Challenges of managing career goals (Part 2)



“If you do not know where you are going, every road will get you nowhere” -Henry Kissinger. It becomes a big challenge if you never had a career expectation before setting out on your career journey. Let us consider some of the challenges of managing career goals.

  1. Lack of career goal: Goals map a path for the future. Clear goal setting and success are deeply interlinked and cannot exist without the other. The classic goal setting definition boils down to “the process of identifying something you want to accomplish and establishing measurable objectives and timeframes to help you achieve it. When you learn how to set goals in one area of your life, it becomes easier to set them in other areas”. – Tony Robinson.


Career goals helps you to plan both short-term and long-term goals. According to Benjamin Franklin, “if you fail to plan you are planning to fail”.


  1. Setting unrealistic and Ambiguous career goals: Some individuals set unrealistic and ambiguous career goals that are either too complex or very difficult to achieve. As a Human Resource professional, I have had interactions with some young professionals during the onboarding process, and listening to some of their career goals has left me wondering how they plan to achieve their ambiguous goals within the stated timeframe. Start your career journey by setting clear-cut SMART goals, both short-term and long-terms goals that are simple and unambiguous. Setting SMART goals means you can clarify your ideas, focus your efforts, use your time and resources productively, and increase your chances of achieving what you want both in life and career.


  1. Lack of mentorship: Mentoring provides a mechanism for new practitioners to transfer the knowledge and skills learned in the classroom to real-world practice under the guidance of an experienced professional (Napolitano and Henderson, 2011). Mentorship allows new practitioners to set and achieve goals that build on what they already know but cannot yet achieve alone, gradually increasing their proficiency in practice until they are capable of performing all required functions without guidance or supervision (Brockbank and McGill, 2006). Mentoring is used most often to help people transition between career stages. It is invaluable as a tool to support individuals who are being fast-tracked or accelerated into more senior leadership roles, particularly as it can focus on developing the person and has a wider-angled lens than mentoring (Serrainn Nyamori 2015).


In conclusion, setting out on your career journey requires a plan; a plan on how to maneuver the hurdles that you may encounter in the course of reaching your goal. Do not set out with just passion, your passion will also require a plan to reach its peak. Remember the sky is not the limit, your mind is.