What Do I Want From My Life?
We are all prone to losing sight of the bigger picture in life as we busily concentrate on the urgent goals before our eyes, such as finishing your assignment or sending off that part-time job application. Therefore, it is necessary and useful to slow down from time to time to visualise the future you want to create in as much detail as possible. It enables you to reconnect with your various life goals, or perhaps develop goals for the very first time. It is much easier to take charge of your life direction if you have an idea of what you want. Once articulated, those ideas can be translated into SMART personal and professional goals, which we will discuss in the final Career Choices topic.
Start by thinking long-term and ask yourself, “what would I ideally like to be and have in my life?” For example, your preferred location may limit or open up life and professional opportunities for you, while contract-based work may allow you to pursue your non-work related passions, such as climbing peaks of the Himalayas. You need to consider as many factors that matter to you as possible, such as your desired lifestyle, relationships, mobility, expectations for salary, professional growth, how you want to realise your core values, and much more.
It is natural that goals change over time as they are tested against reality and your preferences change, so relax in the knowledge that you are not making a life-time commitment. Revisiting and checking on your progress from time-to-time will help you keep motivated and moving in the right direction.
Action: Go to your downloaded workbook and complete Activity 1
Direction and Motivation
The following three types of intelligence influence our direction and motivation in work and life:
- IQ – academic intelligence that helps us to think effectively. It tells you how to solve problems and can be source of your strengths in discipline specific knowledge and skills.
- EQ – emotional intelligence that helps us to recognise our own and others’ emotions and relate to people effectively, especially in professional settings as you navigate your career.
- SQ – spiritual intelligence that helps us make sense of life and find meaning, purpose and direction. It answers the question of why we are making efforts, and supports our satisfaction, motivation and resilience.
It is really important to plan your development in all three types of intelligence from the start of your degree and career. Traditional education tends to focus on the development of the first two intelligences. While real-world experiences (volunteering, work placements, student competitions, study abroad) enhance your spiritual intelligence and can help you discover what you have a real calling for and why, and supports your sense of direction as a compass in life.
Knowing about yourself (your purpose and values) helps you judge your alignment with an organisation’s values and mission, which is referred to as ‘cultural’ fit. Employees who share an employer’s core values and purpose are usually happier and more committed, which is a win-win for both parties. For this reason, cultural fit is one of the top five recruitment criteria that employers continue to identify in the annual Australian Association of Graduate Employers Survey.
Our values affect our feelings and behaviours; they capture what is important to us, what is worth doing, and they guide our decisions – often without us realising it. They are shaped by our personality type, upbringing, family, community, culture, media and other external influences. For example, if honesty is important to you, then integrity (truthfulness) in the workplace will be a critical organisational value for you to identify during job seeking.
Personal values that are aligned with work-related values, your chosen career, and organisation is likely to feel right and meaningful, while a poor alignment may result in feelings of alienation (“what am I doing here?”) and frustration (“I’m wasting my time”) that may lead to ‘job hopping’ or a sense of entrapment, which can affect your wellbeing.
For example, if your core values are kindness, compassion, generosity, social connection, and community, then a role in a caring and sharing profession (Social Work, Community Services, Medicine or Allied Health) would be better than a profit-driven career (investment banking or sales) where most of your colleagues will value status, wealth, adventure and recognition. You may feel a disconnect with your colleagues and a lack of fulfilment in your role. Moreover, your manager may give you feedback that you spend too much time and effort on managing existing relationships and too little on developing new business and maximising profit.
Action: Go to your downloaded workbook and complete Activity 2
Work values are important in achieving a sense of fulfilment. Assessing workplaces and positions against these values will help you find a sustainable match. Review the list of work values below to understand how occupational alignment can provide professional and personal satisfaction:
- Achievement – Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
- Independence – Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.
- Recognition – Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status.
- Relationships – Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
- Support – Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
- Working Conditions – Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.
Source: O*NET Online
Tip: To find the work values aligned to different careers, go to JobOutlook and search a profession, then select the Work Environment tab, then the Values tab. This will reveal how much your preferred profession aligns with your preferred work values.
For example: Dentist: Independence 95%, Achievement 86%, Relationships 86%, Working conditions 83%, Recognition 81% and Support 48%
Passion, purpose, mission – your ‘why’
Current careers, life and happiness discourses are dominated by the imperative to ‘find your passion’. This ideal remains elusive to many people, but it does not mean you will have an unfulfilling life and career. Passion is often developed over a long period of time with mastery of our work. The key to clarifying your passion, purpose, values, mission – your ‘why’ – is taking actions in the real world and taking the time to reflect on what you’ve experienced. Volunteering, study abroad, work placements and internships can offer great insights on what matters to you as an individual and future professional. Experiment with many ideas during your studies, and over time, with deliberate actions and reflection, you are more likely to find one or more agendas that will give you meaning and sense of fulfillment.
Your purpose is defined as the reason for which something exists or is done, made, used, etc. A career aligned with one’s purpose may give you over time more satisfaction, fulfillment and resilience in the face of adversity. One’s purpose can be developed or discovered in the course of diverse extra-curricular experiences or while reflecting on past experiences, behaviours and preferences.
Action: Go to your downloaded workbook and complete Activity 3.
Life view vs work view
Another approach to finding your ‘compass’ in life and career is to put your Life View and Work View in words and look at how these two overlap. Everyone has a life view, though it is not always clearly articulated. Your life view covers the bigger picture including what makes life worthwhile, your place in the world, your relationships with people, and your priorities in life. Your work view encapsulates what work means to you and what issues are critical to you in relation to work, such as money, fulfilment, autonomy, creativity or social good.
Burnett and Evans, the authors of ‘Designing Your Life, suggest that reflection on your work life should not concentrate on the description of the job you would like to do, but rather on your philosophy of work, or your ‘work manifesto’. By ‘work’ we mean all the instances where you take purposeful actions in order to make things happen. So, it could be your paid occupation, volunteering in the community, blogging, writing a novel, or running a book club at your local library – it’s everything that you do about the things that you consider important.
Why is it worth your while? Positive psychology posits that we are likely to be more resilient, adaptable and satisfied with our lives when we see that our ‘work’ is making a meaningful contribution to our community or the society more broadly. Having worked out how your work view and life view interact, how they align or clash, and whether one drives the other will help you live a life that is more conscious, coherent and full. In that sense you could say that you have found a compass in life that shows you which way to go no matter what challenges you are currently facing.
Action: Go to your downloaded workbook and complete Activity 4.
Success in life
An ‘achievement’ is reaching one’s goal (completing your degree), while success in life is the sum of all achievements and a feeling of heading in a defined, purposeful direction.
The media and popular culture abound in images and discourses about success in life, which is usually measured in terms of excessive wealth, property, influence, or even freedom from work. Is this how you would define success in your life? In contrast, Maya Angelou (US poet and civil rights activist) defined success in her life as follows: “Success is liking yourself, liking what you do, and liking how you do it”. It is helpful to have some idea of what success would mean in your life, so you have a reference point to gauge if your actions are leading you towards it.
Careers That Fit Your Interests
Interest is defined as ‘a state of curiosity or concern about something – a quality, subject, or activity that evokes this mental state’. It could be an interest in an area of academic expertise, human activity, or a political or social issue. One can pursue their interests in a variety of ways, such as through a career, volunteering, or activism.
Nearly everyone has experienced the almost addictive nature of deep engagement with an activity that we are strongly interested in. Our engagement and motivation to continue comes from within (intrinsic) and is a curiosity and desire to know and engage more. If the challenge offered by our deep engagement with an area of our interest is sufficient, then we forget about the passage of time, which is referred to as ‘flow’ or ‘being in the zone’. For this reason, an interest in your academic subject area or career can make completing your study and work tasks more effective, which helps improve your performance in a more effortless manner. There is a good chance that whatever you are strongly interested in will become one of your strengths.
Gaining a clear understanding of your interests is one of the first steps in making a career decision. Career success and satisfaction depends heavily on being cognitively/intellectually stimulated, and challenged to grow, develop and excel.
Most of us have a number of professional (graphic design) and general or every-day-life interests (travelling or sports). Some people choose to pursue some of their interests through paid employment and others through hobbies or volunteering. However, a growing number of people develop portfolio careers based around these interests and work part-time in different professions (graphic designer, web developer, and in local tourism).
General interests vs work interests
Many people choose courses and careers based on their academic and general interests. There are many ways to turn your interests into careers. For example, if you have a strong interest in mathematics, you can pursue it through study and a career in mathematics, physics, engineering or data science; while if you are interested in languages and communication, you may pursue linguistics, modern or classical languages, teaching, psychology, sociology, anthropology, marketing and communications, international business or tourism. If you are interested in sports, you can also pursue it in a variety of ways as a gym instructor/personal trainer, professional athlete coach, exercise physiologist, physiotherapist, but also in sporting club/venue management.
On the other hand, there are work interests or work styles that are related to types of work activities, tasks and environments you feel drawn to that are worth consideration when thinking about your career pathway. John Holland (Career Counselling Psychologist) theorised that career pathways can be grouped based on six clusters of work interests or styles:
- Practical/Realistic occupations involve work activities that include hands-on problems and solutions. These occupations may require mechanical/practical skills or working with livestock and the environment.
- Analytical/Investigative occupations involve working with ideas and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems.
- Creative/Artistic occupations require creativity and self-expression. These occupations may require independent thought and idea-generation.
- Helpful/Social occupations involve working with, communicating with, and teaching people. These occupations often involve helping, or providing service to others.
- Enterprising occupations involve starting up and carrying out projects. These occupations can involve leading people and decision-making. Sometimes they require risk-taking.
- Administrative/Conventional occupations involve following set procedures and routines. These occupations include working with data and details. Usually there is a clear line of authority to follow.
Action: Go to your downloaded workbook and complete Activity 5.
- JobOutlook Career Quiz
- ONET Online Interests Search
- Holland’s Work Interests – Online Personal Assessment
Skills and Strengths
A skill is a learnable capacity to deliver action or task informed by knowledge and characterised by a varying degree of mastery. Skills can be improved with deliberate practice and/or additional knowledge or know-how. This is why employers are so curious about your experience – if you have no track record of delivering tasks the employer won’t know if you have the required skills.
Skills are versatile tools that can be applied in diverse settings and environments. This means a high level of transferability of many skills from one career to another. This is why, in the context of career planning and job hunting, it is so important to look through the lens of your skill set. The Foundation for Young Australians estimates that skills used or developed on one job can lead on average to 13 other jobs where you can use the same skills, but in a different context.
Your job seeking activities and success will depend on your self-awareness and your ability to articulate experiences that showcase skills you have developed in a specific job, project, placement, or volunteer activity. Seek out extra-curricular experiences that help you develop and demonstrate your course skills in the real world, and reflect on which of those skills are your strengths and which ones require more practice to master.
Tip: A great way to understand your current transferable skill set is to undertake a ‘skills audit’. This will help you to identify which ones are your strengths, those you are competent in, and others that need to be developed through further training and personal development. See Activity 6.
To develop your transferable skills, see our Boost Your Skills module.
Some organisations use strengths-based hiring processes to identify candidates’ strengths. A strength is something you do well, deploy frequently, and energises you when you do it.
In other words, a strength is a personal attribute/character trait or skill in an area of interest or knowledge in which you have achieved a level of mastery. At work you have to find the right balance between the enjoyment of utilising your strengths and completing what needs to be done.
Conversely, you will need to identify your weaknesses and decide if they could impair your work performance and career progression. How you might improve your identified weaknesses? Many organisations seek ‘well-rounded candidates’ who have key strengths to work with, but have also addressed their biggest weaknesses.
Action: Go to your downloaded workbook and complete Activity 6.
Personality and Personal Attributes
Have you ever wondered why some people love adventure and change while others prefer familiar environments and routines? That some people seem easy to talk to while others seem distant and take more time to warm up? Or, that some people seem to overreact while others always keep their cool?
In many cases behaviours that you might find problematic may be a result of a personality type, not necessarily a deliberate action. Learning about your personality type will help explain some of your natural preferences and understand other people’s behaviours that may sometimes puzzle you. An awareness of the diversity of personality types will help you become a more tolerant person, develop your emotional intelligence, and work better with people.
Personality types are not fixed, and with time and effort many people become comfortable with behaviours that are not their natural fortes. For example, if you are an introvert you may find public speaking quite daunting, but you can train yourself to become comfortable and very effective at it. Your personality type may need to be considered in choosing professions and work environments. For example, if you score high on the neurosis scale in the Big Five Personality Traits (see below) and you tend to worry a lot, you may want to avoid work environments that could aggravate your anxiety. Try and observe different workplaces to help you reflect on your career pathway.
The Big Five Personality Traits (also called Five Factors, OCEAN or CANOE) are as follows:
- Openness – People who like to learn new things and enjoy new experiences usually score high in openness. Traits include being insightful and imaginative and having a wide variety of interests.
- Conscientiousness – People that have a high degree of conscientiousness are reliable and prompt. Traits include being organised, methodical, and thorough.
- Extraversion – Extraverts get their energy from interacting with others, while introverts get their energy from within themselves. Traits include being energetic, talkative, and assertive.
- Agreeableness – These individuals are friendly, cooperative, and compassionate. People with low agreeableness may be more distant. Traits include being kind, affectionate, and sympathetic.
- Neuroticism – This dimension relates to emotional stability and degree of negative emotions. Traits include being moody and tense.
Action: Go to your downloaded workbook and complete Activity 7.
These are the attitudes, character traits and physical characteristics of an individual. For example: can-do attitude, helpfulness, manual dexterity. Being aware of your key personal attributes can help you decide whether a work environment will be a good match; this will also help you to convince an employer of your suitability. You should seek out volunteer experience if you are unsure about your personal suitability for an occupation to see if it is the right fit for you, and to determine if you can develop the necessary attributes required.
Personal attributes are frequently confused with skills in job advertisements – this is how important they are for employers and for our career success. Skills are revealed through deliberate, demonstrable actions, are learned by acquiring the know-how, and refined through revision and repetition. Whereas, personal attributes are reflected in our unconscious behaviours and rooted in character traits or attitudes. As such, they may be more difficult to observe in oneself or change. Some people learn about their attributes for the first time based on feedback from others, such as our family members, friends and co-workers, and can be a valuable source of self-insights in this regard. Since our personalities can slowly change over time with self-awareness, challenges and effort, there is a good chance that you may be able to change some of your personal attributes or develop new ones. For example, the ‘can do attitude’, which is so highly prized in every workplace and career.
Action: Go to your downloaded workbook and complete Activity 8.
Awareness of your interaction style
Another important aspect of self-understanding is having an awareness of how you behave around other individuals – behaviour that is influenced by your values and personal traits. Just like people have various personality types, they also interact differently in collective settings, so it is important to understand the various roles that individuals assume in groups.
Why is it important?
Understanding the diversity of roles that exist, and reflecting on the role that you tend to take up, will help you build positive and effective relationships with work colleagues and potential employers. This self-understanding can also help you choose a career that you can be successful in.
There are a number of methods to identify team roles, but a well-known approach is by Dr Meredith Belbin who posited that there are nine roles within a team. High-performing teams need all of them, but not necessarily in nine separate individuals. We tend to feel competent in two or three roles, and not all tasks require all roles to be present in a team at all times. Each of the roles require distinct strengths, which is why a range of persons present in a team makes them more effective. The nine Belbin roles are:
- Uses their inquisitive nature to find ideas to bring back to the team.
- Strengths: outgoing, enthusiastic, explores opportunities and develops contacts.
- Allowable Weaknesses: might be over-optimistic, can lose interest once the initial enthusiasm has passed, and they might forget to follow up on a lead.
- Helps the team to gel, identifies the work required and complete it on behalf of the team.
- Strengths: co-operative, perceptive, diplomatic, listens and averts friction.
- Allowable weaknesses: can be indecisive in crunch situations, tends to avoid confrontation, and might be hesitant to make unpopular decisions.
- Needed to focus on the team’s objectives, draws out team members, and delegates work appropriately.
- Strengths: mature, confident, identifies talent, and clarifies goals.
- Allowable weaknesses: can be seen as manipulative, and might over-delegate/offload their own share of the work to other team members.
- Tends to be highly creative and good at solving problems in unconventional ways.
- Strengths: creative, imaginative, free-thinking, generates ideas, and solves difficult problems.
- Allowable weaknesses: might ignore incidentals, may be too preoccupied to communicate effectively, and could be absent-minded or forgetful.
- Provides a logical eye, makes impartial judgements where required, and weighs up the team’s options in a dispassionate way.
- Strengths: sober, strategic, discerning, sees all options and judges accurately.
- Allowable weaknesses: sometimes lacks the drive and ability to inspire others, can be overly critical, and slow to come to decisions.
- Brings in-depth knowledge of a key area to the team.
- Strengths: single-minded, self-starting, dedicated, provide specialist knowledge and skills.
- Allowable weaknesses: tends to contribute on a narrow front, can dwell on the technicalities, and may overload you with information.
- Provides the necessary drive to ensure that the team keeps moving and does not lose focus or momentum.
- Strengths: challenging, dynamic, thrives on pressure, has the drive and courage to overcome obstacles.
- Allowable weaknesses: can be prone to provocation, may sometimes offend people’s feelings, and could risk becoming aggressive and bad-humoured in their attempts to get things done.
- Needed to plan a workable strategy and carry it out as efficiently as possible.
- Strengths: practical, reliable, efficient, turns ideas into actions and organises work that needs to be done.
- Allowable weaknesses: can be a bit inflexible, slow to respond to new possibilities, and might be slow to relinquish their plans in favour of positive changes.
- Most effectively used at the end of tasks to polish and scrutinise the work for errors and will subject it to the highest standards of quality control.
- Strengths: painstaking, conscientious, anxious, searches out errors, polishes and perfects.
- Allowable weaknesses: can be inclined to worry unduly, reluctant to delegate, and can be accused of taking their perfectionism to extremes.
Upon reflection, which roles do you tend to assume most frequently? Can you see which roles your recent team mates performed? Which roles did you find easy to work with? How will you approach working with the roles that you find less compatible with you next time?
Bringing it all together
Ideally, your career choices need to mirror your preferences and agendas, and this means you are likely to reinvent yourself a number of times in your career-lifetime, according to the principles outlined below. You will need to unlock the KODE to career success:
Knowing yourself – understanding which aspects of self we want to fulfill in our career
Opportunity scoping – research, and ‘try before you buy’ potential careers
Decision-making – assessing information and making an informed decision
Enacting – developing and implementing an action plan, and managing the transition effectively
In topics 1-5, you have identified a number of factors that will impact your future career decisions, such as your life direction, motivations, interests, skills, strengths and personal attributes.
Consider a number of ideas and options in an objective manner. After extensive exploration of careers websites, and checking everything that seems interesting, you should narrow down your ideas (three to five ideas) to those that are most appealing, then follow the opportunity scoping process. This should consist of three steps to gather:
- Theoretical information – the results of your online research, career snapshots, talking to academics and careers counsellors, and checking organisation websites.
- Professional’s knowledge – the results of your conversations with people already working in the career and/or industry that you are considering.
- Practical insights – these are the results of your experience, however brief, of the work setting, the industry or a sample job; this could be a university placement, self-organised work experience, shadowing (observing a professional at work), or volunteering. You should keep an experience diary and reflect on your experience during and after.
Tip: A sustainable career decision should involve informed choice rather than solely a ‘gut feeling’ or picking an option by default. It should include a systematic, objective review of career and labour market information. To access detailed information (practical questions and actions) about the steps outlined above, download the JCU Opportunity Scoping Information Sheet.
Decisions may be made intuitively, rationally, or through a combination of an intuitive and logical thought process. The three-step opportunity scoping approach below caters to a variety of decision-making styles. You can list reasons for and against a particular decision to help identify the best course of action for you.
Example – Career Decision-Making Process: Should I seek work experience with X employer?
Step 1 – List as many pros and cons that you can think of:
- PROS – Advantages
- Close to home
- Know the boss, good chance of him/her giving me experience
- CONS – Disadvantages
- Work is not exactly aligned with my degree
- Definitely no future employment opportunities with this firm
Step 2 – If you are still not clear on the decision to make, weigh the value of the importance for each positive and negative to clarify the really important considerations affecting your decision. Assign a score of 1 (not that important) to 5 (very important) to each consideration. Add up the score for the pros and cons, and see which comes out stronger.
- PROS – Advantages
- 2 – Close to home
- 1 – Know the boss, good chance of him/her giving me experience
- CONS – Disadvantages
- 4 – Work is not exactly aligned with my degree
- 5 – Definitely no future employment opportunities with this firm
Self-reflection and thorough opportunity scoping will provide you with a wealth of information for career decision making, but it is important to remember that it is impossible to have complete knowledge of career realities. At some point, you will need to make a decision and take a leap of faith into a career option to test the ‘fit’ for yourself.
Enacting your decision means setting a specific set of goals and developing an action plan to achieve them. This might involve finding a mentor or obtaining work experience in the field. Students who start planning and preparing for their careers in their first year of university have a greater likelihood of capitalising on career opportunities that arise through their studies and an increased chance of achieving successful graduate outcomes.
Remember to be flexible with your career plans and goals and allow room for unplanned or unexpected events that happen along the way. Action planning works best when specific steps are identified. Each time you complete one of the steps, you have achieved a part of your goal and you should experience a sense of achievement, which motivates you to take further steps. A commonly used model for planning is the SMART model described below.
S = Specific
- Who? – is involved
- What? – do you want to accomplish
- Where? – identify a location
- When? – establish a timeframe
- Why? – specific reason, purpose, or benefits of achieving a goal
M = Measurable
Monitor your progress – this helps you stay on track, reach your target dates, and feel that you are achieving something.
A = Attainable
Measure the effort required to attain the goal by breaking it down into steps - each step should move you closer to that goal.
R = Realistic
Personal and situational factors may influence your ability to reach your goal. Make sure that your goal suits you and your lifestyle.
T = Time-bound
Time limits should be identified for each of the steps. Define start points and end points for steps along the way and maintain commitment to these deadlines. Celebrate each time you have achieved part of the process.
The next step in enactment is to write an effective goal statement
- Use clear, specific language
- Write it according to SMART goal criteria
- Have positive, action-focussed language
Example Goal Statement: I will land a job as a Data Analyst at a large financial institution by the end of the year. To accomplish this goal, I will improve my skills in Excel and PowerQuery and connect with other Data Analysts in my network to find out more about their skill sets and job search processes.
Monitoring, evaluating and re-evaluating
Once you have mapped your goals and planned the steps to achieve them, you now need to monitor your progress and make adjustments to your plans when necessary. It is also a good idea to remain flexible and adapt to any change in circumstances that may arise. If you are not making progress towards reaching your goals, you may need to consider:
- Are your goals still relevant?
- What is stopping you from taking the required steps?
- Are there barriers or obstacles in your way?
You may need assistance from friends, family or the JCU Careers and Employability team to overcome any difficulties you are experiencing. Careers are constantly evolving, so you need to monitor, review and adapt your plans on an ongoing basis. It is essential that you assume personal responsibility for your career. Recognise and welcome uncertainty, be open to opportunities that may arise, and be flexible with your career plans to accommodate change.
Action: Go to your downloaded workbook and complete Activity 9.
- 123 Test. Personality Test. Retrieved from https://www.123test.com/personality-test/?d=1&prd=MjA=&p=MQ==&dsc=Mjk5OQ==&utm_expid=.85TJSgpPTQSKkGgYCtK5lw.1&utm_referrer=
- Allen, T. (2019). Dr. Narayan Gopalkrishnan On The Growing Opportunities For Social Enterprise In Far North Queensland. Impact Boom. Retrieved from: https://www.impactboom.org/blog/2019/7/29/dr-narayan-gopalkrishnan-on-the-growing-opportunities-for-social-enterprise-in-far-north-queensland
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- Definition of Social Enterprise: Queensland Social Enterprise Council https://www.qsec.org.au/
- Definition of BCorporation: https://www.bcorporation.com.au/
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- Job Outlook. Skills Match. Retrieved from https://www.joboutlook.gov.au/skills-match.aspx
- Litmos Heroes. (2014). Belbin’s Theory on Team Dynamics. Retrieved from https://www.youtube.com/watch?v=hMesDq_rNOw
- Mind Tools. Decision Making. How To Make Better Decisions. Retrieved from https://www.mindtools.com/pages/main/newMN_TED.htm
- McCrindle Blog. (2019). Job Mobility in Australia. Retrieved from https://mccrindle.com.au/insights/blog/job-mobility-australia/
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- Open-Source Psychometric Project. Holland Code (RIASEC) Test. Retrieved from https://openpsychometrics.org/tests/RIASEC/
- Open-Source Psychometric Project. Big Five Personality Test. Retrieved from https://openpsychometrics.org/tests/IPIP-BFFM/
- O*Net Online. Interests. Preferences for work environments and outcomes. Retrieved from https://www.onetonline.org/find/descriptor/browse/Interests/
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- Personal Values. Define Your Personal Values. Free Online Test. Retrieved from https://personalvalu.es/
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- Trespicio, T. (2015). Stop searching for your passion. [Video]. YouTube. https://www.youtube.com/watch?v=6MBaFL7sCb8
- Valcour, M. (2013). Craft a Sustainable Career. Harvard Business Review Online. Retrieved from https://hbr.org/2013/07/craft-a-sustainable-career
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