Change and how career guidance services can provide support

This article is by Rachael Isaac-Kupenga, Sheffield Consultant – Leadership Development.

Recently I undertook some informal research on supporting mid-career adults with their professional transitions, which included insights from a related OECD study. 

As someone who is passionate about this topic (and happens to be in that mid-career stage myself) I wanted to share some takeaways which seem fitting given our current context.


𝗧𝗵𝗲 𝗖𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗟𝗮𝗻𝗱𝘀𝗰𝗮𝗽𝗲

In the ever-evolving Future of Work, we’re witnessing seismic shifts driven by the impacts of automation, AI and net-zero initiatives. These changes were happening at warp speed even before the pandemic, impacting job roles and skill requirements, with Covid-19 further accelerating trends and further disrupting the traditional status quo.

𝗟𝗼𝗰𝗮𝗹 𝗖𝗼𝗻𝘁𝗲𝘅𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀

An evolving domestic job market with the impacts of the New Zealand economy, shift in government policy and well-publicised public sector cuts add further complexity.

𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗢𝗘𝗖𝗗 𝘀𝘁𝘂𝗱𝘆

The study from the Organisation for Economic Co-operation and Development (OECD) sheds light on use of career guidance services for adults across 11 countries, including New Zealand and Australia. 

Findings that reasoned with me include:

• 𝙇𝙖𝙘𝙠 𝙤𝙛 𝘼𝙬𝙖𝙧𝙚𝙣𝙚𝙨𝙨: Many mid-career adults remain unaware of available career guidance services. 

• 𝘼𝙜𝙚 𝘿𝙞𝙨𝙥𝙖𝙧𝙞𝙩𝙞𝙚𝙨: Those aged 40-54 accessed career guidance less than their younger counterparts, but more than their elders. 

• 𝙂𝙚𝙣𝙙𝙚𝙧 𝘿𝙞𝙛𝙛𝙚𝙧𝙚𝙣𝙘𝙚𝙨: Women were less likely to utilise support than men. 

• 𝙁𝙞𝙧𝙢 𝙎𝙞𝙯𝙚: Larger companies offered advisory services compared to SMEs. 

• 𝙀𝙢𝙥𝙡𝙤𝙮𝙚𝙧 𝙎𝙪𝙥𝙥𝙤𝙧𝙩: Shockingly, only 13% of mid-career adults had accessed services provided by their employers. 

Every employee deserves guidance during times of change.


Learn more about our Career Transition Services

Contact Rachael

Rachael Isaac-Kupenga
Consultant – Leadership Development

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