Is "Tough Climb" An Understatement?

I've been reading (and hearing) a lot about reclaiming careers. Maybe people have been out of the workforce carpooling their kids around or taking care of ill parents or, for the lucky ones, just getting some R&R. But for many, it's what one Chicago Tribune headline reads, a "tough climb." Tough indeed.
    People entering the workforce now seem to have an advantage over those of us who've been at it for longer. They seem to intuitively know that where they go and what they do might last for a very short time. Knowing that from the get-go keeps people thinking ahead but allows them to focus, too, on the here and now, at least that's the idea.
    I read about one woman who couldn’t find a job (or maybe the right job) for six years. Six years! That's the life of a kid in elementary school for goodness sake. Actually, she did work but not in jobs that challenged her. It's called under-employment—working in jobs that don't allow us to apply our knowledge, skills, and talent. What's most disconcerting is the fact that this woman apparently did everything right. She maintained an optimistic outlook (though I suspect she had several moments); she showcased her impeccable work and educational credentials, and searched for a job non-stop. So what's happening? It's not just here and there, but all over and, frankly, that's incredibly worrisome (understatement).
    It does tell me one that and that is to advise my children to be prepared for this kind of up and down path as they think about their careers. It's not enough to say, "Choose a career that you love and one that will allow you to live in a way that's comfortable . . . " Hard work just isn't enough. You've got to network, go to school, pitch in where you might not have in the past; take pay cuts just to get in the door. The list goes on. But what can we learn and how does this apply to employee development?
    It's also one thing to understand the theory, that at any time, yes, your employer could say, "It's been great having you aboard, but we're letting you go. Good luck." It's quite another to actually experience this kind of career roadblock (I know; that's putting it mildly, right?). I was let go from a job early in my career and I will never forget it. I remember at the time thinking that while it really stank, what had happened to me (because truly, that is how it feels, like it's happening just to you and well, maybe a few others, but still) would be a learning experience and how lucky for me that I was young and that it was winter and we had a fireplace that I lit almost every day. But it's different for people who lose their work later in their careers. They wonder what they've done wrong after so many years of loyal service. They question decisions that were made long ago.
    But all that reflecting should be short-lived, because ultimately if you're looking for work, you've got a lot to do. One of the best places to start is networking. And this is something that employers should encourage their people to do. Launching a networking campaign when you need it the most is probably one of the biggest mistakes people make. Plus, the notion that networking is about shaking hands and finding people who can help you land a job, well, that's just plain wrong. It's about developing a supportive group that gives and takes. It's about accommodating and instead of always looking out for yourself considering other people's lives as well. The other advantage and perhaps the most important part of networking is how the process can make you feel valuable. When you are laid off you wonder how much value you have, but if you can help others in the same situation you discover that value has many meanings. You don't necessarily have to be employed to have value. That's a hard lesson of course, but it's one worth considering. In fact, you might ask yourself and your colleagues what it means to have value.