from career coach to organisational careers consultant - what are … · 2015-11-11 · career...
TRANSCRIPT
From career coach to organisational careers consultant - what are the opportunities?
© The Career Innovation Company 2015 1
Rosemary McLeanNICEC Fellow
CDI Legacy Fellow
• Ci is a research and technology business, working in
partnership with leading global employers since
1996, to understand and shape the future of work.
• We provide tools and resources that help improve
conversations at work, as a way to inspire people,
increase business agility and promote innovation.
• Led by Jonathan Winter and Rosemary McLean, the
core Ci team is supported by a wider network of
researchers, psychologists, facilitators and coaches.
Introductions
© The Career Innovation Company 2015 2
Workshop Objectives
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• Expand your awareness about the “market” for
career development services.
• Increase your knowledge about the career
development support employers provide for their
employees.
• Explore what is the role of a careers practitioner
working in organisations and how you might do
more of this type of work.
What is the need/market and who pays?
© The Career Innovation Company 2015 4
1980s 1990s 2000s 2010...
Job for life
Traditional
career model
gives way to
flexible
working,
project-based
work
‘Employability’
– the basis for
job security
‘Career
Resilience’ –
self-reliant,
individual
driven career
‘War for Talent’
- career
development for
a few
Career ‘vacuum’
– constant
change, no
longer-term
view of career
New career
deals – flexible
workforce
Career less
about life stage;
driven more by
reputation and
networking
The changing career deal
© The Career Innovation Company 2015 5
Business drivers for employers
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Responsibility for
development
Organisation
Company
manages career
and development
to support it
Individual
Career not on
offer and
training for
current job only
Supported self-
development
Trainees
Partnership
Individual
negotiates
career and
development for
mutual benefit
Less than a job –
zero hours etcPotential leaders
Key professionalsFootballers, CEOs
IES: Strategies for Career Development
Career development ‘deals’
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What type of career development solutions?
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Career Map Explorer (option)
CareerPulseTM
Map Your Network
SWOT analysis
Goal Setting
Prepare for a Career Conversation
Work Motivation
Strengths and Interests
Johari Window (self-awareness)
Mentoring resources (option)
CiZone2.0 - Interactive Tools
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• Be better able to explore the range of opportunities and career paths available to them
Know the career
landscape
• Be equipped to take effective action in developing their career –especially conversations
Know how to take action
• Be more confident and aware of their professional and personal strengths
Know themselves
Summary results page from the CareerPulsehealth check
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A case study
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• Career PathwaysA framework for understanding jobs and navigating career paths in the British Council
• Career ConversationsAll staff have the opportunity for a regular meaningful discussion with development planning outcomes
Career Development toolkit• Support for career entry points and exit points
Refreshed induction approachGraduate and intern schemes
Later Career workshops• Adaptability to change & well being strategies
Invest in Yourself workshops
Other project examples
12© The Career Innovation Company 2015
Career coach/adviser to consultant?
© The Career Innovation Company 2015 13
AdvocacyEnquiry
Enquiry & Advocacy
Manage different stakeholders
Design capability & facilitation skills
Demonstrate impact
Language & context
A holistic approach - consulting framework
© The Career Innovation Company 2015
ROI• Improves resourcing
• Builds capability
• Inspires performance
• Supports change
Right people
Right place
Right time
Agile
Workforce
Business
Strategy
Architecture
of Work
Talent &
Capability
Planning
Career
Enablers
Career &
Development
Conversations
Career Deals
Real-Time
Learning
Aligned People Processes & MIS
Frequent Communications
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ROI
• Improves resourcing
• Builds capability
• Inspires performance
• Supports change
Agile
Workforce
Measurement ABC
© The Career Innovation Company 2015
Consequences
15
Activities
• Range of
activities e.g.
CiZone,
workshops
“EngagingConversations”
about career/development
Behaviours
• Participation rates• User feedback• Employee surveys• CareerPulse™ data
• PDP Completion rates• Sampling of dev plans• CareerPulse™ data• Conversation Pulse Survey• Exit interviews• Asking around…
• Employer brand metrics• Recruitment and retention• Reduced time-to-readiness• Employee engagement• Internal mobility data
Example indicators
Reaction/Learning People measures Business Impact
Halo effect
Useful resources
© The Career Innovation Company 2015 16
Career Management: Making It Work for Employees and Employers // Towers Watson Report 2014
Brilliant Freelancer: Discover the Power of Your Own Success (Freelance/Freelancer) // Leif Kendall
Group & Team Coaching - The essential guide // Christine Thornton
Strategic Career Management - Developing Your Talent // Jane Yarnall
The Agile Organization - How to Build an Innovative, Sustainable & Resilient Business // Dr Linda Holbeche
Design For How People Learn (Voices that matter) // Julie Dirksen
The New learning Architect // Clive Shepard
Management Consultant - Mastering the Art of Consultancy // Richard Newton
Career Innovation
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Rosemary McLean
01865 202123
07764 182919