When a group of friends decided to start running together, they set a long term goal – run the Boston Marathon. They broke it up into steps – 5K, 10K, ½ marathon. They set daily and weekly workout goals and specific dates for completing each level.

When we were shopping for a new home, the plan was different. We didn’t have a specific time frame, but rather a list of specific requirements – we were content to wait until we found exactly what we wanted.

Career planning consists of both. You can set your ultimate goal – whether it’s being a master craftsman, the CEO of a Fortune 500 company, or something totally different. You break it down into steps, setting monthly and yearly accomplishments and establishing a time frame for completing each one. On the other hand, you also create a list of “requirements” for getting there – from soft skills to specific experience, training, and certifications. Time isn’t the issue, but rather to just keep checking them off until you have the whole package.

Begin by determining your ultimate goal – it can be very specific or somewhat broad. Remember – this is long-term, and you will find yourself making some adjustments and changes as you move forward. Ask yourself these questions, taking the time to reflect before recording your answers.

  • What is my vision?
  • What is my personal mission statement?
  • What are my priorities?
  • What are my objectives?
  • Why do I want to accomplish this?

Write down your ultimate goal. Now work backward. What is the last accomplishment you will meet before you are at your goal. The next to last, the one before that, etc. When you get back to where you are today, it’s time to start filling in details.

  • What training, classes, experience, etc. do you need to complete each step on your journey? For example, if the first step is a promotion within your department, do you need an additional certificate? Another six months’ experience?
  • Does any of these “requirements” complement each other? Can they be combined? Will you have to save funds before taking a class or attending a conference? Can you gain lateral experience at work before moving upward?
  • Once you have completed your path, estimate how much time each step will require to finish. Let’s say you have seven total steps, three of them will take 1 ½ years, two of them will take two years, and one will take three. That’s 11 years. Establish your 12-year plan. Make a mark where you should be in four years, and again in eight years.

Ok, now you have the marathon picture and the 5K, 10K markers. It’s time to make your monthly workout goals.

  • What supplies do you need to gather?
  • What distractions do you need to remove?
  • What strengths do you need to focus on?
  • What weak areas do you need to acknowledge and support?

Finally, fill in with the timeless requirements.

  • Is your network strong?
  • Do you have a mentor?
  • Are you committed?
  • Are you challenged?
  • Do you have a plan for support and accountability?
  • Are there soft skills you want/need to develop?

Long-term career planning can be overwhelming. It can feel like you will never get there or that it’s impossible to plan now for goals that far away. In reality, long-term goals are merely a  thought out selection of short-term ones. Yes, you may make some changes along the journey – a road sign may direct you to a place you hadn’t considered, but if you are intentional about your plan, you will reach your goals and reap the rewards.

At Robbins Staffing, we applaud long-term goals. We are here to support you on the journey, helping you find the best positions and opportunities to reach your goal. Contact us today – we are your network, support, and mentor all in one.