INTHEBLACK December 2023/January 2024 Special Edition - Flipbook - Page 28
“It would be wrong to assume that mid-career professionals
are not as interested in upskilling and getting better at their
jobs. We’re just not offering them the right options, or the
time, space and flexibility to do it.”
AARON MCEWAN, GARTNER
“When you’re in the earliest stages
of your career, things like certifications,
qualifications and formal training
are not just appealing, but necessary
for progression.
“When you get into your mid-career,
you’ve probably developed an expertise
set, and you don’t need those pieces
of paper to get you in the door. You
are probably already through the door,
so to speak.”
This can lull professionals into a
false sense of security if they are not
consciously thinking about their
long-term goals, he says.
EXISTING SKILLS
The OECD report has found that
mid-career professionals are less likely
to participate in training that could lead
to future roles. More often, the focus is
on training for their existing role.
This finding does not surprise McEwan.
Those in the earlier stages of their careers
are still in what he calls the “exploration
phase”. Doing a variety of courses is a
way to test the waters and gauge interest
in topics and specialisations.
“When you’re at mid-career stage,
you’ve got a lot more to lose by changing
direction,” McEwan says.
“Doing so comes with a lot of risk
and anxiety. You’re more likely going to
double down on your current expertise.”
He also believes that some organisations
are not attuned to the development needs
of mid-career professionals.
“It would be wrong to assume that
mid-career professionals are not as
interested in upskilling and getting
better at their jobs. We’re just not
offering them the right options, or the
time, space and flexibility to do it.”
McEwan believes that
mid-career professionals can
28 INTHEBLACK Dec 2023/Jan 2024 SPECIAL EDITION
benefit more from what is known as
a “crucible role” rather than formal
training opportunities. These can be
short-term assignments that serve as
a stepping stone to acquire a specific
set of experiences or capabilities, such
as a secondment overseas to lead a
small project team, or working within
an innovation or incubation unit.
Unfortunately, these roles are often
in short supply.
“Few organisations are willing
to offer an untested leader the
opportunity to lead a critical business
function,” says McEwan.
“They are not creating those crucible
opportunities that allow people to
accelerate to the next level. Therefore,
they’re stuck, because the only way to
get to the next level is to get experience
and a reputation for having done it.”
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artificial intelligence
is transforming
accounting
and finance
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secondment can
transform careers
EMBRACE THE CHALLENGE
McEwan has personal experience
of the challenges and rewards of
mid-career upskilling.
“It was unfinished business for me,”
he says. “I had previously had to quit a
master’s part way through because the
program was based in the Gold Coast,
and I was living in Brisbane.
“I just had too much stuff going on.”
Ten years later, McEwan went back
to school, this time to study coaching
psychology. “I was overstretched, but
it was totally worth it,” he says.
Whether a course has a direct impact
on a person’s career progress, “it
is going expand your horizons and
demonstrate to your stakeholders
that you are committed to lifelong
learning”, he adds.
“That is one of the most important
signals that you can project to
the world.” ●
EXPLORE
CPA Australia’s career
development tools
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an INTHEBLACK
article on how
accountants can be
future-ready today
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an INTHEBLACK
article on how higher
qualifications can
boost your career
