CAREER SABBATICALS
When taking a career sabbatical it usually isn't planned for. Most of the time something drastic has to happen for any leave of absence from the workforce is enforced. Why wait until then?
Planning time-out or sabbatical needn't be for those big events such as travelling the world etc., it is beneficial for short breaks as well regardless of the position you hold in the corporation.
Career sabbaticals can be for three months or even six months out depending on how you cope with spare time and have planned for it. It still takes discipline to make it structured for the pursuit of a goal, for example learning wine appreciation, learning the culture of another country by attending their club meetings or exhibitions. It makes your profile one of a world-seasoned learned person.
Career sabbaticals are important because they help you focus on what's important to you and where you are at in any stage of your career or life. It assists you to re-group your energy for the next phase. Career breaks also help in decision-making whether major or minor events that you know are likely to make you less active in the work environment without distractions but also if you need to change directions.
Even an expert pilot still checks his flight pattern throughout the journey to ensure his directions are correct with airport towers between take off's and landings for his own peace of mind.
Holiday entitlements given by companies are
not the same as a career sabbaticals. Holiday's are for seeing to the cat's
vaccination and childrens' school events, the house needs painting again type of
activities. Career sabbaticals are ME-TIME breaks and deservedly so, to give serious
thought to aspirations.
There is also the question of why employees don't take career sabbaticals. It is because it's only set-aside for those who can do so because they can afford to have their loan payments covered by being paid a salary still from the company who are having the option of a career sabbatical.
Should it be paid for by the organisation to maintain a member of staff during the duration of the sabbatical for a short period? It's the old question of money, its value to benefit the company and the outcome of increased profit margins but also if career breaks add to it or detract from the bottom line. Can the employee be tied into a employment contract clause that before and after the sabbatical they remain at the company for a further two years or so?
Both staff and employers could benefit from career sabbaticals perhaps by discussing during the annual appraisal the reports or projects he could work upon which the staff member could use to gain additional skills from by completing the task on their own. This would give satisfaction from the work accomplished by their efforts whilst gaining insights into their potential from the start of the project to the finish line.
It gives the employee discipline, motivated, original thoughts and confidence
of personality in a profound way that the founders of any company once had when they built
up a business. It the same feeling that a career sabbatical can give.
The employee would come back into the company with a fresh out-look, a business plan and the confidence of a leader which could not be gained if they went on the usual training courses or seminars because in taking a career sabbatical they had to plot the plan and the programme of the project themselves with guidance from their boss or mentor.
The only stipulation would be the employee completing a written report and proper feedback with a presentation to the company or colleagues of what he has learnt during his sabbatical and its purpose towards to the company vision and if he sees a way for his new found expertise could enlarge the companies markets.
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