“Where do you want to be five years from now?” A question so trivial, yet asked in every other interview panel. For me the bullet was triggered from my favorite South-Indian (Tamil :)) CEO with whom I hold my current employment with.
There are many sugar coated answers to that introspective question. But are today’s office goers truly aiming big and scheduling their mundane tasks in line with the set self- goals. Commercial world today is in desperate need of hiring intellects (not the complete package called human being but only brains) for their various needs of operations, administration, finance, Human resource, marketing … … …(blanks that always keep sprouting up). The organizational structure is laid out in place alongside with the hint manuscript of growth prospects for existing employees to shift roles. The only price tag “based on your performance”. In the process of better performing in the job at hand, the existing employee seldom probe the purpose of incentive proposed or comprehend the master brain of the complete mirage structure.
“Increase the revenues, cut down the cost” has been the survival mantra of families, organizations and incorporations. Corporate giants today are devising strategically to earn optimum returns with their current investments specifically their internal customers called employees. Increasing the company patriotism or promoting responsibilities or appraising the compensation by few thousands bucks or sacking a vegetate low performer; the bottom line spells retention of the best. In bribing illusions called prospects the board gets to enjoy the whole flock perform to its fullest speedily. To live up to the pledge, one best of the flock (best in view of the bosses and big bosses) gets a credit of promotion. A dream attained after quiet a lot of time.
So much time the passes by never to return that one really focuses of scaling up him qualifications to get ahead in his career. There has been debates between experience or education and yet another debate or support (operations) or revenue generation (sales).
A individual value chart is scaled how good he is educationally qualified and how much money can he bring into the company’s account.
There may be several success stories of school drop out turning corporate giants. But in today’s world can one imagine a 12th grade kid being your project manager? Some where street smart to take risks and make it to the levels of entrepreneurs, but to excel diplomatically there is a need to for formal higher education.
Taking about operations and sales, most of the CEO’s, CTO’s, CFO’s or even the MD have deep roots called sales (of course finance equally as well) on their profile called experience. Support’s growth scales-up like a tortoise (May it be that IT sect of tortoises get a luxurious hosting) but the real ministers are those revenue makers for the king called Managing Director.
Management studies have evolved so much of a theory in this era. But rarely one realizes these Values, morale, policies, structure, processes are all mirage, framed to attract more clients, generate greater profits and retain current resources (for it’s relatively costlier to buy a fresh brain). So next time someone asks you “where do you see five years from now?” it time you think seriously about your own strategy for success. The choice lies to pretend loyal, get mundane promotions and earn few thousands more or to get equipped to be an intrepreneur or entrepreneur. Again, Personnel Growth Strategy is a Corporate game to earn better profits.
As for me, five years from now I will be 30 and by then I will need to seriously work on scaling up to a level called Motherhood :) (obviously a lighter note)
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