How young civil servants can fast-track their career progression

This article is written by Joana Bispo, Institutional Cooperation Manager, CEPRO (Planning Department of the State Government of Piauí), Brazil.

• The problem: Uncertainty about personal goals and career paths may result in dissatisfaction, reduced motivation and hindered professional growth.
• Why it matters: With a solid grasp of the opportunities available, young civil servants can quickly advance their careers and substantially contribute to public service.
• The solution: Understanding potential career paths, investing in self-knowledge, open communication and innovation.

Career progression is the process of advancing one's professional journey through means like professional development, achieving career goals and assuming increased responsibilities or higher positions.

This progression involves not just professional advancement but personal growth as well. It's a relevant discussion in government, particularly for early-career professionals. The goal is to foster an environment that encourages young civil servants' growth and success while addressing the challenges they face. Career progression not only promotes personal development and a sense of accomplishment but also stimulates innovation and creativity, increases job satisfaction, and attracts individuals committed to making meaningful contributions to public service.

Government leaders should consider career progression as an integral part of career planning within the organisation, aligning skill development with organisational goals. This involves highlighting the importance of specific skills for a successful career in public service and enabling civil servants to develop these skills in-house. This strategy ensures that young civil servants have clear paths for career progression and skill enhancement, thereby boosting their effectiveness in public service roles.

As for young civil servants, investing in self-knowledge and pursuing fresh perspectives and innovative ideas is vital. They can provide insights into the evolving needs and aspirations of the next generation of public servants, ensuring a continuous pipeline of skilled and motivated professionals. This approach allows for career plans that align with organisational objectives and promote professional growth.

As an early-career civil servant, I'd like to share some of my experiences with career progression and professional development that have been crucial in my journey working in local and regional governments.

Unlocking your potential as a young civil servant

My introduction to public service started with a minor role as an external consultant, supporting projects for the local city council. As a student then, the position served as a valuable learning experience. After graduation and after several internships and short-term roles in the local government, I was welcomed into a full-time position, first as a technical assistant, then as a coordination assistant, and finally in a managerial role in the state government.

Throughout this period, I was fortunate to work under exceptional female leaders who were fully committed to the journey of professional and personal growth. As seasoned professionals, they were always ready to offer guidance and support. Yet, they struck a perfect balance by also demonstrating vulnerability, openly acknowledging their challenges, and welcoming support and feedback from all team members. Our voices were always considered and valued in critical decision-making processes, particularly concerning the team's future projects. While career advancement may appear to be a solitary pursuit, it was certainly not the case for me. It is a journey that is far from being undertaken alone.

What worked and a few examples

If you are in an environment that fosters development and growth, make the most of your interactions with mentors and colleagues. If you're part of an inspiring team, there are several strategies to maximise these engagement opportunities. And remember, feedback is valuable for everyone involved, not just you. My teammates, leaders, and I were all deeply invested in our collective growth. This approach encouraged connection and trust, both critical elements when relying on constructive feedback to identify areas for development.

Open communication and frequent feedback from my leaders were key. We had many opportunities for that since we had a moment we called “coffee time” every week. It provided an opportunity to discuss learnings, challenges, and project progress while enjoying a casual atmosphere with coffee and snacks. Generally, these sessions followed a structure, but occasionally, when there were no urgent matters, we also focused on team bonding and personal development.

These meetings also served as effective feedback mechanisms, promoting transparency and allowing for constructive feedback to aid our professional development. We also implemented a rotational assignment approach, exposing each of us to different projects, thereby fostering a broad understanding of the department's role within the organisation. These project preferences and interests were often discussed during our coffee times. Even if you find yourself in a team that lacks inspiration or you're still searching for the perfect mentor, acquiring a deep understanding of yourself can significantly contribute to your growth. Understand your values, your mission, and your vision for the future. Consider your short, medium, and long-term goals. Reflect on your current skills and those you wish to develop further. After answering these questions, ask yourself, what steps must you take to achieve these goals?

Before our coffee time at work, which usually occurred on Mondays, I would take time on Sunday to reflect on those questions. This preparation helped make the most of those meetings, which were often squeezed into a busy schedule. We also discussed values-based leadership, which helped us understand our team leaders' decision-making processes and gave us insight into their vision for the organisation's future. Leadership was consistently emphasised as a skill to cultivate.

For years, I worked at this innovation hub within the local government, where we were at the forefront of embracing innovative human resources initiatives. However, these efforts seemed to be almost absent in other departments. We then began to partner with them through cooperative projects for capacity building, aiming to foster professional development across key departments.

The challenges

The journey has certainly had its hurdles. From managing stress and heavy workloads to ensuring a sound work-life balance, it's been a challenging path. My dedication sometimes overshadowed the importance of my personal well-being. Over time, I found myself not merely assisting but taking the lead on projects. Changes in leadership and environment brought moments of uncertainty, but change is a constant. It's vital to acknowledge and address the difficulties we encounter. Career advancement is a process, not an overnight event.

Currently, I'm involved in several initiatives focused on crafting a cohesive vision for our organisation's future. While the path may sometimes seem clouded by myriad discussions, it's thrilling and empowering to play a part in shaping the future. Even in the face of these challenges and during uncertain times, balancing professional and personal priorities is vital to ensure our services to the public remain uncompromised and our well-being is preserved. This journey has underscored that effective prioritisation is a key aspect of a manager's role.

Key takeaways

• Establishing open and regular communication channels with colleagues and mentors has been crucial in my career journey to date.
• Gaining a deep understanding of my professional and personal self has been a significant focus.
• Career progression doesn't happen overnight, and it's not a journey you take alone.
• Prioritising effectively is a critical skill.

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