I was reading an article in the Financial Review last week that looked at those whose careers has boomed during the GFC which suggested that being a specialist held you in good stead in such turbulent times. Apparently employers are wanting to hold onto those with solid expertise in core areas.
The question of generalist V’s specialist in the workforce has always been one that I have never been able to reconcile, as I can see the benefits of each.
Just like an employer brand cannot be everything to everyone, same with your personal brand. Having a focus is certainly valid and can offer your employer and you a competitive advantage. However in an era where things are constantly changing and new skills being required to be learned constantly how feasible is it to be specialist?
Is it a question of the degrees of generalist and specialist skills you posses rather than being so black and white. In posting this discussion topic, it seems that most of us have differing views.
Again in years gone by being a specialist was the norm, you spent your career developing expertise in your chosen field.
One person made the terrific point “generalist if you want to be employed all the time. Specialist if you want to make a lot of money and do not mind moving or being out of work.” Another said “in the past I would have argued hands-down, specialist except, now we’re seeing individuals who have spent their entire careers in one industry, now having a difficult time, not just translating skills and experience, but convincing hiring managers to take a chance on someone from a different industry.” This comment highlights the valid point that causes a lot of frustration for those both employed and seeking employment.
Another very interesting observation made was that “the generalist is better suited for executive level positions as the executive must understand a little about each function in the value stream, and will be a better candidate for ensuring a competitive advantage.”
The reality is that we all to often get boxed into what we have done before making the ability to transition into something new exceptionally challenging – more so in the current market. Out of the box hiring is something that perhaps organizations should start to seriously consider particularly when the market picks up and the so called ‘talent shortage’ returns.
We would welcome your thoughts and experiences around this topic.
5 Comments
Ants specialize.
I’m not an ant.
BTW – it’s not up to recruiters to make imaginative leaps, it’s up to the candidate to make the linkages. Recruiters are notoriously bad at joining the dots, they need it spoon fed.
(Sorry about the mixed metaphors.)
Also, as much as the applicant persists in not being “boxed in”, recruiters, most often, cling desperately to the box, sometimes even in the most mind-numbingly manner, that is, whatever your most recent job title, apparently that’s all you can do!
*Shakes head*
Of course, I should have added: there are many highly skilled fields in which we all very much want others to specialize for life, areas in which there are no end of sub-specialties and continual change and learning sufficient to keep such people interested (and highly paid) for life.
Just to suggest a few: engineers, doctors, surgeons, builders, cabinet makers, architects, academics, fiction writers, journalists, police, our armed forces, etc, etc. You get the drift.
My view has always been start off as a specialist in the early years of your career. One must have a solid grounding and understanding of something in life.
As your career progresses develop yourself in other areas within your industry even if it’s just to identify that that area isnt for you long term.
Down the track seek to put those specialised skills to work perhaps not doing the doing anymore but advising those who are.
I am a marketing and communications “specialist” with diverse industry experience. It is this diverse industry experience that enables me to look at a business situation from a broad perspective without the narrow focus of specialists who may be biased in their background in a particular industry and in my experience generally offer “cookie cutter” solutions that are similar to others in the same field and provide no competitive advantage or fresh perspective. I have an excellent track record of learning quickly in new environments,driving strategic change, igniting growth and enhancing bottom line results. I have always considered that I had a synergy with, rather than replication of other internal skills and knowledge. All organisations have the same business chasis and I believe that it is my broad diversity of experience that has enabled me to do a great job, providing a customised approach and solutions to solve marketing and communications problems. I have worked with marketing and communications people with long histories in a specific industry sector and have been horrified at the assumptions they have made based on where they have come from which definately did not apply to the current organisation. Their narrow focus was not open to differences or surprises.
In the current market these people are probably happily employed implementing their “canned” strategies which I doubt are suited to their current employers circumstances.
And here is me – a generalist – sitting at home responding to your article at 2.30 in the afternoon. Despite a demonstrable track record of success and the skills and experience to help a new employer ignite their Marketing, Communications and Stakeholder Engagement Projects to address issues, provide solutions and achieve business plan objectives expertly, cost-effectively and efficiently I have been unable to convince an employer that I don’t need the same knowledge as he has in his industry to do what I do best. And as for recruiters – it’s best I don;t go there.
So if anyone “out there” is looking for an experienced professional offering a broad base of experience, the ability to deliver and the vision to help them achieve improved results, I invite you to contact me.
And congratulations to Kelly Magowan for her great article.
It is possible to be a specialist by combining 2 generalist areas together. For example, 2 qualifications that on their own are very general like say finance and IT…
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