Many of us, if not all, are in daily struggle to join, contribute and be effective part of the society, the market and the world in general. This takes place on several levels, e.g. individual, family, community, society and even on country-levels, regionally and also globally. We are not isolated and we do exist in a very dynamic and rapidly changing world.
This doesn’t necessarily mean to be rich, having power and/or being a leader. It includes everyone where expertise and experiences (hard merits) in suitable and appropriate combinations with personal character (soft merits) are necessary to maximize the added-value at any-time (short-term to long-term) and anywhere (locally to globally).
Career Development Plans “CDP” are tightly and continuously needed in all stages of our lives, i.e. from early childhood until very late in our aging process. Without appropriate and suitable “CDP” anyone of us is likely to loose track of being part of the society, community and the market in general (http://www.job-search-mentoring.com/career-development-planning.html) and to remain effectively integrated with rest of the world and the ongoing globalization process.
Unfortunately, “CDP” can be hindered with obstacles that can otherwise have positive feedback, strong and dynamic motivation on the track of developments. If “obstacles”, e.g. from handicaps, friends, society, cultures, markets, environments and politics are being treated as “challenges” much can be gained. This is strongly dependent on how “CDP” can be shaped, structured and implemented. In reality “CDP” only exist in organized effective forms at high-quality universities and high-schools (http://about.unimelb.edu.au/careers/development/toolkit/career-plan/map) and to very limited extent in pre-university and higher education levels. This indeed, cause severe limitations for many young people to plan their future and navigate in the society and the market. However, there are exceptions, at the early stages of individuals there are enormous impacts and contributions from innovative environments, communities, societies and families that have the know-how and the knowledge for coaching, mentoring and fostering the younger and unexperienced new-comers. This, however, is highly lacking in developing countries and requires focused and dedicated management strategies.
