- Talent Management
Many people are familiar with the classic SWOT analysis, the 2×2 matrix with its four elements of strengths, weaknesses, opportunities, and threats. Interestingly enough, know one really knows the origins of this essential tool. Although often credited to Stanford University’s Albert Humphrey who used it back in the 1960s and 1970s, he does not claim to have created it and does not know its origins. Others credit it to Harvard Business School professors George Albert Smith Jr and C Roland Christiensen who were using it in the early 1950s, but like Humphrey they also do not know where it came from. Whatever its origins, this tool that is commonly used to analyze a product, place, or industry, can also be used as a career development tool when applied to an individual.
Conducting a personal SWOT analysis is all about becoming more self-aware of both the strengths you want to leverage to their fullest as well as the weaknesses that might otherwise get in the way. It can then go on to help identify opportunities that you might otherwise have missed, as well as threats that could derail you.
Below are the kinds of questions you want to consider for each quadrant of the matrix:
By giving those sorts of questions thoughtful, reflective answers, you’ll get a very clear picture of what you need to do in order to proactively move your career forward, whether that means growing within your current company or possibly making a career switch. Either way, an individual SWOT analysis is a very personal take on a classic tool that deserves your attention.
Download the book: Transforming Your Performance Management System: 6 Companies That Are Leading the Way. Learn how you can diagnose and fix your performance management and performance appraisal problems.