There are many theories on career development. Each has its own unique way of explaining why people choose and change careers over their life time. Some focus on individual characteristics such as personality, while others focus on occupations, tasks or human development.

An interesting theory developed by Dr. Donald Super in 1957 was the “Life Span Theory” . Amongst many things, this theory of career development recognises that people seek career satisfaction through work that allows them to express themselves and fulfil their own “self-concept” . Dr. Super also suggests that our career patterns are determined by many factors including socioeconomics, mental and physical abilities, personal characteristics and opportunities or experiences that we are exposed to over our life time. Importantly the Super Life Span Theory recognises that as people change and mature over their life time, so too may their career patterns and choices.

When Dr Super originally developed his Life Span Theory he assigned ages to the various stages. However, he later added that as individuals and the world of work change, it is possible to cycle and recycle through the different stages. So instead of one life and career cycle, we can have a series of mini career stages. The secret to being able to adapt to the change is being self aware, having knowledge of the career life stages and taking appropriate action that can help you to take control and drive your career at any time.

Super Life Span stages and your career development

Stage 1 - Growth

This can be the most exciting phase of career development. Dr Super originally assigned this stage from birth to approx 14 years of age. For those entering the workforce or starting in a new role this is where you begin to develop an understanding of yourself (self concept), your skills, abilities and motivators, that is, your likes and dislikes. This stage allows you develop an understanding of the world of work through your experiences with people, tasks, objects and ideas. The growth stage is also where you begin to learn new tasks and discover the complexities of your role and how it fits into the business unit and organisation. This stage is about discovery in which individuals usually display high levels of motivation and a willingness to learn.

Stage 2 - Exploration

The Exploration Phase is where you can gain an understanding of the roles or type of tasks that you most prefer. For some people this stage is where they undertake further education or training and begin to specialise in a role or type of work. For others it is a trial period and their commitment to a role will be determined by the strength of their on the job or training experiences. This phase is where you can gain an understanding of your skills development gaps and needs. The exploration phase may also allow you to broaden or enhance your skills by taking on more complex tasks. The exploration phase is an ideal time to begin looking at the wider world of work by networking with a variety of people and departments within your organisation. Dr Super originally assigned this phase to the 15-24 years age group. Interestingly changes to the world of work have resulted in people recycling through this phase and looking for other roles or exploring their “preferences” for work more than once in their life time.

Stage 3 - Establishment

This is the stage that assumes you have found the type of work or tasks that you most prefer. This is an important phase of career development as you begin to “make your mark” in the world of work, by fully utilising and enhancing your skills. Technical and interpersonal skill development is important during this stage. Higher level training and development opportunities may be sought to allow you to further develop skills in key areas for future roles.

Individuals in this stage are generally concerned with getting ahead financially and seek to achieve results that will enable them to move into more challenging roles with higher levels of responsibility or independence. This phase can also be frustrating for those who are not getting ahead or being recognised for their contribution to the organisation. Dr Super originally assigned this stage to people 25- 44 years of age, therefore from a career development perspective; individuals in this life phase may also be faced with the competing demands of work and family.

Stage 4 – Maintenance

This is the stage where most people have established their career and work to maintain or improve their position. The most challenging aspect of this phase is the expectation that you will be able to maintain your position while faced with possible competition, change, family, life or health demands.

It is important during this stage that your skills and experience remain current and competitive. Therefore seek opportunities that allow you to continue to develop your skills or look for ways to develop new skills in key or emerging areas within your organisation or industry. Those looking for new roles or experiences may find themselves back at the ‘exploration phase”.

Dr Super originally assigned this stage to the 45-64 years age group. However with people working longer in life, those who wish to continue working or driving their career need to be aware of becoming too comfortable or complacent in their role and avoid moving into the “decline' stage by being self aware and taking action.

Stage 5 - Decline

Dr Super had originally assigned this stage to the 65+ year's age group. The decline stage can mean many different things. For example this stage can be a time where individuals start to reduce their output, delegate work to others, become tired, lack motivation or a willingness to learn new skills. For others this life stage may mean semi or full retirement and an opportunity to participate in other life interest or hobbies. In some cases, the decline stage may represent a time where your skills become redundant or are no longer required.

It is important that before you reach this life stage that you clearly identify whether you retire (semi or full) or keep working. For those who need or want to continue working it may mean developing new skills, re-training or changing into a new role or one that allows you to transfer some or all of your skills. For those who choose retirement the decline phase may be an ideal time to negotiate flexible or alternate work practices with your manager so that you can ease into this life stage over a period of time.

There are many theories that have been developed to explain why people choose, change and develop in their careers. No matter which career development theory you believe to be true, the Super Life Span Theory may help you to identify which stage of life you are in relation to your career. The secret to driving your career is to be aware of the cycling and recycling career life stages and to adapt to change by taking appropriate action that can help you to take control regardless of your age or stage of life.

References-
WorkLife- The Centre for Worklife Coaching.
Career Development Theory- CareerNet.com.au
Five Process of Career Planning- ERIC Digest
Career Life Stages and Career Development Tasks by Donald Super