When Jean-Philippe Michel, a career coach, works with secondary school students, he doesn’t use the word profession. Neither does he focus on helping¹ his young clients figure out what they want to be when they grow up—at least not directly.

当职业教练吉恩-菲利普·米歇尔为中学学生提供咨询服务的时候，他不会使用“职业”这个词。他也不会把重点放在帮助他的小客户想清楚他们长大后想成为的角色上，至少不会直接这么做。

Rather than encouraging each person to choose a profession, say, architect or engineer, he works backwards² from the skills that each student wants to acquire. He’ll aim to get students to talk about a goal.

相反，他会根据每个学生想要获得的技能来提出建议，而不是鼓励每个人选择一种职业，比如建筑师或工程师。他的目的在于让学生谈一下目标。

Michel says deciding the skills you want to use leads to a career that’s more targeted—and thus more likely to bring you satisfaction.

米歇尔表示，决定你想要掌握的技能会引领你走上一条更有目标性的职业道路，因此更可能会让你满意。

“They need to shift from thinking about jobs and careers to think about challenges and problems,” Michel says.

“他们需要从考虑工作和职业转变为思考挑战和问题，”米歇尔说道。

The purpose, above all, is to prepare the next generation for a career in the future, which for many will be made up of numerous micro-jobs aimed at well-paid skilled workers, and not a single boss and company, he says.

最重要的目的就是使下一代为未来的职业做好准备，对许多人而言，他们的职业将由针对高薪技术工人的许多微工作组成，而不是从属于一个老板，一个公司，他说道。

Ultimately, developing precise goals helps teenagers plan for a ‘portfolio³ career’. This type of career is made up of somewhat disparate projects or roles and will be more prevalent in the next decade, says Michel.

最后，制定精确的目标帮助青少年规划一个“组合职业”。这种职业由某些不同的项目或角色组成，在今后十年中将更为普遍，米歇尔说道。

“Instead of identifying your job role or description, you [will be] constantly adding skills based on what is going to make you more employable,” says Jeanne Meister, co-author of The Future Workplace Experience.

“你会不断地获取那些使你更有资格任职的技能，而不是去确定你的工作角色或职责，”《未来职场经验》的共同作者珍妮·麦斯特说道。

More traditional companies are catching⁴ on and offering freelance-like project opportunities to their own employees. Instead of continuing in one department under a single supervisor⁵, workers are encouraged to choose their next projects based on their skills, or skills they want to develop, which can mean working in a different part of the company.

更多传统型公司理解（这种趋势）并为他们自己公司的员工提供类似自由职业式的项目机会。职员被鼓励根据个人的技能、或他们想要掌握的技能来选择他们的下一个项目，而不是继续呆在单一主管领导下的一个部门，这可能就意味着在这个公司的不同部门工作。

For companies, the payoff for experimenting with internal project-based opportunities means workers are less likely to jump from one company to the next. Micro-jobs can inspire a sense of entrepreneurial spirit and autonomy within a company, which in turn might keep us from job-hopping to the competition.

对公司而言，尝试（为员工提供）内部项目式机会的好处是职员不太可能会从一个公司跳槽到下一个公司。微工作可以在一个公司内部激发出一种创业精神和自主性，相应地可能会避免我们跳槽到竞争对手那里。

But when it comes to forging a long-term career, there are drawbacks to creating a portfolio of work, say experts.

但当提到在长期的职业生涯中稳步前进的时候，制定一个工作组合也是有缺陷的，专家指出。

If you constantly hop⁶ from one project to the next, the change can be jarring and leave you without a clear path to success. With fewer promotions⁷ and changes to job titles, it can be more difficult to feel like you’re succeeding even if you’re regularly completing projects, says career coach Michel.

如果你不断地从一个项目跳到下一个项目，这种变化可能会影响你，使你无法走上一条通往成功的清晰的道路。即使你定期完成了项目，但在职位上的晋升或改变的机会却更少，这可能更难让你觉得自己成功了，职业教练米歇尔说道。

And, of course, even though some companies are experimenting, steering⁸ past a traditional mentality⁹ on what constitutes professional growth can take years to change.

当然，虽然一些公司正在尝试，但要摆脱关于职业发展的传统的思维方式还需要许多年去改变。

“The biggest barrier to adapting,” says Meister, “is mindset.”

“去改变的最大障碍就是思维模式。”麦斯特说道。