future career.

What is career development?

Frank parsons trait and factor theory, holland theory of vocational types, bandura’s social cognitive theory, super’s developmental self-concept theory, krumboltz social learning, ann roe ‘needs’ theory, roe’s personality theory, linda gottfredson – circumscription and compromise, tiedeman and miller – tiedeman’s decision-making model, career development plan.

Career development is a process in which individuals assess their skills and career path in order to grow and advance their personal career journey.

Career development may involve taking skill assessment tests or beginning a career search based on one’s true passions. It also incorporates learning or developing the skills needed to succeed in careers that would fit their abilities and interests.

Career development plan template

This template helps employees and bosses plan together for career growth: set goals, assess skills, and make a plan.

There are many theories about career development and the best ways individuals can advance in their chosen career path. We have collected some of the most impactful theories which can be referenced in your own career development journey.

This theory was created by Frank Parsons in the early 1900s, although his theory wasn’t published until after he died in 1909.

His theory consists of two main characteristics: traits and factors. ‘Factors’ refer to possible jobs and occupations, while ‘traits’ refer to qualities of the people seeking careers.

In essence, a professional may test, interview, and observe an individual, assess the results, and then compare their findings to available occupations, seeking to find the most compatible match possible.

Other names for this theory are matching, actuarial, and career counselling.

John Holland developed his theory building off of the ideas in Frank Parsons’ theory.

Essentially, he categorizes six personality types:

• Investigative
• Conventional
• Enterprising

While there are many facets involved in each personality type, the theory relies on an individual’s personality type to direct their proper career path.

This theory assumes that all people do have some features of each personality type, although identifying the dominant personality trait is key in determining the right career path for them.

For example, someone with a primarily investigative personality would be well suited to work as a biologist or anthropologist. On the other hand, someone with a dominant enterprising personality would work well in sales or promoting businesses and services for others.

Albert Bandura created this career development theory, which also relies on the personal aspects of an individual to build their career path.

However, unlike other theories, it places greater weight on a person’s past experiences. Behind these experiences, one can find what motivates an individual. When you find the reason behind what motivates a person (praise, controlling outside factors, competitiveness with peers), you can determine the career where they are most likely find success.

Donald Super began developing career theories in the 1950s and continued to do so throughout his professional life. As his ideas expanded, they also grew in complexity.

However, the primary basis of his theories is the idea that we can group the human lifespan into certain age groups. Within these age groups, we also develop different perceptions of the world around us, take on different responsibilities, and prioritize the most relevant things to that stage in life.

Super even conducted a study that followed individuals for a long span in their lives, from 9th grade up to their 30s, to confirm his beliefs. He found that with maturity and experience, individuals change their concept of self and often their goals. For example, in early adulthood, individuals often focus on relationships with others. By middle adulthood, many individuals move on to developing their skills and careers.

John Krumboltz developed a theory based on Bandura’s theories for his main concepts and then used those to develop his own theory, which incorporates career counselling.

Rather than focusing on inherited traits, Krumboltz’s theory is based on the idea that an individual’s development and experiences over the course of their life affect which career they are best suited for.

Krumboltz’s theory focused on inherited personal qualities, life circumstances, learning through consequences and skills gained through work experiences. According to his theory, these factors and experiences determines the best match for an individual and their career.

The ‘needs’ approach, developed by Ann Roe, assesses the structure of needs and values each individual has based on experiences early in life and childhood. However, the theory also accounts for environmental and genetic factors, all of which she believed should be considered to find a career that fits an individual’s ‘needs.’

The theory includes six levels of skills ranging from unskilled to professional/managerial (considered the top-level). From there, Roe also includes eight different significant occupation categories to build from; including science, technology, arts and entertainment, outdoor, service, business, managerial, and general cultural occupations.

Much like Ann Roe’s ‘needs’ approach to career development, the personality theory also places a lot of importance on an individual’s early life experiences.

In this case, the experiences Roe focuses on most are the interactions an individual has with their parents during childhood.

In short, the more interaction a person has with their parents, the more likely they are to choose jobs she classifies as ‘person oriented’ or ‘non-person oriented.’ In her needs approach, she also classifies occupations into eight different categories, five of which are person-oriented and three of which are non-person oriented.

Based on an individual’s experience, they will have different levels of independent capability. She also considered non-person oriented jobs to be the more independent of the eight categories.

Linda Gottfredson’s theory of circumscription and compromise, developed in the 1980s, focuses primarily on children and the four main stages of their growth. These stages are divided into both age ranges, and the developmental orientations during these ages. This theory helps us discern why children would choose certain career paths. The age ranges included are 3-5, 6-8, 9-13, and 14 and above.

Essentially, the careers children identify with also correlate to their social understandings at the time. Younger children often choose gender-oriented careers, while older children tend to choose careers that are more involved in their community values and personal identity.

Tiedeman and Miller’s decision-making career development theory is heavily based on Erikson’s eight psychosocial stages. This theory also includes an individual’s life as being important to career development as their occupational choices are. The decision-making model helps people searching for a career path to weigh several main factors to lead them to their ultimate career goal.

There are two main stages of different factors that make up Tiedeman and Miller’s theory. The first preliminary stage is called Anticipation or Preoccupation .

In this stage, individuals go through four main steps: exploration, crystallization, choice, and clarification.

The second stage, called Implementation or Adjustment , involves the following steps: induction, reformation, and integration.

Now that you understand the different theoretical career planning and development approaches, you can dive into a practical career development plan .

Download our template, which will be a good tool for working on a plan. It helps key stakeholders keep all the data in one place.

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Career planning: Your career, your life

This course is part of Adapting: Career Development Specialization

Taught in English

Some content may not be translated

Instructor: Dr Alena Soboleva

Financial aid available

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(205 reviews)

What you'll learn

Evaluate current career management issues and their implications on your professional career plans and development.

Create strategies and approaches to set new career vision, goals and action plans.

Apply knowledge of career models and tools for successful career planning and management.

Design a career path that fits personal values, interests, personality, and skills.

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There are 6 modules in this course

Are you satisfied with your career? Where do you see yourself in the future? No matter where you are on your professional journey, careful planning will help you reach your goals. This course will help you adapt to rapidly evolving job markets by enhancing your self-knowledge and confidence to explore wider career opportunities. You will create a career development plan, encompassing your career goals, skills and knowledge development for your current and future jobs, and learn how to make the most of your strengths, talents, and experience. You’ll receive valuable guidance based on practical suggestions, theoretical models and current empirical evidence. Via structured learning activities you will gain an appreciation that career planning and management is an ongoing, rewarding process of assessing career identity, setting new learning goals and career visions, and celebrating accomplishments as you develop.

Career planning and philosophy for the future

What are the most influential factors shaping contemporary careers, and why is individual adaptability critical to succeeding in a rapidly evolving career landscape? This week you will be introduced to a range of economic and technological issues redefining the future of work and its implications to contemporary career management. You will also review how to proactively think about your career that will help you not to lose focus even in the light of the fundamental shifts in work and also learn about career competencies related to successful adaptation.

What's included

5 videos 3 readings 2 quizzes 2 discussion prompts

5 videos • Total 35 minutes

• Course welcome and introduction • 7 minutes • Preview module
• Week 1 outline • 2 minutes
• 1.1 The changing career landscape • 10 minutes
• 1.2 Creating career with a purpose • 8 minutes
• 1.3 Ensure continuous learning to stay relevant and get ahead • 6 minutes

3 readings • Total 50 minutes

• Course overview • 10 minutes
• Learning activities and assessment • 10 minutes
• Explore further resources 1 • 30 minutes

2 quizzes • Total 90 minutes

• Check your applied learning 1 • 60 minutes
• Recall: Check your understanding 1 • 30 minutes

2 discussion prompts • Total 20 minutes

• Preconceptions • 10 minutes
• Introduce yourself • 10 minutes

Career exploration: Boundaryless pathways

This week you will explore and collect career information from diverse sources to inform your professional awareness about different career paths and help you become more adaptable and flexible in your approach to career management. You will be guided to begin exploring “possible selves”, identify your favourite / best skills, and think about them in the context of different professional behaviours / roles.

4 videos 1 reading 2 quizzes

4 videos • Total 32 minutes

• Week 2 outline • 2 minutes • Preview module
• 2.1 Corporate career or working for yourself: Overview of different professional paths • 8 minutes
• 2.2 Environmental career exploration • 11 minutes
• 2.3 Self-assessment: Identify what you love doing and your favourite skills • 9 minutes

1 reading • Total 60 minutes

• Explore further resources 2 • 60 minutes
• Check your applied learning 2 • 60 minutes
• Check your understanding 2 • 30 minutes

Matching careers : Aligning values, vision and goals

What is the link between your values, vision, goals, and careers you’re interested to explore? This week you will apply elements of the design thinking approach to career planning to further help you identify what defines your professional identity even if you don’t exactly know what your career goals should be. These activities will help you to imagine alternative career trajectories in relation to the future of work. You will learn strategies to achieve better alignment between your skills and job description / job specification documents and be invited to create an unconventional (but effective) career game plan.

4 videos 2 readings 2 quizzes

4 videos • Total 27 minutes

• Week 3 outline • 1 minute • Preview module
• 3.1 Applying design thinking elements to career planning • 8 minutes
• 3.2 Getting the career that matches your personality • 8 minutes
• 3.3 What to take into consideration when creating a career plan • 9 minutes

2 readings • Total 70 minutes

• Become a Global MBA learner • 10 minutes
• Explore further resources 3 • 60 minutes
• Check your applied learning 3 • 60 minutes
• Check your understanding 3 • 30 minutes

Proactive career management

How will you navigate a career path in order to ensure that it is going / developing in the direction you want? This week you will review several critical areas that can orient you to develop important skills to manage and improve your career prospects (networking, self-awareness) and the ability to proactively manage difficult situations (e.g. career crisis).

4 videos • Total 31 minutes

• Week 4 outline • 2 minutes • Preview module
• 4.1 Benefits of networking for your career management • 11 minutes
• 4.2 How to deal with personal imperfections • 8 minutes
• 4.3 Strategies to reinvent yourself when changing careers or dealing with mid-career • 9 minutes
• Explore further resources 4 • 60 minutes
• Check your applied learning 4 • 60 minutes
• Check your understanding 4 • 30 minutes

Practical skills for job search and getting what you want

How will you navigate a career path that is evolving to be boundaryless, are you confident to create and direct your own path? This week you will focus on creating or polishing your digital profile, updating your cv or creating a new one from scratch and and practice or further refine your professional communications skills for ongoing development.

4 videos • Total 25 minutes

• Week 5 outline • 1 minute • Preview module
• 5.1 Creating your digital professional profile • 6 minutes
• 5.2 Writing a winning resume • 9 minutes
• 5.3 Polishing interviewing and negotiation communication skills • 7 minutes

1 reading • Total 30 minutes

• Explore further resources 5 • 30 minutes
• Check your applied learning 5 • 60 minutes
• Check your understanding 5 • 30 minutes

Building career capital in light of contemporary issues

5 videos 1 reading 2 quizzes 1 discussion prompt

5 videos • Total 29 minutes

• Week 6 outline • 2 minutes • Preview module
• 6.1 Recognising other essential skills for your career success • 7 minutes
• 6.2 In order to stand out, show up and add more value • 6 minutes
• 6.3 The art of personal branding • 9 minutes
• Course wrap-up • 3 minutes
• Explore further resources 6 • 60 minutes
• Check your applied learning 6 • 60 minutes
• Check your understanding 6 • 30 minutes

1 discussion prompt • Total 10 minutes

• New perspectives - Building a successful career • 10 minutes

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Reviewed on Nov 21, 2020

This course made me realize that having a successful career path is not linear. Instead, we should invest in broadening our skillset.

Reviewed on Jul 25, 2020

its a best course to me .learn to best career.we learn lot of valuable things.

Reviewed on Jul 1, 2020

Wonderful course.Very well taught and have up to the mark information.

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The 6 Stages of Career Growth. Where Are You?

The 6 Stages of Career Growth: Where Are You?

Korn Ferry CEO Gary Burnison lays out a master plan for just about every career journey.

Chief Executive Officer

Gary Burnison  is CEO of Korn Ferry and the author of  Leadership U: Accelerating Through the Crisis Curve .

Different people are destined to different career paths. But ideally, over time, you will take on bigger assignments and more responsibilities that will help you get to where you want.

As a CEO of more than 15 years, I've helped hundreds of people navigate their professional journey. My best advice is to seek out jobs and opportunities that will help you develop and demonstrate capabilities, particularly in four key areas:

• Having a growth mindset
• Dealing with ambiguity
• Handling change
• Working at a faster pace

While not all career paths are the same, there is a master plan that governs just about any journey — and that plan is defined by six stages:

1. Follower

Typically, this is associated with your first job or internship out of college. As a follower, you are action-oriented and task-focused as you carry out what others tell you to do. You will never lead if you don't know how to follow someone!

2. Collaborator

Soon, you'll begin to work closely with others. You're still operating from your technical skill set, but you will develop valuable people skills through collaboration with peers on your team.

3. Instructor

As a first-time team leader, you're tapping your people skills when you give instructions to your team, which may comprise of several people or just one person.  The key here is whether you effectively instruct people on what needs to be done, instead of being the one to do it. Jobs that will help you progress at this level include:

• Staff leadership: At this level, you have the responsibility, but not the authority. Typical examples include planning projects, installing new systems, troubleshooting problems, negotiating with outside parties and working in a group.
• Staff to line shifts: This involves moving to a job with an easily determined bottom line or result, managing bigger scope and/or scale, demonstrating new skills or perspectives and taking on unfamiliar aspects of your assignments.

Your skill set builds as you manage larger teams with bigger goals and objectives. You will need to motivate direct reports and learn how to manage them by giving objectives and goals, as well as the means to pursue and achieve them. 

For example, you may be in a "change manager" role — managing a significant effort to change or implement something of significance, such as total-work systems, business restructuring, new systems and procedures, or responses to major competitor initiatives.

5. Influencer

Now things get interesting! This stage is a transition away from directly managing a team to influencing people. Influence is a key leadership skill that you need to develop in order to work well with people across the organization, especially with those who do not report to you. In fact, you could be influencing people in other departments who are at your level, or even a level above you.

In this final stage, you spend much of your time empowering and inspiring others. Instead of telling them what to do, you tell them what to think about. Your biggest priority is to motivate people so that they can do and become more than even they thought possible.

This journey isn't exactly a ladder, one job to the next. Rather, you'll travel through various stages of development, spending more time in some than others. You may have one or two jobs in one stage, for example, and several jobs in another. You may traverse all six stages, or stop at some intermediate point. It's up to you. But understanding these stages of growth can help you keep track of where you've been, where you are, where you're going, and where you ultimately want to end up.

A version of this article appears on cnbc.com.

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The Right Way to Make a Big Career Transition

• Utkarsh Amitabh

First think about the why, the what, and the when.

Career transitions are like onions. They’re complex and there is usually a lot more to them than we see on the surface. Whether you are pursuing a passion or side hustle, confused about quitting your job for a new one, or just looking for a change, know that it’s not a straightforward decision. It requires careful planning and thinking through the why, the what, and the when.

• Why do you want to change? Is it the culture of the organization, the people you work with, or is something else bogging you down? It is critical to be radically honest with yourself and think things through.
• What do you want to do? Conduct a self-assessment. It is impossible to know where you are going if you don’t know where you are. Then write down the steps you will need to take that will get you closer to your goals and the problems that you might encounter in doing that.
• When will the change happen? Be realistic about the time it can take. Some transitions are unlikely in the short-term. Don’t set yourself up for failure by setting unrealistic goals in unrealistic timeframes.

Where your work meets your life. See more from Ascend here .

When Amazon founder Jeff Bezos was deciding when to quit his well-paying hedge fund job, he went to his boss and told him that he was thinking of selling books online. He had already been talking to him about the power of the internet, but for the first time, he was seriously considering quitting to become an entrepreneur. His boss was startled to hear that someone would actually leave a coveted investing job to work on something with so many unknowns. After all, aren’t good investors experts in evaluating risk?

• Utkarsh Amitabh  is the founder of  Network Capital,  one of the world’s largest career intelligence communities that serves as a partner to Government of India’s Atal Innovation Mission. Utkarsh graduated with an MBA from INSEAD Business School. He is a TED speaker, Chevening Fellow at University of Oxford and a World Economic Forum Global Shaper who represented the community at the Annual Meeting in Davos. He previously worked at  Microsoft and helped build India’s first smart village which was recognized in the Prime Minister’s Book of Pioneering Innovations. His new book  The Seductive Illusion of Hard Work   has gone on to become a global best-seller. He also writes for  Mint ,  Economic Times , and  World Economic Forum .

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10 Career Concept Map Templates to Transform Your Career Path

When it comes to professional development, using a guiding tool is beneficial as it provides clarity and direction, irrespective of which career stage you are in. This is where career concept maps comes into play. In this blog post, we focus on what a career concept map is and its benefits, while introducing you to ten templates to help you progress in your career

What Are Career Concept Maps?

A Career Concept Map is a snapshot of a person’s entire professional journey. It visualizes where you currently stand, where you aspire to be, and the milestones you aim to achieve along the way. This tool is not just for fresh graduates; seasoned professionals and those in transitional phases can equally benefit from its clarity.

Benefits of Using a Career Concept Map

• Purpose and Direction: The career map helps you navigate through different career opportunities by offering a clear trajectory and ensuring alignment with your goals.
• Motivation: Visualizing your journey can be a significant motivational boost, propelling you towards your milestones.
• Strategic Planning: It facilitates informed decision-making, ensuring each step resonates with your career objectives.

Crafting Your Career Map

Creating a Career Concept Map involves a blend of introspection and strategy:

• Self-Assessment: Write down your strengths, weaknesses, and aspirations.
• Research: Explore potential career paths and industries that resonate with your goals.
• Goal Setting: Clearly define your short-term and long-term career objectives.
• Templates and Examples: Utilize career concept map templates and draw inspiration from career concept map examples available online.
• Mapping the Journey: Mark your current position, future aspirations, and the steps that bridge the gap.

Key Components of a Career Map

Understanding the foundational elements of a map is crucial:

• Current Position: Your starting point.
• Goals: Your aspirations, both immediate and long-term.
• Skills & Qualifications: The expertise and certifications required for each role.
• Action Steps: Concrete steps to transition from one stage to the next.

Exploring Career Path Templates

To further assist you in visualizing and planning your career, we’ve curated ten templates, each tailored to specific professional domains. These templates provide a structured approach, helping you identify potential roles, responsibilities, and growth opportunities within each field.

10 Templates to Guide Your Journey

Software Development: This template revolves around the software industry, guiding professionals from the foundational role of a Junior Developer to leadership positions overseeing development teams.

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Marketing: For those passionate about market dynamics, this template offers a path from assisting in campaigns to strategizing and leading marketing drives.

Finance: Tailored for finance enthusiasts, it charts a journey from basic financial tasks to high-level fiscal decision-making roles.

Human Resources (HR): This map is for those who thrive in people management, guiding them from recruitment roles to strategic HR planning positions.

Sales: A trajectory for the go-getters, it spans from direct sales roles to leadership positions overseeing sales teams.

Design: Creatives can find their path from assisting in design projects to leading design teams and setting design directions.

Healthcare (Nursing): Dedicated to the noble profession of healthcare, this map guides from basic nursing roles to leadership positions in nursing departments.

Education: Educators can chart their journey from classroom assistance roles to leading educational institutions.

Research & Development: Innovators can navigate from assisting in research projects to leading entire research departments.

Operations: This map is for those who ensure businesses run like well-oiled machines, guiding from operational tasks to overseeing entire operations.

In Conclusion

The templates provided above aren’t just tools; they’re foundational blueprints designed to guide your professional journey. As you harness the power of the Career Concept Map Maker , envision a journey where every decision aligns seamlessly with your aspirations. Let this tool be the compass that ensures each step you take is both strategic and in tune with your career goals.

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Hansani has a background in journalism and marketing communications. She loves reading and writing about tech innovations. She enjoys writing poetry, travelling and photography.

University of Notre Dame

Undergraduate Career Services

Meruelo Family Center For Career Development

Navigating Your Career Journey

Think about a recent trip you took.  What did you do to plan for this trip?  What were some of the logistics (lodging, travel, etc.)?  What did you want to see/do on this trip? What did you pack?  How long did this planning process take you? Usually planning a trip is not a quick process - depending on the nature of the trip - but hopefully it’s also a bit fun and rewarding, especially if you end up having a really great time!

Planning your career is much like planning for a trip.  There are many details and decisions to make and it requires a lot of exploration and research.  It’s not a one-step process.   Contrary to popular belief, deciding on a major doesn’t always determine the rest of your life.  A common phrase we hear at the Center for Career Development (CCD) is “I’m a [insert name of major] major - what can I do with that?”  There seems to be this commonly held belief in our society that a major always equals a certain career path. Granted there are certain career paths – such as accounting and engineering fields - for which it is valuable, if not necessary, to have a certain sort of educational background.  

 At the CCD we talk a lot about the “career development process”. What exactly does that mean?  Essentially this is the process of deciding on a career (or careers) and navigating your journey.  It is something you’ll engage in your entire life - and you’ve already started. It is a dynamic process with movement back and forth between stages.

Much as we present it with arrows from one step to the next, it’s important to keep in mind that it’s not always linear; these steps don’t take place in a nice, neat order.  It’s a developmental process that will recur throughout your lifetime and you’ll move between stages as you learn and grow. After you leave ND, some of the details (like choosing a major) will change, but the core elements remain the same: learn about yourself, explore careers, reflect, & take action.  That’s why it’s important to learn the process now so you can engage in it again and again as needed to effectively manage your career. Let’s explore a bit about a common career theory to learn more about these stages.

Super’s Career Development Theory and Step 1: Learn About Yourself

Dr. Donald Super developed one of the most universally accepted theories of career decision making (Luzzo & Severy, 2009).  He was among the first to suggest that career decision making is a developmental process that spans a person’s entire lifetime.  He contended that career satisfaction/success depends in part on how well a person can identify and implement his/her career self-concept, which is comprised of your values, interests, personality, and skills.  The idea is that the best career choices for a person are those that allow him/her to implement as many parts of his/her self-concept as possible. If a person only focuses on one or two parts of his/her self-concept for a career, that person may most likely hit a wall.  If someone focuses only on skill, for example, he/she may realize that that interest is lacking, or alignment with values, or personality is off. That person can do the career for a while but eventually may start to feel dissatisfied and likely burn out. This reinforces the need to consider all four aspects - values, interests, personality, and skills - when making a career decision.  

This brings us to step 1 in our visual above: learn about yourself.  You have to know yourself first - your values, interests, personality, and skills (VIPS) - before you can make effective career choices.  The only way to know more about yourself is to test the waters - just get out and experience life!  Everything you’ve done to this point, as well as all the interactions you’ve had with others, have already started shaping your VIPS.  This includes classes, activities, jobs, service, research, etc. - even those things that on the surface don’t relate to a career area can give you great insight into things you like, what’s important to you, and how you like to interact with the world.  Sit back and reflect on those experiences - what was satisfying/dissatisfying to you? The CCD has structured inventories on our website to help you reflect upon your experiences to ascertain your VIPS.  So with this in mind we’ve already moved into step 2: study what you enjoy and get involved. See how interrelated these steps are?

Step 2: Study What You Enjoy and Get Involved

We know it can be daunting to find ways of getting involved on campus as first year students - most of the first year is spent trying to keep your head above water, make new friends, and do well in your classes.  But as much as you can it’s important to find other avenues of getting involved that are right for you. You don’t have to join only career specific clubs. If you peruse the Student Activities website you’ll quickly see there are hundreds of clubs on campus that cover a wide array of interests.  You can also get involved in your residence hall and the various opportunities through hall council. But be aware of overextending - getting involved on campus is all about quality over quantity. Remember, sleep is important too!

Studying what you enjoy goes hand-in-hand with getting involved.  You might have heard this piece of advice already and maybe some of you thought it was great advice and some of you thought it was ridiculous.  Studying what you love is a core value of the CCD’s - it is not something to which we merely pay lip service. There is no “best major” out there - but there is a “best major for you."   We also view studying what you love as highly practical.  If you are in a major you enjoy, you will be more motivated to go to class, get better grades, and overall be happier - all of that leads to better post-graduate outcomes.  That sounds pretty good, right? I’m sure you’ve all done things that you really haven’t enjoyed - maybe it was something a friend or family member wanted you to do or a required course in high school.  It’s really hard to motivate yourself to do well if you’re just not interested in that subject matter or activity, or maybe your skill is lacking so it gets frustrating quickly. Now imagine focusing primarily on that activity for four years.  Does that seem appealing?

So how does one figure out what he/she enjoys studying the most?  Taking classes is the most obvious way but it’s not always possible to take a class in every subject matter of interest.  As a very basic starting point, it’s important to review requirements for majors/minors and read class descriptions (these can be found in the ND Course Bulletin or departmental websites).  This will help you start to gauge what subjects are most interesting to you. After that, other avenues of exploration include talking with faculty in departments of interest and older students in majors you are considering.  Getting the perspective of those teaching or taking the classes is amazingly insightful. You might also ask if you can sit in on a class or two to get a firsthand perspective.

Step 3: Explore Career

After engaging in introspection around your VIPS, getting involved, and exploring enjoyable majors, you can begin looking externally at career paths .  There are so many career paths and industries out there that it’s best not to limit yourself too much right off the bat. There are likely some fields that you’ll know automatically don’t hold your interest, so that will help narrow things down a bit, but beyond that it’s good to explore broadly.  This is where the self-assessment in step 1 comes into play. By knowing more about your VIPS, you’ll have a better idea of what career areas could be a good fit for you once you start exploring. The CCD has numerous tools and resources you can use to begin your research.

But you can only go so far with online research.  Eventually, you’ll need to get a first hand perspective and talk with people in career fields of greatest interest to you.  You will learn so much by talking with someone in a career you are considering - the good and the bad. This process is called informational interviewing .  The point is to investigate a career field and either narrow down or expand options. You can also get great advice on what you can do in college to prepare yourself for the field, how to enter the field out of college/grad school, and how to apply your skills in the field.  We know this process can seem a little scary at first - talking with an older person who you may or may not know very well about what they do.  But if you can get over that fear, you will gain so much from informational interviewing. But who should you speak with and how do you find these people?  To begin with you might consider people you already know - relatives, neighbors, friends’ parents, parents’ friends, etc. That sort of “warm” connection can be a little easier when you’re getting started. But the Notre Dame family is also an excellent resource - and ND alums really do like talking to current ND students and helping them with this process!  We recommend students utilize IrishCompass and LinkedIn to search for and contact alums. If you’re not sure how to get started with these tools, the CCD is here to help.

There are also many opportunities to learn about career fields on campus.  Employers, alumni and graduate programs hold information sessions throughout the year and the CCD runs workshops and events focused on different industries and topics, view many of those on Handshake .  Take advantage of those on-campus opportunities to learn from professionals!

Tying It All Together

As you gather this career information, it might help to keep a list of what you’ve learned, aspects of certain majors and careers that sound most appealing, areas you want to explore further, things you want to avoid, contacts you’ve made, etc.  You’ll notice in our career development model that “reflect and take action” touch all phases of the process. It is imperative to take time after an experience or conversation to think intentionally about how it impacted you and how it aligns with your VIPS.  You’re not just checking a box and moving on. Every experience shapes you in some way, whether you realize it at the time or not!  We know that life is busy and it’s hard to take the time to slow down and process.  But if you give yourself that time you will gain so much. To help yourself “take action”, you might treat the career development process like a one credit class - commit an hour each week to career exploration.  That way it will become more of an imbedded process in your life and it won’t feel like something extra you need to do - and you’ll likely feel much more relaxed and confident come senior year.

As you can see, career development is a process and a journey and ties into your mission in life.  If you actively engage in the process, take ownership, and utilize the tools at your disposal you will reap the benefits and establish a satisfying professional life.  Please refer to all the resources we have on our website and come see us at the CCD when you need help. Remember this is your time at ND and your career.  Make the most of this time by studying subjects you enjoy, getting involved in activities that interest you, build your skills, and taking advantage of everything ND has to offer!

Below are action steps and tools you can use for self-reflection and career exploration:

Luzzo, D.A., & Severy, L.E. (2009).  Around we go: the developmental process of making career decisions.  In Making career decisions that count: a practical guide (3rd ed.) (pp. 1-12).  Upper Saddle River, NJ: Pearson Education Inc.

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Explore the Levels of Change Management

Change Practitioner Journey Model

Updated: December 20, 2023

Published: January 17, 2023

Prosci’s Change Practitioner Journey Model shows how an individual achieves professional goals in change management. Although every journey is unique, we share a foundation and similar experiences that enable some common paths. 

Context is critical for sense making. Prosci introduced the four-quadrant Change Practitioner Journey Model in 2019 to mitigate the potential confusion practitioners can feel after certification. Addressing “What I know,” “What I do,” “How I grow” and Where I go” helps you mentally organize Prosci content in the context of your chosen professional path.

4 Aspects of the Change Practitioner Journey

Prosci’s Change Practitioner Journey Model comprises four aspects—Models, Methodology, Practice and Path—and visualizes the process a person goes through to accomplish their career goals in the change management discipline. 

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1. Models – What I Know

The first aspect of the Change Practitioner Journey Model is Models, which add context.

What I know: Foundational models and frameworks “I can effectively apply Prosci Models.”

No matter your role or career goals, change practitioners need an understanding of foundational concepts in the discipline of change management. At a minimum, we must understand the context for change , the process of change , and the “why” behind change management .

At the most basic level, we know that change management is a process and not a switch. As an organization moves from the current state to a desired future state, individuals move through personal transitions at different rates. If we don't support, equip and enable people through the process, we can lose them along the way. The States of Change model illustrates this process.

States of Change

When we manage changes at the organizational level , the Unified Value Proposition helps us demonstrate to project leaders that change management and project management are complementary disciplines with a common goal of successful change. The model represents a high-level roadmap or “change management on a page” and helps change practitioners gain support for integrating the technical side and people side of change.

Unified Value Proposition

The Prosci Change Triangle (PCT) Model describes the four aspects of a successful initiative and how those aspects relate to one another. Using this model and supporting PCT Assessment equips change practitioners to proactively manage the health of projects , identify risks, and improve initiative outcomes.

Other models include the 10 Aspects of Change Impact , 4P’s , Risk, and Core Roles models.

2. Methodology – What I Do

Next, we progress to Methodology, which help us learn how to think about change and connect the activities to desired outcomes.

What I do: An approach to enable the people side of change to deliver results “I can effectively apply the Prosci ADKAR Model, PCT Model, and 3-Phase Process.”

The Prosci Methodology is a structured, adaptable and repeatable approach to enable the people side of change and ultimately deliver results to the organization.

The Prosci Methodology is comprised of three primary components: the Prosci ADKAR Model, Prosci Change Triangle Model, and Prosci 3-Phase Process. The methodology is supported by additional models, processes, digital tools, research and resources.

The Prosci 3-Phase Process is a structured, repeatable approach for managing the people side of change, and provides the critical link between individual and organizational change. Instead of using a checklist of activities, the process enables an inquiry -based approach. We ask plain language questions and use the responses to determine what we need to do next.

The Prosci 3-Phase Process gives you the cues and capability to ask the right questions and then match up ADKAR with organizational activities that drive the necessary outcomes. The result is a scalable change management process that bridges the gap between individual and organizational change.

Prosci 3-Phase Process and Plain Language Questions

3. Practice – How I Grow

If you only go through the process of learning change management, you can acquire “What I Know” and “What I Do.” But improving your practice requires growing your ability to gain commitment to change management, measure change performance, enable change management role fulfillment, achieve individual adoption and usage, and achieve organizational outcomes.

How I grow: Commitment to applying the methodology to grow change management skills “I grow and advance my capabilities through practice.”

How can you grow your skills, expertise and overall practice?

When you get into the real world with real projects, you start to learn all the nuances of managing change that you can’t simply learn and do. This level of understanding comes from doing the work and building experience. For example, to be effective with iterative or Agile changes , you have to go out and test and try the approaches, and eventually build the competency.

Change management communities Working in communities, such as trade associations and your organization’s community of practice, also feeds and grows your practice. The Association of Change Management Professionals (ACMP™) offers conferences that advance your practice. Prosci Certified Change Practitioners connect through a members-only LinkedIn community to ask questions, brainstorm ideas and solve problems. These communities are a source of insights, camaraderie and professional growth.

Training and self-directed learning When you train to become a Prosci Certified Change Practitioner , you earn the credential along with access to the Prosci Hub Solution Suite, including the Proxima web application, which guides you through the Prosci Methodology and enhances your application of change management over time. The digital tools also include built-in tips and research prompts that engage you in your practice and challenge you to add depth where it can have a meaningful impact. When you are newer to change management, it’s helpful to take smaller steps at first and focus on what lies immediately ahead. We recommend starting on a smaller project with less complexity and lower risk, so you can build comfort with applying the fundamentals. This also creates the opportunity for you to achieve a project win for your organization and demonstrate your skills to peers and leaders. Although the fundamentals will always serve you well, you may find over time that you need to lean into advanced applications with deeper learning experiences, so you can tackle the complexities of large-scale, high-risk, high-return projects. Even with formal training and participating in communities, self-directed learning is essential to your ongoing development as a change practitioner, which is why the Prosci resource center shares a wealth of free content such as on-demand webinars, eBooks, worksheets, success stories, research summaries, articles and blogs from thought leaders in change management. Change-enabling books , YouTube videos, and podcasts are also great ways to increase your professional awareness and gain new skills.

Experience is the best teacher. Training others in change management will deepen your knowledge and ability while reinforcing what you know about results and how change happens. You can often learn far more from teaching than other learning experiences because you must be equipped to answer questions, support concepts with contextual examples, and explain the change management models, methodologies and applications in clear and actionable ways.

Coaching and mentoring others fuels your professional growth through more informal engagement. It requires you to put yourself in the learner’s shoes, check your assumptions about what you know to be true , extrapolate from other experiences, and challenge yourself to learn more about change management to support your learner’s unique needs.

4. Path – Where I Go

The final aspect of the Change Practitioner Journey Model is unique to you, the individual change practitioner. Where you go on your career path depends on your personal and professional goals, and the jobs to be done:

“I want to inform and influence change success in my organization.”

This is about helping people develop the mindset and beliefs, common language, and understanding of the ADKAR Model during change. The desired outcome is to achieve commitment from leaders and project teams for addressing the people side of change and equipping them with an understanding of the model and process for individual change. 

“I want to lead and deliver project success.”

To achieve this type of change success, you must ensure that actions and behaviors align with roles, models and methodology. The desired outcome is to deliver intended results on projects and initiatives through individual change while aligning with organizational strategy and operational execution.

“I want to inspire and develop change capability in my organization.”

Building change capability involves leading teams of change leaders and practitioners, and guiding and developing a change-ready culture. It also requires developing and deploying the enterprise change management (ECM) strategy in key areas: leadership, project, skill, structure and process. The desired outcome is to embed change capabilities across the enterprise, and within its people and culture.

Professional Change Management Journeys

People in change management come from different backgrounds and disciplines, and can follow many paths to success. The Change Practitioner Journey Model helps you find the best way to achieve your professional goals while meeting the strategic needs of your organization. No matter your journey, we are all united around our dedication to the people side of change.

Karen Ball é uma Prosci Senior Fellow, Executive Instructor e Profissional Certificada em Gestão de Mudanças (CCMP™). Sua paixão é encantar os clientes com soluções inovadoras que os equipem para o sucesso na mudança. Karen é autora frequente de artigos e blogs de liderança de pensamento da Prosci, facilitadora de webinars e palestrante de conferências que traz 35 anos de experiência e histórias para palcos presenciais e virtuais.

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• Instruction

Career Journeys

Opening students’ eyes to career opportunities is now easier–thanks to the Career Journeys video series, created through a collaboration between the Oregon Department of Education, the University of Oregon School of Journalism and Communication, and the Journalistic Learning Initiative.

Every Journey is Different

We’ve traversed Oregon — from populous Portland to the picturesque Coast to rugged rural communities east of the Cascades —all distinctly Oregon— to capture a wide variety of career paths and a diverse array of video stories. 

Follow their Journeys

Connor Lysne

” So why teaching? I love learning I love helping people and I love helping people feel like they’re capable of learning anything. ” 

See Connor’s Story

Hanin Najjar

Media Entrepreneur

” I think what what really motivates me in all of my work is being able to be a role model for younger generations. And if I can help them, or give them skills that they need to do that, then that makes me really happy. ” 

See Hanin’s Story

Fabian Carter

Communications Strategist

” I think the biggest skill is just staying genuinely curious about what you’re working on and asking questions… asking the ‘why’ as to what you’re doing and not just doing it for, you know, just the sake of doing something and asking those questions that are intentional and painting the bigger picture for yourself. ” 

See Fabian’s Story

Mahima White

Fisheries Biologist

” You can dream as big as you want–we only have one life to make these things happen. And if you find something that you really love and that you really want to do, do everything you can to make it happen. There are people out there that will help you. You just have to find them. ” 

See Mahima’s Story

Jonathan Van Roekel

Non-profit Director

” It’s always helpful to take a step back and really evaluate what you want, and what you feel you need to be happy. And a lot of times that doesn’t come in the form of money. It doesn’t come in the form of compensation. ” 

See Jonathan’s Story

Ayanna Richiliano

Freelance Designer

” It’s just really cool to have a finished product that I can look at and show people… like, this is something that you could touch. This is something that that exists out in the world that I’ve done. It’s really rewarding. ” 

See Ayanna’s Story

Nicole Rodriguez

Victim Services Advocate

” Seeing clients be resilient–even though they’ve been through some of the worst, most traumatic things that we could ever imagine–is what keeps me going. So when they’re able to keep getting up every day and pushing forward, that kind of resilience really is just infectious. And so that’s one thing that really keeps me going.  ” 

See Nicole’s Story

Justin Huntley

Construction Project Manager

” You don’t have to be the societal norm. You can make your own path. It doesn’t always mean that you’re going to have it all figured out. ” 

See Justin’s Story

Jocelyn Garcia

Medical Assistant

” Don’t let anyone stop you for what you want to become in life. Always push to be something better every day. And working in the medical field, it has helped me because I love helping people. I love helping them to make a change in their lives, too. ” 

See Jocelyn’s Story

Brian Schaudt

Physical Therapist

” The journey to your career is rarely a straight line, and that’s totally normal and it’s totally okay. Because when you take that curve off of your initial path, it helps to redirect you back in to the plan–and ultimately, a career you will be passionate about.  ” 

See Brian’s Story

Madeline Lau

Hotel Manager

” So my career journey has taken some twists and turns. I read once that for someone my age, it’s normal to switch careers seven times in your lifetime. And it wasn’t that way for our parents. So we’re kind of carving a different path. But I think it’s okay to try a lot of different things and figure out where your heart really lies. ” 

See Madeline’s Story

Emma Overmyer

3D Video Game Artist

” Own what you love and own what makes you special and unique and I think you’ll do really well in life. ” 

See Emma’s Story

Construction Specialist

” Perseverance has definitely been a big thing for me because I feel like I’ve had so many moments of failure and so many moments of doubt. But I really just had to keep thinking about what I want, what I want to contribute to the world, and how I want to spend my life. And that’s what got me here today.  ” 

See Lynn’s Story

Jake Blackburn

Real Estate Agent

” A motto I have is just, ‘make someone else’s day a little bit better, you know, lend a helping hand’. I’ve been lucky enough to have less stress in my life. My parents have helped me out a lot. And so I know that people are dealing with a lot worse stuff than I have in my life. So I always just try to help people out. ” 

See Jake’s Story

Miranda Allen

” The most rewarding part of my job is being able to really see guests have that ‘aha moment’… that ‘wow moment’. When I give a program and I ask questions and really get them to think about the fossils and the history here, I’m helping them realizing, ‘wow, this, this place is really special!’ ” 

See Miranda’s Story

Aileen Calletano

” When I was growing up, I didn’t really see anybody that looked like me in the position that I’m in right now. And I just want to show other younger girls and other younger people of color that they can be successful in a career like this. ” 

See Aileen’s Story

Brandon Larrabee

GIS Specialist

” For me, learning my cultural identity has done the most for my spirit, my mental health and knowing who I am and where I fit in the world. ” 

See Brandon’s Story

Nathan Kahler

Digital Marketing

” I believe if you’re passionate about something and you truly work hard at it, you can do whatever you want to do for a career. ” 

See Nathan’s Story

Entrepreneur

” If you’re going to pursue any type of passion or career that you’re passionate about or start your own business and represent yourself. I really think you need to know who you are rather than figuring out what your passions are. Because if you figure out who you are, I think the passion is just naturally come along with that. ” 

See John’s Story

Cassandra Fleckenstein

Wildland Firefighter and Educator

” From June all the way through September – you’re not at home… and you’re missing birthdays and holidays and a bunch of other stuff, and it becomes a toll on the family that you left behind. ” 

See Cassandra’s Story

Derian Handfield

Police Officer

” Having that community presence and having that community behind you is huge. I’m big on rapport, you know–if a person knows me by my first name, that’s even better. ” 

See Derian’s Story

Jessica West

Health Sciences Teacher

” Teaching is not a nine-to-five job. You don’t just leave it at the door. You can’t if you’re emotionally invested in your students. You sometimes lose sleep over it. You worry about them like you would worry about your own family. ” 

See Jessica’s Story

Anabel Manzo

” When you see a change in the quality of life of someone that you’ve been working with, and they’re more independent and they’re able to be happier and have what they need —  that’s really rewarding, really seeing that difference in their lives. ” 

See Anabel’s Story

Jared Robeson

Sheetmetal Worker

” I would say to a young person, you know, don’t be afraid of work. I think there’s kind of been a stigma built around labor. There’s a lot of jobs that people need to do, and none of them are bad. They’re all very respectable. ” 

See Jared’s Story

Eddie Ramirez, DMD

” My job is rewarding in the sense that it’s a reminder that I was able to accomplish what I did with all these obstacles, with all these ‘no’s’, with all the rejection. And I always pushed myself and told myself I would succeed. Now being here, it’s so rewarding to say I made it. ” 

See Eddie’s Story

Olivia Crowley

Product Designer

” Having responsibility can be intimidating sometimes, but I think that, you know, we’re all doing a little bit better than we give ourselves credit for. And everybody has imposter syndrome. So even though I love my job, it’s something that I still work with nowadays. ” 

See Olivia’s Story

Daniel Garcia

Automotive Technician

” The first thing about coming to the US was the language barrier. So it was something that a lot of us that come from other countries experience right away. And I was lucky – I came here pretty early, so I went through middle school and then on up. And it was pretty tough. But I mean, if I did it, anybody else can. And so long as you put the work into it. ” 

See Daniel’s Story

Jordyn Coon

Agricultural Communications

” Even though I don’t work full-time on the farm, what I was able to gain from it growing up and learning from my family and working on the farm really gave me a sense of competency–and I felt really confident in my skills. And then the knowledge that I gained from that has given me the ability to work in different parts of the agricultural industry. ” 

See Jordyn’s Story

Mariah Stacona

Tribal Community Liason

” My career advice would be just finding something you love and that you’re super passionate about because once you find that, your job is going to be super easy. And in return, you’re going to be a better worker, a better educator, a better counselor… whatever it might be. If you love what you’re going to do, you’re going to be that much better at your job, and you’re going to affect lives in a positive way. ” 

See Mariah’s Story

Natalie Millar

CEO | Terminal Gravity Brewing

” I think one thing to remember: your twenties feel very stressful and very scary – and like every decision you make is for forever – or will be what you have to do for 10 or 20 years. And I think remembering that nothing is permanent, everything’s malleable, and that nobody has it all figured out is really important and helpful. ” 

See Natalie’s Story

Erica Carmona

Makerspace Instructor

“I hope that my students can see the ways that I advocate for myself, and I hope they use that as a model for what they can do as well.” 

See Erica’s Story

Dominic Herrera

Career Technical Education Instructor

“Life is what you make it every day. You know your choices. You surround yourself with what you want–your self-worth, whether it be positive or negative. And that will define who you can be.” 

See Dominic’s Story

Ryan Demello

Project Manager

“Everything has a solution, we’re always going to be able to find a way to get through it. So when something does come up, you have to be able to approach it with that mindset. And really, I mean, we’re here to solve problems. That’s what we do.” 

See Ryan’s Story

David Van Hook

Non-profit Director of I.T.

“Don’t be afraid to let your light shine for fear that you’re going to dim somebody else’s light. You know, let your light shine. So you may inspire other people to also let their light shine too. So be your best self. It’s completely okay.” 

See David’s Story

The Career Journeys Career Clusters

Selecting candidates for the Career Journeys project involves several key considerations. We’ve worked to find candidates across the state who have had vastly different experiences – both in their respective upbringing, educational experience and professional development.

Put simply, we want students and educators from every region of the state to feel like the work is relevant and meaningful.

We’ve found candidates from all 17 of the state’s community college regions. And we’ve selected careers to profile informed by the thousands of students who have used YouScience in our middle and high schools.matching student results with current high wage and high demand careers.

When viewing the Career Journeys series, watch (and listen) for examples of each of the 16 Career Clusters, listed below:

Agriculture and Natural Resources

Architecture

Arts and Media

Computers and Tech

Engineering

Health Sciences

Hospitality

Human Services

Law and Public Safety

Manufacturing

Sales and Marketing

Teaching and Education

Transportation and Logistics

CAREER JOURNEYS IN THE CLASSROOM

We’ve worked to create an all-in-one guide that is adaptable for classrooms (and learners) across the state. alongside the video series, this toolkit includes resources to enrich the career journeys experience, through school-wide and in-class activities.  we’ve also included the career journeys design elements for further, independent exploration., career journeys methodology, near-peer mentoring.

Near-peer mentoring in Career Journeys connects students with young professionals, offering career profiles that resonate with their age group. This approach makes career paths relatable and attainable, inspiring students with real-world examples from individuals who recently navigated similar choices and challenges.

Open-Ended Exploration

Open-ended exploration is facilitated through Career Journeys videos, allowing students to independently explore diverse career paths. This self-guided journey encourages curiosity and personal discovery, as students investigate various professions at their own pace, tailored to their interests.

Review & Reflection

Post-video reflection activities in Career Journeys encourage students to contemplate and internalize the insights gained. These exercises, such as journaling or group discussions, prompt students to connect the career stories to their aspirations, fostering deeper understanding and personal growth.

Oregon at Work

Get in touch, got a story idea or want to reach out for additional educational opportunities fill out the form below, a collaboration between the journalistic learning initiative, the oregon department of education and the university of oregon school of journalism and communication.

Home PowerPoint Templates Timelines & Planning 7-Year Career Journey PowerPoint Template

7-Year Career Journey PowerPoint Template

Prepare a professional career journey timeline using the 7-Year Career Journey PowerPoint Template . This infographic template contains three different layouts to show your career path. Professionals can represent their career achievements and showcase how and where they stand in their respective professions. Users can also present a summary of jobs or employment through this vibrant template.

The first infographic slide represents a mountain timeline. It is divided into seven sections using dotted lines, where each division represents a year. A human character icon is also shown on the mountain, initially crawling, walking with difficulty, and then stabilized. The slide represents the concept of struggle phases, where the glowing peaks of the mountain symbolize the stages of career development. It visually depicts that the person is not stable during the beginning of career establishment. However, with every passing year, the stability increases, and the person reaches a sound position.

The next is a curved flow diagram with each turn representing a year. At each curve, a specific graphic icon is representative of the significant activities of the year, and a text box is also placed on mentioning the key points. For example, the third year’s turn is represented through a Pen symbol, which depicts the studies and educational phase of the journey. Similarly, the 5th year is represented by an airplane icon, showing that the person moved from the country of origin for studies or employment.

The third slide is a simple roadmap career journey with 7 location pins on the road diagram representing the seven years. With each locator pin, there is a text box representing the main activities of each year.

The users can add their picture on the first slide by replacing the placeholder. The overall design and structure of 7-Year Career Journey PowerPoint Template is engaging. The colors, PowerPoint objects, and other elements can be changed according to the user’s requirements. The template is 100% editable using PowerPoint and Google Slides.

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