Knowledge, creativity and communication skills will be the keys to a successful career in the coming decades. And those who venture into unknown frontiers may be the winners.

History has been witness to the rise and fall in the demand for many professionals. The changing fortunes of equity research professionals, the sudden demand for fresh MBAs, the increasing need for software professionals in India and abroad. Changing trends consequently lead to confusion among most youngsters on their career choice. You may be pursuing your graduation or post graduation. You may have just begun your career or may be passing through your mid-career blues. But the one question uppermost in your minds is: What immediate steps should I take to ensure a long-term challenging, lucrative and progressive career?

Whatever decisions an individual makes, based on his skills, talents or immediate priorities, it is important for him to remember that most jobs of the future demand individuals with highly specialized knowledge, immense creative talent or excellent interpersonal skills. Both students and employees should well realize that no one owes them a living. We are in an age where there is no job security and cradle to grave employers cease to exist. An organizational structure where the traditional boss-subordinate relation will acquire a new dimension and new customer-marketers interface. And it is important for all of us to gear up and mentally prepare for this change.

Unfortunately, an individual's independent plans, relevant qualifications or work experience alone do not result in his getting a job or career of his choice. Excessive competition and the vagaries of the business environment make career planning a very difficult task. Added to this is the problem of 'stereotypes' that exist in the mind of most potential recruiters. Or the 'generalisation' tags which go with members of an industry or institutions. A factor which becomes a major stumbling block in the growth of individuals desirous of seeking to enter newer avenues.

For instance, an engineer with over three years experience in the shopfloor may have pursued a part time MBA with a finance specialization in an attempt in change his line from production to finance. But most organizations may not regard his MBA degree as equivalent to a full time MBA and may hence refrain from even calling him for a job interview. A topper from a second rung management institute may be very keen on joining an FMCG concern but he may find that most FMCG concerns recruit only IIM graduates in their management trainee cadre. An individual with over four years experience in client servicing in an advertising agency may wish to switch to sales or product management. But most employers may be unwilling to consider him for a middle management position in any area except advertising.

There are many who are eager to make a change in their careers. However, the majority are unable to do so due to factors beyond their control. Of course, examples abound of many individuals who through sheer grit, determination and hard work alone were able to make significant career shifts and achieve success at a remarkably young age. Non-MBAs who climbed to top rungs in organisations within five to seven years. MBAs from second rung institutes who are directors in blue chips and Fortune 500 companies. Graduates who turned successful entrepreneurs without any financial backing from their families. It would be foolish to state that the luck factor played a major role in the early success or rapid rise of such individuals. A closer examination would reveal that the majority of these individuals possess excellent knowledge and information base in their chosen fields; importantly some of the traits they possess include the belief in their capabilities, supreme confidence in themselves, a drive to take risks and an urge to continuously learn and excel.

It would be pertinent to state that while an individual should himself take necessary steps and make appropriate decisions to ensure that he pursues a career of choice, a certain amount of responsibility also rests with his employer. Unfortunately, very few companies pay heed to career planning. And in the era of de-jobbing and downsizing, fewer companies would be interested in the long term development of their employees.

Alternatively, many individuals who may not wish to join a highly structured organization may opt to join a concern where there is a greater scope for tapping their entrepreneurial zeal. Needless to add, such a decision involves high risks but it could pay off high dividends.

For example, working in a medium sized or family managed concern could result in the rapid growth of a star performer. His varied experience can also better equip him to become an entrepreneur. However, after working in family managed concern he may find it very difficult to enter a large reputed organization.

In the age of innovation it would perhaps be a good decision for young men and women to carve a niche in specialized areas or unique professions, which attract lesser talent. The wise few who do so have the chance of combining their knowledge, creativity and entrepreneurial talent.

With technology and market convergence being the trend, there is a need for convergence of skills. Information Technology (IT) is redefining itself as Information Infrastructure. The backbone to this infrastructure is extensive networking and telecommunications links.

Technology convergence has resulted in industry convergence and that has necessitated "skill convergence". The term "convergence" is commonly expressed as "the ability of different network platforms to carry essentially similar kinds of services, or the coming together of consumer devices such as the telephone, television, and PC."

All these factors are so much interlinked that defining a professional in a narrow domain would be suicidal for today's global careers. You may be specializing in one specific area but you cannot remain isolated from other issues of the upcoming-networked digital environments. You need to interact and interface with a number of factors to maintain efficient services. Always remember: you are an important human resource for your whole network. You are a pilot in command and you cannot afford to just look at the horizon, which is your growth. You also need to understand ground situations, nearby traffic, on-board management as well and a lot of other parameters to fly safely.

Indian IT action plan clearly states "the skill requirements in the field of IT are shifting towards a mix of technical, management, and communication skills from purely technical skills like programming" emphasizing exhaustive information infrastructure at national and global levels. This is an excellent indicator that, at least, we are finally thinking in the right direction. Or else shortly become obsolete.

Human resources can be defined as "techno-commercial personalities". There is no boundary between a marketer and a technical support person in terms of knowledge management. Functionally, they may perform different tasks but there is no lack of situational awareness as far as technology support and technology management is concerned. And if that can be achieved at beginners' level and at the advanced levels, anybody may progress towards a global career by redefining IT, networking, and telecommunications as one digital environment.

With technology convergence, associated skills are also bound to converge. Equally important is the infrastructure, which is being upgraded from being "inferior structure". Indian professionals should not see a decline due to the paucity of soft skills. The million-dollar question is- how well are we as individuals prepared to sustain ourselves on the virtual global map? Are we going to have finishing schools in India for the software engineer to polish their soft skills? Whatever the case, that is another whole segment of opportunity for the opportunists. India with its ability to adapt will soon pick the cue and ride this wave to stardom.