For years, we’ve told employees to own their careers. But as today’s workplace grows more complex, that idea feels increasingly out of step. Predictable paths and step-by-step plans no longer reflect reality. Roles shift, skills expire, and “next” is rarely clear. It’s time for a new mindset—one that moves from ownership to agency.
That’s why I was delighted earlier this year for the opportunity to dig into this issue of agency with Fred Miller and Judith Katz when they launched their terrific new book, The Power of Agency. Their work focuses on how individuals can take deliberate, empowered action—despite obstacles and uncertainty. It’s a mindset that aligns beautifully with rethinking career development today: encouraging people not just to take responsibility, but to consciously shape their growth in real time.
Unlike old-school ownership models focused on long-range planning, career agency is about experimenting, iterating, and evolving. It’s not just “Where do you want to be in five years?”—it’s “What’s emerging now, and how can we build on it?”
A Shift for Growth
As leaders, this calls for a shift, too. Supporting career agency means distributing real-time data, promoting design over planning, and helping people embrace ambiguity rather than wait for clarity. It’s about cultivating a workforce that’s not just productive today, but adaptable and resilient tomorrow.
If you’re interested, there’s much more to explore in my Training Industry Magazine column, From Ownership to Agency: Rethinking Career Development in Today’s Unpredictable World.
I encourage you to take a look and reflect on how you and your organization are enabling true career agency. And please know that I’m here, ready to support your efforts and cheer you on
Photo by RDNE Stock project on Pexels.