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ILD / CCC Integration: Career Services Recommendation

(Emerging Draft)10/21/2015

Unique Conditions for Mid-Careerists

• Recruiting is irrelevant• Working professionals at mid-career must target their new roles

• Effective outbound networking strategies are crucially important

• Stay or go, Advancers must state their case• Middle-to-senior roles are hotly contested internally and externally

• “What do you have that we want and can’t find easily elsewhere?”

• Many Advancers seek significance, not just success• Mid-career course changes are common

• How does one find a calling, not merely a continued career?

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MENDOZAEssential Questions

3

1. How do I best perform? • Personality preferences that draw out my best work

2. What are my strengths? • When I’m at my best, what am I doing?

3. What are my values? • Clarified vision of what's most important to me

4. Where can I make the biggest difference? • Where will my needs, and my employer’s, be served best?

Peter DruckerThe Effective Executive

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4

SIGNATURESTRENGTHS

SERVICEVALUE

DEEPESTINTERESTS

“PIPE DREAMS”“PRISONS”

WHENI’m at my best

WHOI serve and what they Value

WHATI most Value

Value Proposition Components

“PASTIMES”

HOW I’m designed to create Value

WHY

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MENDOZAEPICENTER Process and Timing

5

WEEK ONE

JIM SULLIVAN

ONGING…WEEK FOURWEEK THREEWEEK TWO

Understand Type PreferencesHOW I BEST PERFORM

DELIVERABLES:

Keirsey Temperament Sorter © or

Myers-Briggs Type Inventory ©

Discern Top Talents MY TOP (AND BOTTOM) TALENTS

Clifton StrengthsFinder 2.0©

Talent Ranking Tool

Clarify Signature StrengthsMY CORE COMPETENCIES

Recall peak experiences

Analyze root causes

Draft Signature Strengths Statements

Clarify Core ValuesWHAT I REALLY WANT

Deepest Interest Inventory

Value Proposition Statement

Build Network Opportunity Database (N.O.D)MY KEY TARGETS

Prioritize List, Allies, Motivation, Postings

Update Resume, LinkedIn Profile

Prepare Contact Communications

Practice Mock Interviews

Get the “N.O.D.” for Next Great JobTARGETED INTENTIONAL NETWORKING

Work the List

Connect with Allies Inside Targets

Build Internal Referrals

Negotiate Offers

I’m a champion of intentional excellence, lifting executives and their teams to elevated states of engagement with, effectiveness in, and enjoyment of their work.

I accomplish this through a “lean human sigma” process called EPICENTER, designed to clarify your unique and compelling value proposition—the work you love most and do best having the highest service benefit to a targeted set of career opportunities in search of candidates just like you.

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MENDOZAProcess Flow and Deliverables

6

Time (Days) Content Deliverable(s) Notes

0Initial Discussion/Diagnosis

Initiation emailProcess overview and first actions

sent to Advancer

1-2 Keirsey KTS or MBTICareer Temperament

ReportStyle and type, work preferences and the talents of temperament

3-4Gallup’s Clifton Strengthsfinder 2.0

Top 5 Talent ThemesAssociation/resonance of major

differentiating talents

5-6 Talent Ranking ToolSelf-assessed rate/rank of

all 34 talent themesTop-Mid-Bottom talents for full sense of strengths/weaknesses

7-14 Signature Strengths 3-4 short, written

strength statementsLinks peak experiences with

ongoing near-perfect performance

15-21 Deep Interests Inventory Core values, deep interests.Highlight overlap of signature

strengths and deepest interests

21-28 Value PropositionStatement of unique benefit to target role

What I love most and do best for the highest benefit of target roles

30Network Opportunity Database

One-Page Spreadsheet of Top Target Opportunities

Develop the list, identify internal allies, make initial contact

30-180 or so Targeted Networking A new position Coaching support as needed

Typical Coaching Sessions Above Shown in BOLD

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jsulli26@nd.edu