Myth: Once you join a company or organization, you can expect to be there until retirement. The company will take care of you if you are loyal.

Reality: There is no longer job security for life. Business needs are changing very rapidly due to technology enhancements, mergers/acquisitions and pressure for the bottom line to survive or compete. Employees are now loyal to self and profession more than loyal to a company.

Myth: You can expect to have one career for your entire life span.

Reality: You will probably have two or three different career changes in your life. One of these will be in the retirement years.

Myth: The only career advancement is going upward in an organization. Promotions should occur every two years.

Reality: Flattening of organizations and removing management tiers have created different types of career movement. These include moving horizontally or cross-functionally, changing the nature of the job so it is more challenging, making a downward move to start a new career path, taking temporary positions or projects to research potential new career paths, or relocating to a different organization.

Myth: The manager is responsible for employees' career needs.

Reality: With companies changing so rapidly, managers do not have control over the future. Their role is to be a listener, give honest feedback about performance, share information and ideas, refer employees to resources, and support employees in finding their own answers.

Keys to Career Success
It is your responsibility to take charge of your own career. Afterall, who has the greatest stake in your career? There are five key components for successful career management:

Self knowledge. Defining your strongest skills and those that bring the highest enjoyment are the most critical factors in the career development process. Without knowing what you do best, you are likely to end up in a position where you are unfulfilled and underutilized. Without knowing what you enjoy, you are likely have a position that is boring and unstimulating. The goal is to transfer your skills and interests to a job that fully utilizes them-not to find a job and then develop your skills and interests around it.

Before providing career coaching, I ask my clients to answer three questions: What are your best skills? Of all the jobs you have done in the past, which one(s) did you like the best and why? What is really important to you in a job situation?

The answers to these questions help tailor the job search, establish a network, write a resume and prepare for the interview. For example, if someone feels really competent working with people, enjoys helping people, and likes to work for an organization that is dedicated to a cause, then the job search would be directed to being a caretaker in a health care environment or a non-profit organization.

Listing our accomplished skills and showing how we have demonstrated these skills in our prior jobs are key to writing a resume. We enjoy what we are good at because we have experienced success. People who can identify their strengths in working with people, things or data can then seek jobs that are more satisfying to them. You really can get paid to do what you love.

One client, an accountant in a large oil company, said she liked accounting, but was unfulfilled with her present accounting position in a corporation. I learned that she had a strong love of animals and a proven entrepreneurial spirit. After reviewing her interests and skills, she decided to start a doggie day care center in Denver. She satisfied her entrepreneurial spirit by starting her own business, used her accounting background to run it and got to work with animals.

Strong performance. Strong past performance is a predictor of future success. This is your best selling point in career movement. Continually ask your supervisor, customers, employees, or co-workers for feedback on how you are doing and what you can do to improve your performance. Each person you come in contact with in your job is a potential reference or spokesperson for you in the future. Strong work performance also includes: demonstrating dependability and initiative, getting along with others, being a team player, wanting to learn more, and possessing a positive attitude.

Goal setting. Well-thought and written goals give you a greater chance of success. While the rapidly changing environment doesn't allow us to set goals for the next five to 10 years, we can set them one to three years out. Goals can address learning something new, salary changes, level in the organization, or even spending less time working. Communicate your goals to other people who may be able to help you, such as your significant other, boss, colleagues, or friends.

Networking. Most people get desirable jobs because of whom they know. Networking provides help and moral support, advice, feedback on what you are doing, enhanced communication skills and learning what a job is really like.

Every time you come in contact with someone, you're adding to your network. Networking is not a one-time event: It should be ongoing. Make sure your relationships with others remain healthy and intact.

When you desire a job change, effectively use your network both inside and outside the organization. Select contacts that have the most direct knowledge of positions in your field of interest and ask to spend some time with them. The purpose in meeting with them is not to ask for a job but it is to gather information about the career path.

In asking for the appointment, consider wording like:

I am in the process of making a career change to/in______ and I thought you would be an excellent person to talk with about __________ or you were referred to me by ________ as being an excellent person to talk with about _________. Would you have some time to spend with me over a cup of coffee or lunch?

Some questions to ask would be: How did you get into this business? What skills do you feel are important in helping someone be successful in this job? What would be the best way for someone like myself to enter this business? Would you recommend my talking to anyone else?

This technique of informational interviewing enhances your network and gets the word out that you are looking for an opportunity. Also it is a great time to ask for input on your resume. Don't forget to write a thank you note.

Willingness to risk. Are you willing to feel a little uncomfortable in a new job setting-learning new things, having a new supervisor, starting with another company, taking a cut in pay to start another career or living in another city? If not, then continue to be bored and unfulfilled. You must be willing to take a risk in order to create the change that you want.

At 76, my father received his Ph.D. in human resources. After a successful corporate career and college teaching career, he and my mother rented a two-bedroom apartment near Ohio State University so that he could pursue his advanced degree. When he applied, the computer kept rejecting his application because of his birth date. He couldn't provide references from his graduate professors because they were deceased. But he didn't let the registration process or new situations deter him from achieving his goal.

Having a sharp resume and being skilled in interviewing are helpful. There are books, websites, consultants and companies who can help with these things. But to take charge of your career, you must master these five key components.

Sue Romero, owner of Susan Romero Consulting, Englewood, Colo., is a human resources consultant specializing in employee relations issues, manager coaching and management training. She has over 20 years experience coaching and training managers on enhancing their effectiveness. You can reach her via e-mail at sromero@indra.com or online at www.romeroconsulting.com.