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Career Planning: Build Your Long-Term Career Roadmap
2,871 students
Career Planning: Build Your Long-Term Career Roadmap
career planning | career development | career coaching | mbti | disc | big five | personal brand | job search | resume
Last updated 9/2026
English
English [Auto],
What you'll learn
- Identify what you actually want from work using structured coaching tools rather than reflection
- Work through impostor syndrome with the career cube and a concrete plan
- Audit your skills with a balance wheel and build a development plan against a target role
- Read yourself through MBTI, DISC, PAEI, Belbin and the Big Five without treating them as verdicts
- Describe your own capability as observable behaviour, the way employers assess it
- Build a personal brand that makes you findable before you start applying
- Write a CV that survives a six-second scan, and prepare for the interview behind it
- Put a personal financial plan behind a career transition, so the decision is not made in panic
- Learn alongside Mike's 1.6 million students from 185 countries
- Get the author's experience from Preply, Wargaming, iDeals and Alfa-Bank
Explore related topics
Course content
15 sections • 39 lectures • 15h 41m total length
Requirements
- A career, at any stage, including one you are unsure about
- No background in psychology or assessment required
- Access to free online versions of the personality instruments discussed
- English at intermediate level or above, since all lessons are in English
- Willingness to answer diagnostic questions honestly, including unflattering ones
Description
This course contains the use of artificial intelligence.
Most careers are not planned. They are a sequence of reasonable reactions to whatever was offered, and after fifteen years the shape of it is a surprise even to the person who lived it.
That works until it stops, usually at the point where the next obvious step is not obvious.
Why career planning fails as an exercise
It starts with the wrong question. "What do I want to be" produces either a job title borrowed from someone else or a blank, because the answer requires information you have not gathered about yourself.
Then the plan becomes a list of courses, because a course is a thing you can put in a calendar and a capability is not. And the gap between where you are and the role you want is never described precisely enough to close, so effort goes into whatever is available to learn rather than whatever is actually missing.
Finding the direction, then reading yourself
Thirty-seven lessons. Ten of career coaching first, which is the most practical block here: the dream career model, identifying talents, a questionnaire for finding what fits, working with values and calling, impostor syndrome with the career cube, a skills audit with a balance wheel, soft skills assessment, search strategy, applications, personal financial planning, burnout diagnosis and staged recovery, and an audit of what separates strong performers.
Then six on personality instruments used properly rather than as entertainment: MBTI and its origins, DISC, PAEI including recognising a type in conversation, Belbin and Hogan for team roles, the Big Five, and 16 Personalities — with an honest account of what each can and cannot tell you.
Capability as employers define it, and the search
Then eight on competencies, which is how organisations actually decide who is ready: what a competency is, why observable behaviour is the unit, the competency pyramid, describing capability through critical incidents, rating scales and their validity, ready-made libraries, and how competency models drive hiring, promotion and pay. Learn the vocabulary employers assess you in and your development plan stops being guesswork.
Then seven working through a career inside one profession as a running example — goals, development plan, personal brand, CVs, transitions, mentors, and adapting when the profession itself changes. The profession is specific, the structure is not.
And six on the mechanics: recruiter logic, CV structure, phone screens, burnout during a search, salary negotiation, and finding hidden roles on LinkedIn.
Who is teaching this
Mike, the number one HR instructor on Udemy. More than 1.6 million course enrolments, over 150,000 professionals trained, PHRi and SHRM-CP certified, HRCI representative in more than 10 countries. I built the people function of the unicorn Preply and worked at Wargaming, Alfa-Bank and iDeals, deciding which people were ready for the next role and which were not, which is the view this course is written from.
What is included
Lifetime access to all course materials
Active instructor support in the Q&A section
Udemy Certificate of Completion
Practical assignments and real business cases
A section with additional courses, tools and resources
Start with the gap, not the goal
Name the role you think you want, then write the three capabilities someone in it demonstrates that you currently do not. If you cannot fill in all three, you do not yet know enough about the role to be aiming at it, and that is a research problem rather than an ambition problem. Enrol now and start the first lesson today.
Who this course is for:
- Professionals with a good job and no idea what the next one should be
- People considering a career change who need a method rather than a leap
- Specialists who have been in the same role long enough to worry about it
- Career coaches who need a working toolkit rather than a philosophy
- Managers planning their own path as well as their team's
- Anyone whose career has been a series of reactions to opportunities
- People who have taken a personality test, found it interesting, and done nothing with it