Crucial Conversations

The point is to understand the supernatural power of dialogue. Crucial Conversations are The options vary Stakes are high Emotions run strong In companies, the path to productivity passes not through a static system but face-to-face conversations at all levels.  The very best ones at the ones that have developed the skills for dealing effectively…

Why Should You Invest in Talent Management?

Eighty-one percent of CEO’s say that knowledge and human capital contribute significantly to the overall value of the business.  But an actively disengaged workforce slowly erodes your bottom line while simultaneously dragging down the attitude of colleagues. Investing in your employees by fostering an environment of active engagement and ongoing development motivates great people to stay…

Transition and Reflection

Career change is one of the most difficult challenges you will encounter during your lifetime. Your problem is complicated — you dislike what you do, you don’t know what you want to do, you’ll crash and burn if something doesn’t change, and yet you are paralyzed by fear of the unknown and continue to stagnate.…

The Importance of Telling a Good Story in an Interview

Most of you have experienced a behavioral interview at some point in your job-hunting. Behavioral interviewing has become a popular method with many companies for selecting candidates over the past 15 years. The idea behind behavioral interviewing is that the candidate’s past performance is the most accurate predictor of future performance. To learn more about…

Surviving Career Transition

 Keep these thoughts in mind when you’re in the midst of a bumpy ride. For years it’s been the same routine — spend 50-60 hours a week at work and then another 10 hours thinking about how you hate your work. Everyday you ask yourself, “Why did I choose this career?” Like many people unhappy…

Feeling Stuck? How to Stay Motivated.

You know the feeling-you have been working in your job for several years, you feel that you have stopped learning, there does not appear to be any room for advancement at the moment, and frankly, you’re just bored! With the downturn of the economy over the past couple years and the resulting reductions in workforce,…

Sell the Product – You!

As a potential job candidate, you need good communication skills to get an offer. Many people have limited experience interviewing and feel uncomfortable bragging about their achievements. Despite what we have been taught growing up, the interview is the place to sell yourself with pride. To do well in an interview, you not only need…

Nervous about Networking?

Today’s job market requires you to think more creatively about your job search strategies.  Gone are the days when employees had two or three offers sitting on the table to evaluate. It is an employers market and they have the upper-hand when it comes to recruiting talent. Today, plenty of people looking for work, but…

The Directive Coach

As executives rise to the top they discover that their success is no longer just about individual performance. During their climb to the top, they begin to encounter challenges that they had never before faced. Some executives rely on their own talents and abilities to navigate the often treacherous waters of an executive career occasionally…

Live Your Dream

Do you often find yourself watching the clock at work, anxiously waiting for it to reach 5:00 p.m.? Have you ever caught yourself day dreaming about the ways your life could be different had you chosen an alternate career path? If so, you are not alone. Countless Americans are unhappy with their current employment situations…

Leadership Lessons

Introduction We’ve all heard the terms: leadership and management.  And many of us just take them to mean pretty much the same thing.  They’re certainly used interchangeably in most organizations.  And yet they are certainly not the same. Leadership Lessons from Robin Hood We all know the stories of “Robin Hood and His Band of…

Hiring Top Software Development Talent

Introduction Hiring top talent starts with establishing clear objectives for your team, it follows with creating a hiring profile, and finally, it requires that you be maniacal about hiring only those that match the profile. The hardest part about the process is following the last step. It’s very difficult to stick to your hiring profile…

Hiring For Success

Current hiring practices are based on certain assumptions about candidates and their career achievements, and these achievements are used to predict the likelihood of future success in a new position. Oftentimes, employers do not understand the job factors and behavioral questions to ask during an interview to help them identify if a candidate is truly…

Discovering Your Talents – It’s What’s New In You

Career contentment can be good in that we associate it with satisfaction, however it can stunt growth and unfound happiness.  Do you find yourself going through the motions in your career?  Maybe you are completely satisfied with your career or you may wishing about another line of work.  We all have interests and hidden talents…

10 Signs that You’re Lying in an Interview

“Why do you want to leave your current job?” As Lori begins to answer the interview question posed by her potential manager, tiny red blotches begin to spread across Lori’s neck and chest. As Lori relays her story about how she is bored on the job and sees no room for advancement, the blotches continue…

Getting Your Career On-Track after Disease or Injury

You’ve been employed for many years and are on track to make it to the top of your career. As you’ve advanced up the career ladder, so have your breadth and depth of knowledge, skills and experiences. You’ve worked hard in your profession to be seen as a star performer and major contributor. Work ignites…

Believe It or Not!

How far would you go to land your next job? For most, it depends on how badly they need a job. As a career counselor, I’ve had the opportunity to hear about many amazing and often outrageous stories involving people employing extreme strategies to find suitable work. Many of the stories may sound unbelievable to…

Development Techniques and Methods

Clients can build skills using a variety of techniques and methods. They should review the following list of helpful activities with the Career coach to determine the best approach. On-the-job mentoring. One of the most widely used and most effective means of developing employees is mentoring. It is the day-to-day responsibility of the manager or mentor…

Helping People Assess Their Learning Style

The following table aids Career Coaches in assessing what learning style is predominant in a client. To use the table, the client should read the word in the left column and then answer the questions in the successive three columns. The column with the most “yes’s” is the dominant column and indicates the client’s primary learning…

Adult Learning and Development

Three Learning Domains Career coaches should have a basic understanding of how adults learn and process information. To understand adult learning, Career coaches must gain knowledge in a few key areas including learning domains, learning styles, and how and why adults learn. Most adults, adolescents, and children learn best by experiencing a blend of activities…

Career Management’s Role in the Economy

Career management has been described from the consumer and corporate perspective, but it also plays a critical role in the broader context of the global economy. Career management facilitates preparation for dealing with other cultures, languages, work styles and global standards. It helps people understand the intricate relationship between people, education, global work, and employability…

The Career Management Process

Lifestyle Mission Clients enter the career management process for many reasons, but usually it is because of an event. These events could be a termination from work, downsizing, merger, divorce, health, or simply because they want a new life. They seek Career coaches to help identify their mission in life and assist them in achieving…

Spectrum of Career Evolution

Careers evolve on a spectrum ranging from career management to placement. Proactive careers would evolve from career management to organizational development to human resources to recruiting/placement, meaning clients are driving their career bus. Reactive careers move in the opposite direction, meaning clients have allowed their careers to drive them to their current location. Every professional’s…

Career Management Activities and Their Importance

Individuals Many of the strategies that career managers apply today are the same ones found to be effective in research studies. A Career coach’s job is to develop a hypothesis about the client’s situation, conduct research using both objective (assessments) and subjective (interviews and observations) criteria, gain a deeper understanding about the client and his…

Career Management is an Emerging Profession

Career management is an evolving field, so when does an occupation become a profession? A profession can be defined as an occupation that has gained certain important and characteristic features. It is important to remember that all professions started out as unregulated occupations that gradually grew into a profession, usually with a lot of turbulence.…

The Career Coach’s Role

It is estimated that 60 percent of people are unhappy with their work and are seeking to do something that will make them happy. Organizations are asking themselves what career services they can provide to employees that demonstrate a return on investment (ROI) and help the employees reach their career aspirations. Conversely, people are asking…

Benefits of Hiring a Career Coach

The benefits of hiring a Career coach are endless and that is why more and more people are paying for these services out of pocket if they are not provided in the workplace. People no longer want to feel stagnant in their roles or be disgusted with the work they do or the people they…

Who Delivers and Who Consumes Career Services?

Virtually every individual and organization engages in career management activities to help employees envision, plan, navigate, and execute strategies for new roles, internal mobility, and external transitions. Some are more successful than others in making strategic career moves, changing careers, or rewriting a résumé. When thinking of who delivers career management services, one thinks first…

What Is A Career Coach?

A career coach is someone who is educated, trained, and experienced in helping people tackle their toughest career problems and achieve their highest career aspirations. Career coaches are experienced in dealing with assessment, performance improvement, career change, career pathing, workplace environment/culture, and work/life balance situations that plague everyone at one time or another. Career coaches…

Women Reentering the Workforce

Many professional women take time off of work for child-rearing responsibilities. For any professional who has taken time off from work for family responsibilities, making the transition from homemaker back to career professional is complex and challenging. Depending on how long it has been since these women were employed outside the home, they may have…

Challenges Facing Ex-Offenders

Anyone with a criminal record, whether incarcerated or not, is called an ex-offender. Every year, approximately 600,000 people are being released from prisons (Placeholder1). These people will experience serious challenges as they plan to reenter the workforce. In an excellent article on this topic (Holzer, Steven and Stoll n.d.), the authors outline the most common challenges…

Does Being LGBT Impact Your Career?

Ten percent of the corporate population is lesbian, gay, bisexual, and transgender (LGBT) (Van Horn and Schaffner 2003). This group often faces more stress than most because its members frequently have to conceal their sexual preference. The additional stress this can add to one’s job can lead to a bad working climate. Common Stress Factors The…

Overcoming the Hurdles Disabled Individuals Face

Having disabilities should not stand in the way of people having productive careers. While physical handicaps, illnesses, or mental disabilities might limit many areas of one’s life, there are ways to overcome the problems individuals may be forced to face. Below are several ways Career Coaches can help their disabled clients rise above the unique…

Avoding the Hurdles of Age Discrimination

Hiring someone with worldly experience and wisdom seems commonsensical, but this line of logic does not keep many modern employers from discriminating against the older-than-50 crowd. Preconceived notions of additional cost associated with older workers keep many companies from wanting to hire outside the prime 30–40 age range. Age discrimination, like other forms of discrimination,…

Common Examples of Racism

Racism is a real problem in the global economy and there is still a long way to go before a level playing field is achieved. Racism consists of conduct or words or practices that disadvantage or advantage people because of their color, culture, or ethnic origin. It can be subtle or overt, intentional or unwitting.…

Diversity Today

Cultural diversity is a challenge in the global workforce, and career management professionals must be prepared to work with clients in culturally sensitive and appropriate ways. This section is designed to educate career managers about issues they might encounter when meeting with diverse populations, and to help them create strategies to deal successfully with a…

Manage Your Career

How Does This Job Fit Your Career Plan? In creating a plan for your career path or transition you identified your goals. These goals related to everything from salary level, to opportunities for growth and change, to benefits and working environment. As part of your decision process in choosing your job, you compared what you…

Visual Career Portfolio

A Visual Career Portfolio consists of two main components: visual career tools that represent your abilities, skills, capabilities, knowledge, qualities a representation of your potential in the workplace The purpose of the Visual Career Portfolio is to demonstrate that you have work-related skills and experience necessary to fulfill the requirements of a specific job. The…

Letter of Decline

A formal letter of decline is a professional way to turn down an offer.  The intent is to indicate your appreciation, explain why you are not accepting, and consequently avoid burning any bridges with the employer. If you are still open to negotiation then you would delineate your conditions in this document. Not burning bridges…

Letter of Acceptance

Some companies may require a written acceptance letter from you. The acceptance letter indicates you are accepting the position, and reiterates the terms of the offer. Reviewing the terms will help to avoid misunderstandings or confusion about the offer details. Some people like a third-party, such as a family lawyer, to review their offer letters,…

Thank You Letters

Thank you letters demonstrate your professionalism, are common courtesy, and show good follow-up skills. Thank you letters are always appreciated and show an extra touch of class. Additionally, a thank you letter is a good excuse to keep you in the recipient’s mind. A thank you letter should be sent within 48 hours after the…

Cover Letters

The purpose of a cover letter is to: Make a formal introduction of yourself Capture the interest of the reader Entice the reader to read your resume Allow you to state your case Highlight the attributes of interest to the employer Inspire action on the part of the reader (phone call to you) Your cover…

Resume “Do’s and Do nots”

Do…. Do not…. ·       View yourself as a marketable product and service to be presented to a hiring representative. ·       Try to tell the reader everything by including an exhaustive skills lists or a comprehensive work history. ·       Present yourself accurately and positively. ·       Lie or exaggerate. ·       Lead the reader through your points with…

Formatting Tips

Your name is one of the most important features on a resume because without it, your resume would be useless! Use a larger font size, such as 16 point or 18 point font, to make this information stand out. One of the best ways to set off names and headings is by using different kinds…

Chronological vs. Functional Resumes

Formatting your resume is an important decision in the resume development process. If your qualifications are presented in the right format, the reader can identify you as a worthy candidate in less than eight seconds. There are two basic resume formats: chronological and functional. Decide which format works best for you by reviewing the following…

Professional Experience

The Professional Experience section is the portion of your resume where you describe your prior work achievements, grouping them chronologically by organization/employer (chronological resume), or by functional skill (functional resume). For most people, it is the most difficult section of the resume to write! This section includes the name of your employer, title, duration of…

Profile and Skills Summary

Profile Your Profile is a brief statement or summary of you as a professional that appears at the beginning of your resume. It captures the essence of your experience, skills, and accomplishments.  The “themes” and messaging you use in your Profile should be supported by, and reflected in, the achievement statements in your Professional Experience…

Resume Components

This section provides an overview of the components required to format a winning resume. It also contains basic information on the different types of resumes (chronological and functional) and when it is best to use each. The following information is contained in this section: Contact Information Objective Statement Profile and Skills Summary Professional Experience Education…

Clarify Life/Career Roles and Expectations

Careers and Relationships The importance of a career to each person in a relationship is important for establishing a balanced and healthy lifestyle. Some individuals have greater career orientation and motivation than others; this needs to be taken into account in life and career planning. How much time and energy will be taken up by…

Attain Goals

Congratulations on making a successful career transition. You probably experienced many road bumps along the way, question yourself about the new direction countless times and summoned up lots of motivation and discipline to keep going. Now, it is time to celebrate your achievements and plan for success in your new role. Overview This section provides…

Achievement Statements

Now it is your turn to practice writing Achievement Statements! Use the template below to create Achievement Statements for your last three job positions, beginning with your most recent position first.  Create 3 to 5 achievement bullets for each position (using more bullets for the most recent and/or most important positions). –  Problem: –  Action:…

Generating Opportunity: External

The same process that you apply to generating internal opportunities applies to generating external opportunities. In both cases, you must be careful not to violate any moral or ethical guidelines such that you might be seen as betraying your manager, co-workers, organization, or company. With external opportunities, your most likely source of opportunities will be…

Generating Opportunity: Internal

This section refers to those career opportunities generated internally within an organization. If you are leaving your company/career to enter another, then skip to the next section. The activities recommended in this section will help you to create a network within your own company/organization. You now know people in different organizations and they know you.…

Preparing Yourself for Change: Detail

Craft the Stories Reflect on accomplishments of your past that demonstrate the qualities you have selected. The examples should draw from several of your past jobs, and may also include other areas of your life such as volunteer experiences. Think of projects where your role was integral to the positive result, as increased probing by…

Preparing Yourself for Change: Introduction

:You have put a lot of effort into preparing yourself to make a successful career transition. Now that you have come this far, you do not want to loose opportunities due to being poorly prepared. Just because you are smart, talented, and have invested money and time does not mean that you can think on…

Generating Opportunity

Overview One of the reasons so many people find themselves in situations “beyond their control” is that they take a passive approach to their professional lives and careers. If you are lucky, as few are, then the opportunities for advancement or change will come your way just when you want them. Unfortunately, that is not…

Contacting People in Your Network

Targeted and direct e-mail communication is an efficient way to connect with people in your network to change your career, industry or job. The first step is to think about your potential audience to create your e-mail list. Typically, an individual has three levels of contacts: Circle of Influence: Close contacts including family members and…

Resources for Networking

Business Card A business card that includes your full contact information is a useful and subtle tool. Make a judgment as to whether your work or personal email is best. Include a statement under your name that summarizes your qualifications better than your current title does, if you have one. For instance, “CFO with 20…

Networking Groups

There are several essential ways to grow your network: Meeting people one-on-one Attending networking group meetings Asking friends, family, and colleagues to make introductions Meeting People One-On-One While this may sound obvious, it is not. From now on, everywhere you go, you will be keeping your eyes open and your ears tuned. You never know…

Take Stock of Your Network

It is never too late to start building a network. To get started, we recommend that you begin by creating a list of everyone you know, including business colleagues, personal friends, casual acquaintances, and people you meet in your everyday life. Use the list below to get started: Category: Name: Name: Name: Bank Manager Business…

How Networking Works

Networking involves interacting with other people face-to-face or via some other medium for assistance and support. You have a network, even if you do not call it that. We all make use of our network with varying degrees of success during the course of the day and over the span of our career. You are…

How Do I Write a Resume?

The mission of this section is not to teach you how to “write” a resume.  A number of great books exist that can help you accomplish this goal.  We find that even when people purchase resume books for assistance, they rarely create a resume that they are happy with. Instead, we find that people rewrite…

Activate Network

Networking is one of the most important – if not THE most important – activities that you need to master to change your career or industry or improve your current one. Networking is not a one time activity that occurs by attending a meeting. It is an on-going activity that requires attention and care. If…

Interview Assessment

Prepare an interview that contains about 10-15 questions you are uncomfortable with or want to work on. The goal is to help you and you are the only one who knows what questions make you nervous, sweat, or break out in hives. During the interview, ask your interviewer to make note of areas for you…

Mock Interview Testing

Interview anxiety is encountered by many job seekers. The anxiety most often results from not knowing what to expect from an interviewer and from being uncertain about the type of impression you project. However, as you have surely heard many times before, “practice makes perfect.” With interview preparation and practice, your interview anxiety can be…

Transition and Reflection

Career change is one of the most difficult challenges you will encounter during your lifetime. Your problem is complex — you dislike what you do, you don’t know what you want to do, you’ll crash and burn if something doesn’t change, and yet you are paralyzed by fear of the unknown and continue to stagnate.…

Handling Various Issues During the Interview

Just as with your resume, the first thing to present to a listener about you is your summary. This identifies, in just two or three sentences, your areas of expertise, your career focus, a short statement of your career growth, and your goals for your next position. For instance: “I am a marketing professional who…

Dealing with Anxiety

Nervousness is a natural human response when so much seems to be at stake. Remember this important fact: the human brain functions best when at a slightly anxious state. When you are anxious, your blood pumps faster, and you are able to readily access important information quicker. Think about when you had to take the…

Interview Preparation: Actions speak louder than words

There is much research to support the notion that your non-verbal cues (eye contact, hand motions, posture, etc) have more impact on the listener than the spoken word. Therefore, it is critical that you are aware of your nonverbal cues and that you ensure that the nonverbal cues match the thoughts you are expressing. During…

Interview Preparation: Present a Polished Image

Your self-presentation needs to be one of a qualified and confident professional. This includes proper dress, hygiene, materials, and body language. Studies indicate that up to 90% of communication is received non-verbally! Therefore, projecting a positive image before you even open your mouth will increase your chances of success. Dress for Success In order to…

Attending and Listening to the Employee

Attending and listening to the employee is critical to building an intimate and trusting relationship with a employee. Attend and listen are defined as follows: Attend To be present To take care; give attention To apply or direct oneself To pay attention To remain ready to serve; wait Listen To make an effort to hear…

How to Create an Outstanding Resume

Outstanding resumes are a brief distillation of a great deal of information, written to support a particular professional objective, and to speak to a particular target market. Because they are generally limited to two pages, what to include and what to leave out are important questions. You want to include all of the most compelling…

Create Effective Career Tools for Transition

The most important assets for any career transition are the right tools. You need basic career tools to get promoted, change jobs, change careers, shift industries, or improve your performance. In this section, we describe the various career tools you most likely need and how to create them. These tools include: Resume and cover letter…

Interview Preparation: Prepare for the Job

Prepare for the Job Identify Key Job Factors In order to interview successfully, you must determine what qualities and skills the company is looking for, so that you can best prepare yourself to demonstrate these attributes. Read the job description carefully, noting the key adjectives, as well as the importance placed on the different skills.…

Types of Interviews

Many types of interviews are used by hiring managers. In this section, we outline the many types of interviews that you could be exposed to during the interview process. It is commonplace to experience many different interview types in the same interview session. For example, someone might ask behavioral questions as well as functional questions.…

Observing Employee Behavior

Observing employee behavior is a very important part of a manager’s repertoire. Observation plays a major role in identifying employee problems and issues. Through observation, managers can learn to assess not only “what” is being said, but “how” it is being said, and apply it to their coaching strategy. The term observe is defined as…

Practice Interviews

Overview A slowing economy and increasing competition for jobs have made mastery of interviewing skills critical to successfully acquiring a job. Employers are faced with countless resumes of remarkable candidates who – on the surface – appear alike. Due to this increased competition, and to the physical and financial limits of the employer, interviews have…

Three Challenging Personality Types

Managers will frequently encounter challenging personality types in coaching sessions with professional adults. These challenging personality types can be discovered through client resistance, blocks, and barriers. The three most challenging personality types include: The Control Freak The Withholder The Pleaser In order to ascertain early on whether or not a client will be one of…

Steps to Create a Compelling Story

If done right, your career story stimulates precise, meaningful perceptions among your audience. Your story should create a strong, unique, and favorable association in the minds of others. This takes time to do right. You must decide on the messages, give meaning to them, position them, communicate that meaning, and manage it over time. Your…

Essentials for Building Brand Equity

A career brand comprises many elements. These include its name, positioning (reason for being), trademark/trade dress (symbols, colors, typestyle, package configuration), and slogans, packaging, brand communications. Let’s discuss each of these elements as they relate to your brand. Brand Name and URL It is important to select a name that is memorable because it is…

Crafting the Story

Landing that dream job is only an interview away. You will need to put forth a tremendous amount of effort to open doors to opportunities in your new chosen path. It’s not an easy task. Many employers will judge you for past accomplishments and experience and not for what you prepared yourself to accomplish. Work…

How Do I Develop a Job Search Plan?

The Job Search Plan is a strategic tool that you can use to outline specific steps to secure a new opportunity, whether it is a new job, change in industry, or new business.  The Job Search Plan defines your target market, identifies companies by name, specifies the creative means of “getting your foot in the…

Building Rapport with Employees

Building rapport with an employee is crucial to the success of the relationship. Without good rapport, you will struggle throughout the coaching process and potentially not achieve the company goals. Rapport can be defined as follows: Relation of trust between people A feeling of sympathetic understanding [synonym: compatibility] In accord, harmony Having a mutual understanding,…

How Do You Make Your Career Change Happen?

To begin the change process, you must be able to create a Job Search Plan and the Career Tools that will help you execute on that plan. The Job Search Plan is the central planning device for changing your career. It defines and describes your target market, outlines your marketing strategy, and organizes the work…

Foundation of a Career Brand

Brand is about influencing choice – whether a business or an individual.  Brands influence people to select one product or service over a competitor’s. Without distinction, you are an unknown or a generic offering. The foundation of a brand is to have end-users perceive your value and buy into what you are offering. A solid…

Reality Check Worksheet

Use this Reality Check Worksheet to think about your career transition experience to date.  Please take 25 to 30 minutes to think about and answer the following questions. 1.     How do you feel about your progress thus far? 2.     How successful were you at following the Action plan you created for…

Am I Ready to Make Real Changes?

Your journey to date has been filled with lots of thinking. Now it is time to prepare to make the actual transition.  Like many people about to embark on the actual change, you are probably feeling apprehensive about moving forward.  Fear is the single largest factor standing between you and your dreams. For a plethora…

Are You Making Progress and Moving Forward?

How do you ensure you move forward in your career and not get trapped in paralyzing emotions? What steps can you take to minimize the fear and strengthen our physical and mental well-being? Over the course of your transition, it will be important to check in with yourself to gauge how you are feeling at…

Career Action Plan: Simple + Extended

The Career Action Plan is the most important step for ensuring proper execution of your Roadmap.  It details the specific activities that you will engage in to acquire new competencies and skills, when it will occur, and how much time is to be spent on each activity. It provides you with a means to manage…

Getting Started: Career Roadmap

There are many ways that you can gain new skills and experiences. You can sign up for a workshop, attend a formal training class, or read a book.  Doing an activity in the community or voluntary work is also a really good way to gain work skills and contacts.  For example, you might volunteer in…

Job Shadowing

Job Shadowing is a highly engaging career exploration tool for job seekers. It is a work-based learning experience in which you follow a host during a typical day (or period of time), observing and asking questions about a particular career. A job shadowing assignment can range from a half day, to a full day, to…

Conducting Field Research

Conduct primary research to learn about the norms, political landscape, and how people in specific careers get onto the path. Conducting Field Research will teach you how to: Gather information about norms, political landscape, pros and cons, and the daily life of someone in that career. Determine true job responsibilities and see how they differ…

Your Career Choices Worksheet

Please complete the Career Choices Research Worksheet below based on what you learned during your Desk Research. Be sure to include all of your career choices. Please refrain from using a filter on your choices at this time. For example, if you have a passion for photography, please include it. Using a filter, you might…

Investing Ample Time in the Research Process

Many clients come to the realization that aspects of discovery are challenging and absorbing as depicted in the illustration below. This will require a great deal of autonomy and independence if you are to find the right information.  It can be a draining experience to narrow options to one or two solid career choices.  The…

Narrowing Options

After some initial thinking about each occupation and some basic Desk Research, you will narrow the options based on personal criteria mentioned earlier (i.e. salary, work environment).  For example, you might develop an initial occupational list that includes the following occupational choices: 1 Advertising Manager 2 Association Executive 3 Education Administrator 4 Lobbyist 5 Public…

Sample Career Roadmap – Comprehensive

The Career Roadmap below demonstrates how you can visually represent the plan in greater detail to include specific target dates and development technique: TimeFrame Year One Year Two Year Three Role Sales Engineer Sales Associate Marketing Manager Skills/ Knowledge Fundamental Skills and Knowledge Intermediate Skills and Concepts Advanced Knowledge and Strategy Marketing Profession Marketing Planning…

Sample Career Development Roadmap – Simple Version

The Career Roadmap below demonstrates how you can visually represent the plan: TimeFrame Year One Year Two Year Three Role Sales Engineer Sales Associate Marketing Manager Skills or Knowledge Cluster Fundamental Skills and Knowledge Intermediate Skills and Concepts Advanced Knowledge and Strategy Marketing Profession Marketing Planning          Marketing Strategy       Strategic Planning         Global Marketing Marketing Research                 Competitive…

Developing a Career Roadmap

A Career Roadmap covers a broad range of relevant professional development activities, which are required for a particular job role. The Career Roadmap provides a suggested sequence of training events identified to help you perform your current job function or new job role. The Roadmap provides a way for you to determine which skills need to…

Gathering Information About Your Dream Job

Now that you have developed a list of career options, it is time to engage in Desk Research to learn more about each of those options.  Desk research is the name given to finding published information which can include occupational descriptions, job responsibilities, skills overviews, and comments about educational requirements. It includes magazines, journals, books,…

Career Development Techniques and Methods

You can build skills using a variety of techniques and methods. Review the list below to determine the best approach for you.  Some of the activities that can be helpful include: On-the-job-mentoring: One of the most widely used and most efficient means of developing employees is mentoring.  It is the day-to-day responsibility of the manager…

It’s Time To Do Some Research!

To conduct secondary research to learn about the skills, expertise, and credentials required for specific careers. The Desk Research process will teach you how to: Gather information about occupations, industry trends, business processes, and economic influencers. Determine job responsibilities and match them against your skills and abilities. Analyze job requirements in the context of the…

Your Career Discovery Worksheet

This worksheet is a place to capture your thoughts on everything you have learned about yourself and your future career direction. It is a place to log the careers or industries that interest you, make notes about what types of information you need to uncover about each choice, and capture your fears and ideas about…

Create a Career Roadmap

Creating the career development plan to gain new competencies Everyone learns in their own way. Some of us learn better by seeing, while others may learn better by listening or touching. Different learning styles will need to be considered in establishing the most appropriate development techniques and methods. This section covers the development of competencies…

Important Factors You Need To Consider

There is much to consider when exploring careers and occupations.  It is not just about the pay and how much fun the job is – there are many other factors of importance! You might be surprised to hear how often computer engineering students, who loved their chosen field in college, end up disliking their post-graduate…

Analyzing Competency Gaps

You have selected the type of career you want to pursue, assessed your competencies, and now you need to analyze the gaps.  One way to identify gaps is to compare your assessment with the Recommended Proficiency section. Another way to assess gaps is to compare your assessment with the independent assessment.  This is an important…

Understanding My Competencies

Doing a competency evaluation enables you to assess your skills in a current job and compare them to the requirements for a more advanced job. You can also use this tool to evaluate the skills that are transferable to a new job or a new industry. The competency evaluation can be completed by you (self-assessment);…

Where Do I Start?

You should first begin by investigating all of your options. This will help you focus in on the types of careers and positions that make the best use of your Career Assets. It will enable you to broaden your awareness of influences that will shape and/or affect your career decisions as well as expand your…

Open Your Mind to the World of Possibilities

Explore and gain a greater understanding of potential careers and positions that match your strengths, interests, and work/life goals. Research and identify the pros and cons associated with different career options or choices. Narrow your options and create a roadmap that identifies outstanding questions and information about your chosen career path(s) and plans to address…

Gain the Competencies Required for Success

Now that you have articulated your career goals and have chosen a path, you need to perform an evaluation of general and specific competencies, as well as assign appropriate “proficiency” ratings.   A competency evaluation is the most critical input you will provide to the development of your roadmap. A competency assessment identifies your current level…

Criteria for Selecting Your Career Path

It is time to make a decision on which career path is right for you. Please take 20 to 30 minutes to consider the following criteria as you select your new career path.  Use the answers Yes, No, or Unknown in the “Responses” section. The answers to these questions will help you develop a solid…

Crystallize Your Career Path

By refining directions, we mean that you weigh the many different factors, trade-offs, compromises, and work/life issues that could be impacted as a result of your transition.  Your goal is to make a reality-based decision about your career future. By now, you have narrowed your career choices and are grappling with a few popular choices…

The Value of Self-Reflection

If you are reading this section, you should have some perspective about what you like and do not like, what you do well and not so well, and characteristics that are important for you to understand about yourself in the workplace. You will now begin to assimilate everything that you have learned about yourself thus…

Types of Career Assessments

Many different types of assessments exist that can be of use depending on your unique career situation. Below are some types of tests that might be recommended to you or that you might want to take. Ability Tests measure how able you are to learn or to succeed at a particular task. Ability tests usually…

How Can Assessments Help Me?

The United States Department of Labor’s O*NET Project and America’s Learning Exchange developed a list of situations in which assessments can be of assistance to you and include the following: You may just be entering the job market and are unsure of the type of training you need to help you get a good job,…

Understand Career Possibilities

Professional assessments are structured, theory-based tools that can help you identify and better understand your personal Career Assets and make the best occupational career choices possible.  Assessments often lead us to learn new things about ourselves and understand ourselves in a different way.  This section will help you gain new insights on what you are…

Career Assets: Your Personal Characteristics

Your personal characteristics consist of those traits that make you a distinct person. They represent who you are in terms of your outlook on life and work, your communication and interaction style, and your temperament, motivators, and attitudes. Some examples of personal characteristics include: Passionate Witty Intelligent Personable Optimistic Outgoing Influential Strong-Willed Disciplined Organized Sensitive…

Career Assets: Your Values

An entire section could be dedicated to values, but it is not the mission of this guide.   We will focus on values as they relate to your career and the workplace.  People expect to achieve certain ideals from their jobs, employers, and careers. The workplace values, concepts, and ideas that you hold dear have a…

Career Assets: Your Personal Interests

Do you dream of doing what you love and finding a way to blend your personal passions with your professional life? Deciding on a career that is right for you is not easy. There are many careers to choose from — and you do not want to get stuck doing something you do not like.…

Career Assets: Knowledge, Skills and Abilities (KSAs)

Identifying your unique knowledge, skills, and abilities require you to ask yourself several important questions including, “What do I know?” and “What can I do?” Your knowledge assets include both: The general knowledge that you have about subjects such as fitness, politics, football and more Any specialized knowledge you may have that is required to…

What Are Your Career Assets?

Career assets include four, inter-related elements that work in harmony to help you achieve your career goals: Your Career Assets represent your “whole” person, or your “unique you.”   They include your: Knowledge, Skills, and Abilities – what you know and what you are good at; Interests – the things you are interested in and like…

Investigate Your Priorities

You will now gain greater personal insight on your “Career Assets” – the unique strengths, interests, values, and traits that make you stand out as a professional.  If you have ever attempted to change your career you know that the number of career considerations is extensive. You should reference the chart often during the career…

Goal Brainstorming Worksheet

Use this Goal Brainstorming Worksheet to think about your career and what you would like to achieve with it over the next few months. You will use your answers to help you establish your Goal Contract. Please take 25 to 30 minutes to think about and answer the following questions.  1.      What is your current…

Your Career is More Than Just A Job

Your career is not isolated from the rest of your life. It is a major component that is interrelated with all of the other important aspects of your life and impacted by events occurring in the world around you. Each of the Career Influences depicted in the graphic below should and do have an impact…

Setting Career Goals

Goal setting should be met with careful attention to the guidelines above.  Making a defined decision on your goals will help ensure a commitment to achieving them. Most career goals will include both shorter- and longer- term activities. Also, in creating your goals, allow for the fact that circumstances will often change over a period…

Challenge Your Beliefs

This is a time to challenge all of the voices, beliefs, and influences that have shaped your career choices to date and find your “authentic” voice and passions.  Many people who engage in career exploration find that they get stuck in a rut or idle for a while due to expectations from their spouse, parents,…

Identify Career Issues and Goals

At the start of your career transition, you may have a number of questions about what you want to do in your career and/or what you really want to gain from the transition process. On the other hand, you may be crystal clear in your career ambitions and goals, and what you want to achieve.…

Four Steps to Successfully Implement Career Pathing

Career pathing is a structured, comprehensive development planning process to help employees visualize their career growth within the company. Career pathing is a proven program by which successful transitions of employees can occur. It helps with succession planning, employee engagement, skills attainment and alignment between employee and company objectives. There are several reasons why companies…

Empowering Employees Through Career Pathing

Employee engagement across the U.S. continues to remain stagnant – hovering at about 31 to 33%, despite the topic’s trending status in management circles. In fact, according to Gallup, that percentage hasn’t budged since the year 2000, which means that for more than a decade only 1 out of 3 U.S. employees has been engaged…

Consequences of Out-of-Date Certifications and Training

Every year companies face the challenge of managing their employee’s certifications and training requirements. When that process is not properly managed, those companies face serious consequences. Employees without proper training and certifications are at risk to injury from working in unsafe work environments, companies can receive federal penalties for violating certification requirements, and businesses can lose a tremendous…

Reduce Compliance Risks in One Easy Step

Lapsed certifications and unmet compliance deadlines cost businesses millions of dollars each year in fines and penalties – a large percentage of which could be avoided with the right certification tracking system. Unfortunately, many companies continue to use insufficient processes that rely on manual data entry and an array of unconnected spreadsheets – a costly mistake. Take…

Certification Management Nightmares

Certification management is crucial for businesses across a multitude of industries, yet the administrative upkeep is a nightmare. Unfortunately, the consequences of non-compliance are even more dangerous. Hefty fines. Government sanctions. License suspensions and revocations. Lost clients. Discontinued revenues. These are just a few of the serious consequences businesses and employees can face when certifications…

9-Box Ratings: How Transparent Should You Be?

One of the biggest challenges with Succession Planning is managing expectations and raised hopes (that even being considered or included in the exercise MUST mean that an employee is on the radar for promotion or a move to something better of some kind) – not to mention keeping it quiet generally and managing the rumor mill.…

Three Critical Components of Succession Planning

At some critical point, your focus needs to be on the ‘Impact of Loss’, ‘Flight Risk’ and ‘Criticality to Retain’ components of Succession Planning.  If you’re serious about achieving success through and with your best people, then knowing how firmly and severely they ‘touch’ the organization now and in the short and medium-term future is critical. Just…

Why Succession Planning Matters

Did you know that a recent research study found that 50% of companies with revenue greater than $500 million don’t have a proper CEO succession plan in place? This finding is quite shocking, as succession plans are an essential part of growing and maintaining a healthy company or organization. Without succession plans, not only is…

The Key to Effective Succession Planning

An effective succession planning process is essential to all organizations because they are always changing, and CEOs and executives can leave in a hurry. Replacing them can be a lengthy and frustrating process that often takes far longer than any board member might expect. Even companies with a formal succession planning process in place often find…

Compensation Planning to Retain Top Talent

Company management, and human resource departments in particular, are often guilty of treating talent management solutions as five or more separate processes used to build a strong employee base. However, it is the integration and flow between all these applications, that when correctly used allows exceptional organizations to leave their competition in the dust. Consider…

Compensation Planning to Incentivize Top Talent

Company management, and human resource departments, in particular, are often guilty of treating talent management solutions as five or more separate processes used to build a strong employee base. However, it is the integration and flow between all these applications, which when correctly used allows exceptional organizations to leave their competition in the dust. Consider…

Compensation Considerations in Attracting Top Talent

Company management, and human resource departments, in particular, are often guilty of treating talent management solutions as five or more separate processes used to build a strong employee base. However, it is the integration and flow between all these applications that when correctly used allows exceptional organizations to leave their competition in the dust. Consider…

What Every Successful Career Pathing Program Has in Common

From on-site gyms and daycare facilities to competitive salaries and creative incentive packages, today’s organizations are increasingly doing everything in their power to attract and retain talented employees. One area many companies neglect, however, is career development. Exceptional employees want exceptional careers that challenge and inspire them. They want to feel motivated and interested on…

Are You Retaining the Right People?

Employee retention is a hot topic these days, and many companies now have some idea of how to track and improve their employees’ satisfaction and loyalty. Unfortunately, despite its plethora of benefits, improved retention isn’t necessarily a cure-all for all of a business’ productivity and profitability issues. To truly see results, you have to make…

Competency-based Job Profiles: Taking the First Step

This post originally appeared on HRSG’s blog. For more articles like this, view HRSG’s blog collection. Much has been written about the benefits of multi-level competencies. But it’s harder to find information on just getting started. There’s no shortage of research available about competency-based HR management processes. But because the research often focuses on mature processes, it usually…

Developing High Potential Employees

What makes a high employee potential? Educational background? Technical expertise? Top productivity? The answer is one that continues to elude many managers and organizations, leading to a constant turnover, high training costs, and poor performance. Defining “high potential” then, may well be the first step toward developing the employees most likely to succeed within your…

The Difference Between Core Competencies and Values

This post originally appeared on HRSG’s blog. For more articles like this, view HRSG’s blog collection. One of the questions our consultants are frequently asked is, “Is there a difference between organizational values and core competencies, or do they perform the same function?” It’s a good question because these two elements are closely related. But to…

What’s the Difference Between Skills and Competencies?

This post originally appeared on HRSG’s blog. For more articles like this, view HRSG’s blog collection. As a competency specialist, we’re often asked whether there is any difference between skills and competencies. Are they just different words for the same thing, or do they function differently as talent-management tools? Let’s take a look at each of…

Addressing Skill Shortages

We have all heard the old adage, “You’re only as strong as your weakest link.” This is particularly true in business. If we want a strong, efficient, and productive company, we must ensure we have strong, efficient, and productive people, but how do we do that? An integrated competency framework can help. Competency models enable…

On the Path to High Performing Teams: Goal Management

I wrote the book Creating High-Performance Software Development Teams about 15 years ago. It was published by Prentice Hall PTR and did OK in the market. To be honest, it didn’t do well at all. After a few years wallowing in the market, Prentice Hall decided to stop printing the book and pulled it from…

Dual Career Principle 3: Consistent Inquiry Builds Synergy

Couples must consistently inquire about each other’s current and future career aspirations, goals, issues and feelings toward family, household obligations and level of stress. Often times, we get so wrapped up in our own personal or career issues that we forget to show concern and empathy for our partner’s goals and aspirations. With work and…

Dual Career Principle 2: Eliminate the Comparisons

Partners must refrain from comparing their spouse or relationship unfavorably to another spouse or relationship. It’s so easy to look at another dual-couple’s lifestyle and see all of the positives.  Many people go through life believing that the grass is always greener on the other side. Others paint a positive picture and communicate the ideals…

Key Elements for a Successful Career Path Plan

Key elements of a successful career path plan offer two benefits that are essential for employee retention: direction and motivation. But what makes the plan well-designed? What makes it successful? Each employee’s individual plan will look different, but they should all include these key elements: A Thorough Self-Assessment Does the employee most prefer working with…

Goals for an Equitable Dual Career Relationship

In my previous article,”There is No Success Formula for the Dual Career Lifestyle”, I discussed the concept of dual-career entrepreneurs pursuing career success at the same time. Today, I talk about basic goals that help couples create and sustain mutual respect of their partner’s career choices. Couples have to understand how to build an equitable…

No Success Formula for the Dual-Career Lifestyle

I’m an entrepreneur married to an entrepreneur and we are both completely obsessed about work, family and friends.  To add to the fire, my husband and I work together in a hot innovative start-up. And, it’s really tough to manage. Since working together, I’ve been very interested in how dual-career couples, especially ones who work…

Two Things You Don’t Know about 360-Degree Feedback and Should

Multi-source, or 360-degree, reviews are quickly becoming one of the most frequently utilized forms of assessments in companies. It’s surprising then that so few businesses truly understand the two most important things about them. Despite the manner in which many companies use it, individual improvement is not the primary advantage of 360-degree feedback. While such…

How to Drive Performance with a 360 Review

Employee engagement has become a top management priority in the past several years, but research shows it remains elusive, with only about 33% of employees reporting active engagement. The other 67% of employees, then, are unengaged, which means they are performing well beneath their potential. If your company wants to change that, you are going…

360 Reviews: Four Reasons They Fail

What’s more useful: A performance review in which one or two supervisors tell an employee how she has performed over the course of the evaluation period in the areas the supervisors were likely to notice. A multi-source review in which an employee evaluates his performance and is given feedback from everyone he works with and around,…

Career Pathing. Is it the New Performance Appraisal?

I wrote a blog post last year entitled, Dead Man Walking: The Annual Performance Review, jumping with both feet firmly planted on the growing bandwagon of CEOs and senior HR leaders predicating the end of the ineffective and universally despised annual performance review. Many have proposed throwing reviews out altogether. I’m not on that particular…

Managing Career Path Goals

The organizational goal of successful career pathing and career development is to have productive, engaged employees who choose to stay with your company, even if they have the opportunity to go elsewhere. The overall goal of each individual career path plan, however, is more complex. Helping employees state and achieve those goals is an important…

Career Path Development Starts Here

A common reason an employee will leave for a competitor is a lack of career progress. An explanation for this fact is that employees desire to be a part of something that will inspire them to think about a destination ahead. Just the mere thought of progress toward that goal will spark motion toward that desire. If employees are…

Career Pathing: It Isn’t Just for Managers

You already know that helping your employees establish a career path is one of the best things you can do for your company’s bottom line. You also know what information you need to supply to support those efforts and the number one question your employees want you to help them answer. What you may not…

Keeping Manager Bias Out of Succession Planning

Every company needs a succession plan. Creating and implementing an effective one, however, requires your planning team to correctly identify your company’s top talent. Unfortunately, this is typically left up to supervisors and managers, individuals who have one important weakness when it comes to this process: they’re human. As humans, we are influenced by conscious…

Why Your Company Needs a Succession Plan

Take a moment and think about your key personnel: your CEO, CFO, COO, controller, executive director, general manager, payroll manager, etc. Imagine them and their roles in your company. Now, imagine they suddenly disappeared. Could your company survive? If the thought experiment above threw you into a panic, you are not alone. Many companies have…

Career Coaching is a Valuable Benefit for Employees

One of the most crucial issues facing management is preserving employee commitment to company goals and objectives despite organizational instability. We are experiencing a time of great organizational change led by overseas outsourcing, downsizing, global restructuring, and diminishing career advancement paths. Because of these changes, employees are less likely to rise up the ranks and…

6 Things Employees Absolutely Hate About Your Internal Career Development Program

Many companies reveal that their annual employee engagement surveys produce low scores on career development. Why do companies continue to receive low scores when it’s the one thing employees want most? Research is consistent across the globe. Employees are dissatisfied with their work and employer. They absolutely hate your career development program for six core reasons:…

Managers Need to Be Career Coaches

If you’re a manager trying to improve the engagement and development of your employees, career coaching is one of the best ways to make a lasting difference, not only for the employee and their career development but the positive business value delivered to your organization as well. Research conducted by Bersin by Deloitte showed that…

Dead Man Walking: The Annual Performance Review

Type “annual performance review” in Google right now. Standing in stark contrast to the paid ad at the top of the page touting the value of one vendor’s performance appraisal solution, you will find link after link to articles like Huffington Post’s “The Annual Performance Review: #FAIL”, Businessweek’s “The Annual Performance Review: Worthless Corporate Ritual”,…

Businesses Don’t Fail, People Fail Businesses

Watching the reality TV shows Restaurant Impossible and Bar Rescue has become something of a ritual at my house. My 11 year old is a fan of both shows but slightly favors Jon Taffer’s Bar Rescue. I’m not sure what originally hooked us into watching other people struggle through the challenges of owning and operating a small business. Maybe…

What’s Your Company Tradition?

It may be taboo, but done correctly, holiday traditions in the workplace can build positive morale resulting in increased employee motivation. Some may say holiday traditions are for families, but considering many of us spend 40+ hours a week with our co-workers, treating one another like family might not be a bad idea. High morale…

Looking For Leaders? Grow Your Team Internally

Our guest author, Kyle Lagunas, HR Analyst at SoftwareAdvice.com, reports on important trends, best practices, and technology in human resources and talent management. Companies need to change the way they are sourcing leadership talent. Rather than look outward when a leader is needed, they should instead continuously look inward to identify candidates with leadership aptitude…

Four Succession Planning Mistakes

We hear this a lot, “Our succession planning process rewards the ‘popular’ over the ‘competent.’ We are losing our best people because nobody at the top knows who they are.” A succession planning strategy shouldn’t be put in place the moment you lose one of your top executives or when high potential employees are threatening to leave. It’s a strategy and you…

Succession Planning Done Right

Talent Management Magazine recently wrote an article, “How to Do CEO Succession Planning Right,” in which the sudden departure of Best Buy’s CEO was discussed and that it was going to take six to nine months for the company to find a replacement. The reality is, Best Buy shouldn’t need this much time–nor can they really afford to take…

Managers Should Be Career Coaches

Sure, you’ve sat in meetings all day and you’ve jotted down the following notes: Update budget numbers to reflect new changes in technology Make sure all team members have taken necessary SOX compliance training Confirm professional development spending for all employees and make sure they use their allotted amount before the end of the month Post new job rec on…

360 Degree Feedback: 5 Common Mistakes Made

Have you ever wondered, “How do I effectively use 360 degree feedback to reveal predictors of success and make corrective decisions about the people working at my company?” John Rice recently posted a blog, “360 Degree Feedback or face-to-face conversation?” in which he says it’s not an either/or, but a both. “To all intents and purposes, we would agree that an…

360 Degree Feedback: One Solution to Keeping Employees Engaged

A  recent survey by Globoforce and the Society for Human Resource Management (SHRM) reveals that 45% of HR leaders don’t think annual performance reviews are an accurate appraisal for employees’ work, and 42% don’t think employees are rewarded fairly for their job performance. The same survey also points out that employee engagement remains the primary issue facing companies today. According to the survey, 94% of respondents said…

Making Performance Management More Manageable and Less Maddening.

Current performance management processes are ineffective. Here are the top seven criticisms of traditional annual reviews and what organizations can do to improve this critical talent management process.    Static, Stand-Alone and Historic EventMost performance reviews are completed annually with the focus geared toward capturing progress and feedback on the previous year’s accomplishments. This information typically…

How Mature Is Your Talent Management Process?

The foundations of talent management that underpin these activities are often formed by a combination of resources, such as role profiles, HR databases, training and development provisions, internal/external coaches and mentors, executive search functions, and the data kept and maintained in a responsible manner (in line with data protection laws, for instance). Most importantly, your…

Talent Management- Why It’s Important

Talent management has broadly existed in various forms for many years, with organizations using such processes as succession planning and competency frameworks to identify and develop their high potential employees. The term itself was coined in the late 1990s, gaining particular momentum as firms tuned into the fact that having a consistent and focused approach…

Linking Cascading Goals to Employee Performance Management and Development Planning Improves Engagement

Linking Cascading Goals to Employee Performance Management and Development Planning Improves Engagement By Linda Ginac, CEO of TalentGuard An employees performance appraisal is often conducted without regard to corporate business needs and goals. Unclear goals and misalignment of enterprise efforts can limit both organizational and individual performance, resulting in reduced engagement levels. Seldom do organizations…

We Heard Your Organization is One Big Maze

It has been just over a decade since the Department of Defense approved GPS technology for use by civilians, and in that time companies like Garmin have experienced tremendous growth and profit by meeting public demand for these devices.  GPS units in car dashboards provide a sense of assurance for drivers; hand-held tracking devices enhance…

The Butterfly Effect Can Lead to Contagion

HR and Line Management executives around the world are struggling to manage the Butterfly Effect while trying to meet the conflicting challenges of identifying and developing a continuous pool of top talent – all while reducing risks and costs. But achieving a workforce with ready now successors in business is a difficult challenge. HR departments…

Succession Planning & the Butterfly Effect

Steve Jobs’ departure from Apple and the subsequent criticism for the company’s lack of transparency to its investors has put the importance of succession planning best practices into the spotlight.  However, it is important to remember that succession planning is not just for CEO’s.  Succession management programs implemented throughout an organization ensure continuity for key…

5 Common Mistakes Made in IDP Planning

Companies must create a culture that encourages career and skill development of employees.  Planning for continuous employee development must be anchored to mission-critical competencies as well as the goals and mission of the organization.  If you are establishing or improving your performance management process, take stock of the top 5 common mistakes made in Individual…

Talent Management Tips 21-30

Ginac’s Talent Management Tip #21: Be open to the idea that you could be wrong. It’s better to self-correct for the betterment of the team rather than stand for the wrong thing. Ginac’s Talent Management Tip #22: Yesterday I started my spring cleaning and it inspired a question about life.  Which relationships in your life…

Ginac’s Workforce Excellence Tips 11-20

Ginac’s Workforce Excellence Tip Tip : Articulate your top 3 challenges, prioritize them, and then find a solution for each one in consecutive order. Ginac’s Workforce Excellence Tip Tip : Organizations that value the “treat employees as family” tenant outperform those that don’t. Foster an environment of love, respect, and transparency and you will start…

Ginac’s Talent Management Tips 11-20

Ginac’s Talent Management Tip #11: It’s always good to bring experts into the company to share information with employees. It inspires new ideas and sparks excitement in the team. Ginac’s Talent Management Tip : Do something sporadic for an employee that steps up to the plate for a project. Simple things matter and have a…

Ginac’s Workforce Excellence Tips 1-10

Ginac’s Workforce Excellence Tip #1: Most organizations think they have competencies, but they are really using basic tenets. Make sure your competencies are performance-based because if it can’t be measured, it can’t be improved. Ginac’s Workforce Excellence Tip #2:  In thinking about workforce excellence, be sure to know what benchmarks are used in your industry to…

Ginac’s Talent Management Tips 1-10

Ginac’s Talent Management Tip: #1: Status reports should communicate strategy, risks and targets (not tasks)! I asked my team to structure their reports as if they were tweeting. A member on my team came up with Tweeport — a very relevant and short status report. Ginac’s Talent Management Tip #2: Use failure as a tool.…

Talent Management Best Practices

Organizations large and small have varying needs for talent management and the size of the organization does not dictate its talent management maturity level. Before rolling out any talent management initiative, I look at three elements: Relevance Transparency Manageability 1. Relevance Many HR strategies are data driven and compliance-centric. This often tends to drive the…

What is in your resource library?

Every Professional in Career Management (PCM) will need to build his or her own career resource library. A resource library is an organized system of useful informational data.  These resources be made up of books, tapes, magazines, Web sites, people and more.  The purpose of creating a resource library is to store away information that you will most likely use…

The Importance of Employee Training

Two great articles were released recently about the importantance of companies protecting their investment in employee training as a means to help them develop their careers internally. This is essential to maintaining employee engagement and ensuring companies remain innovative. Employees need a way to learn how to manage their career and we have a system called the…

Explore and Clarify Issues and Goals

At the start of the clients’ career transition they may have a number of questions about what they want to do in their career, and/or what they really want to gain from the transition process. However, the career manager may have just as many clients that are crystal clear in their career ambitions and goals,…

Career Coaching is a Valuable Benefit for Employees

One of the most crucial issues facing management is preserving employee commitment to company goals and objectives despite organizational instability. We are experiencing a time of great organizational change led by oversees outsourcing, downsizing, global restructuring, and diminishing career advancement paths. Because of these changes, employees are less likely to rise up the ranks and…

What is your Work Philosophy?

As a Professional in Career Management (PCM), you will encounter ethical and professional situations that will challenge and frustrate you.  It is important to understand the types of clients you want to work with, what your personal biases are in life and how those may impact your work.  Consider the questions below as you begin…