Career Conversation Toolkit
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The document outlines a comprehensive career conversation toolkit, covering key terms such as career planning, management, and discussions between employees and managers. It emphasizes the benefits of these conversations for both employees and organizations, including enhanced knowledge of personal skills and career paths, which ultimately leads to better communication and increased productivity. Additionally, it includes various frameworks and models for career development, such as SMART goal setting and personal SWOT analysis.
Career Conversation Toolkit
- 1. CAREER CONVERSATION TOOLKITCAREER CONVERSATION TOOLKIT
- 3. CAREER The sequence of employment-related positions, roles, activities and experiences encountered by a person over time. (Arnold, 1997).
- 4. CAREER PLANNING & DEVELOPMENT The deliberate process through which a person becomes aware of personal career-related attributes and the lifelong series of activities that contribute to his or her career fulfillment. G. Dessler, Pearson.
- 5. CAREER MANAGEMENT The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively. G. Dessler, Pearson.
- 6. CAREER CONVERSATION The term “career conversation” refers to : ● Career-related dialogue between employees and managers or any other person; ● Or “Career Coaching”.
- 7. THE CAREER PLANNING PROCESS AND MANAGEMENT Source : CRWG
- 8. THE OUTCOMES OF CAREER CONVERSATION ACTIVITIES FOR EMPLOYEES FOR ORGANIZATIONS ● increased knowledge of personal skills competencies ● increased knowledge of jobs and career paths within the organization ● increased knowledge of professional development ● opportunities ● the ability to make a decision about participation in professional development opportunities ● the identification of career goals and the prioritization of goals ● increased knowledge of how to enhance his or her reputation in the workplace through better understanding of the employer’s norms and values ● increased knowledge of career self- management strategies ● increased commitment to change, and ● increased personal responsibility for one’s career development. ● better communication between managers and employees ● better achievement of performance standards ● workers with the skills needed to complete the required work ● a suitable talent pool ; ● increased productivity ; ● increased workforce flexibility ; ● effective employee job changes within the company, and ● increased rate of employee retention. Source : CRWG
- 10. THE SODI CAREER PLANNING MODEL CAREER DEVELOPMENT Self- Aw areness O pportunity A w areness An understanding of the general structures of the world of work, including career possibilities and alternative pathways. An understanding of personal ressources, both actual and potential. D ecision M aking & Planning Im plem enting Plans An understanding of how to make career decisions, and being aware of pressures, influences, styles, consequences and goal setting. Having the appropriate skill level in a range of areas to be able to translate job and career planning into reality.
- 12. CAREER DISCUSSION TOPICS The topics of a career discussion include the employee’s : Feelings about the current job and career situation ; Skills and performance ; Values and work-life issues ; Potential within the organization and aspirations ; Job and career options both within and outside of the organization ; Processes and the office politics relevant to changing jobs ; Identifying and evaluating career options, leading to a decision; Action planning. (CIPD, 2005)
- 13. THE POWER IS IN THE QUESTION ● Where they’ve come from ? ● Where they’re heading ? ● Where they are ? ● Where are they at? ● What’s important to them in their career? ● What does success look like for them? ● What skills and qualities do they have? ● What opportunities are available? ● How do they navigate the processes and politics? ● How do they identify and evaluate different options? ● What career development strategies can they use?
- 14. IKIGAI : FINDING YOUR PURPOSE IKIGAI is a Japanese concept meaning ''a reason for being'' Source : The Star
- 15. THE PERSONAL SWOT MATRIX The personal SWOT analysis enables an individual in pursuit of his or her career goals to understand his/her Strengths, Weaknesses, Opportunities and Threats.
- 16. THE HOLLAND HEXAGON Holland Codes and the acronym RIASEC refer to John Holland's six personality types: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. (Test) According to Holland's research, "personalities seek out and flourish in career environments they fit and jobs and career environments are classifiable by the personalities that flourish in them." Organizers Doers Thinkers Creators Helpers Persuaders
- 17. A VISUAL METAPHOR FOR CAREER COACHING Source : Careersintheory
- 18. PERSONAL ANSOFF MATRIX The Personal Ansoff Matrix outlines 4 possible career choices (from expert development to retraining), and enables to evaluate the risks associated with each strategy alternative.
- 19. HUDSON'S CAREER CHANGE CYCLE 1 We explore possibilities, investigate options, and network our way into opportunities 2 Then we may invest decades in sequential Achieving roles 3 Then our current job no longer meets our expectations, and the plateau invites us in a new life direction. 4 We attempt to let go of our most recent achievements and prepare ourselves for our next role 5 If we continue on the same path with slight adjustments we enter Cocooning 6 If we decide to pursue a more significant shift (re-training, career change) we choose the only shortcut option in the cycle Source : BlueSteps
- 20. GOAL SETTING SMART FORMAT Career goals should be written down, and comply with the SMART format for Specific, Measurable, Attainable, Relevant, and Time-bound Goals. S M A R T Specific Who What Where When Why Which Who is involved, What do I want to accomplish, Where will it be done, Why am I doing this (reason, purpose), which constraints / requirements do I have ? Measurable From and to Can you track the progress and measure the outcome ? How much, How many How will I know when my goal is accomplished ? Attainable How Is the goal reasonable enough to be accomplished ? Make sure the goal is not out of reach or below standard performance Relevant Worthwhile Is the goal worthwhile and will it meet your needs ? Is each goal consistent with other goals you have established and fits with your immediate and long term plans Timely When Your objective should include a time limit. I will complete this step by month/day/year It will establish a sense of urgency and prompt you to have better time management
- 21. Current Situation Reflect on your current circumstances and where you want to make changes (work, career, fiannce, family life and leisure time Wish List Top 5 Wants of what you want out of your job, work or career. Interests, likes, dislikes and values Also include preferences such as hours, pay, work conditions and location. Career Goals What is the gap between where you are now and where you would like to be? Set short, medium and/or long term goals to help you close the gap. Skills Look at what you can already do. What do you need to be able to do to achieve your job and career goals? What skills do you already have? What skills do you need for this career? How will you get these skills? Obstacles and Solutions What could stand between you and your options? What can you do about it? Who can help you? Suggested Action Steps Write a step by step action plan including work and learning steps, where you can get help and who will support you. CAREER ACTION PLAN
- 22. Peter DRUCKER THE BEST WAY TO PREDICT THE FUTURE IS TO CREATE IT
- 23. RESOURCES ● UC Berkeley Human Resources : Development (UCB). ● Canadian Research Working Group on Evidence Based Practice in Career Development (CRWG).