In this article, we assume that the application of career competencies is related to career success. Career success can be measured in diverse ways. In a recent meta-analysis, Ng, Eby, Sorensen, and Feldman (2005) differentiated between objective and subjective career success, using salary and promotion versus career satisfaction as indicators. Subjective career success has also been defined as the individual's perception of success concerning achievement, future perspectives, recognition, and satisfaction (Nabi, 1999).

In the current study, a distinction is made between intrinsic and extrinsic career success. Intrinsic career success can be compared with subjective career success and is based on the person's own appreciation of his or her career actualization. Extrinsic career success relates to external appreciation (salary and occupational status). The following is an outline of how the different career competencies are expected to be related to intrinsic and extrinsic career success.

Career-actualization-ability: Realizing personal goals increases extrinsic career success because the realization of goals will be mirrored in increased salary and high status, assuming that the ambition levels of the goals are high enough.

Career reflection: Reflecting on one's competencies with respect to one's career leads to a realistic image of one's capabilities. Salomone and Slaney (1981) found that 16% of the male participants and 8.1% of the female participants in their study named awareness of skills and abilities as having influenced their decision to accept their present job. These percentages were even higher in the context of a satisfying job, namely 17.1% and 9.9% for men and women, respectively. We can assume that career reflection will result in career choices that coincide with existing capabilities. Because overly ambitious goals are avoided in this way, we expect that realistic expectations and a higher extrinsic career success will result.

Motivation reflection: Reflecting on one's desires and values will also help with making realistic choices with respect to one's career, especially when motivation reflection is connected to exploring the competencies needed for and values incorporated in certain (Meijers, 2002). Both types of behavior are also likely to result in external appreciation (salary and occupational status).

Work exploration: The external appreciation of a person's job, in terms of salary and occupational status, is likely to be enhanced if that person is willing to actively explore how to best use his or her competencies to match the organization's requirements. The importance of a match between the person's values and an organization's values is reflected in research on person-organization fit (e.g., Herriot, 2002).

Career control: Godshalk and Sosik (2003) found that learning-goal orientation, that is, the tendency of individuals to strive for development and learning, is positively related to career satisfaction. Therefore, we assume that career control is related to internal career success. Lifelong learning has become increasingly important in the current labor market situation. Therefore, we expect that individuals who are willing to learn about and train for their desired career will enhance not only their intrinsic career success but also their extrinsic career success (status and salary).

Networking: Forret and Dougherty (2004) found that networking helps in achieving internal and external career success. Therefore, we expect networking to enhance both intrinsic and extrinsic career success.

Once you have thought about these questions, it is time to get your answers down on paper. There are no right or wrong answers to these questions. The answers are what is true for you-not what someone else wants for you, but what is truly in your heart. Listen to yourself, and your answers will be the perfect ones for you.