In business school and academics, planning is put on a pedestal. In the real world, out in the field so to speak, it is not always going to match an academic plan.

And yet I do believe there is value in planning. It is a matter of balance, which is difficult to find and also planning is an ongoing process.

@Scot, you ask: “if someone five years ago would have told you that you would do what you have in your blog post, wouldn’t you have laughed in their face?”

I would have replied that I was too focused on my core business, which was JJ signups, upgrades, etc. But as I’ve seen the market move and change, and as I’ve found excess capacity in my own time, I realized there are other opportunities…

I do think that if someone would have said that I wouldn’t have believed it (even if I would have wanted it to be true )

I think every person has to be ready to evolve and change in order to be effective in the future. If we think that we are done, we will be. If I could teach my clients anything, it would be to continue to evolve and be open to change.

So, Jason, if someone five years ago would have told you that you would do what you have in your blog post, wouldn’t you have laughed in their face?

All we can do is continue to work on our skills, perform well, be open to opportunities and be willing to take a risk. All the rest is an illusion.

I talk to my students about this all the time, and it’s especially difficult for type-a/gen-y folks. People who are naturally planners and who like to have their ducks in a row are uncomfortable with the idea that things change. Not only must they change, it’s actually good to be open to that change. Otherwise, you might miss some really great opportunities.

I’m intrigued by the “chaos theory of careers.” http://vocationalpsychology.com/term_chaos.htm I think there are some real kernels of truth in there.

Perhaps the better approach is to clearly identify your existing “career assets”, such as motivated skills, natural abilities, industry knowledge, work experience, education and training, passions and interests, personality type, values, avocational knowledge and experience, personal branding, and personal development goals so they can be aligned with whatever new career fields or industries that might emerge.

In other words, career development 2.0 starts with knowing yourself well and parlaying your career assets into the best situation possible for YOU. Does that require in-depth self-assessment? Yes, as well as feedback from others who know you well (they will likely bring a different perspective about you to the table).

Most of all, it requires keeping up with the world of work, new careers and industries, and where the pulse of the nation is going so you can be on the leading edge of change rather than bringing up the rear. Jobs on the leading edge will be easier to land if you are qualified, deeply interested, proactive in your search, and can express your unique value proposition convincingly.