CareerAudit Module

At particular inflection points in an executive’s or professional’s career, there is often a cause for pause. This can occur at midlife, or it could result from a totally unexpected development at work, positive or negative, or simply associated with an unease about the fit or purpose, or meaning of someone’s current role or career direction. In such situations, the individual may simply want to know where he or she stands in career progression. We help clients do this through a Career Audit.

We first focus on understanding the Career Journey So Far and on defining the client's Career Balance Sheet. This is a statement of the portfolio of strengths, demonstrated competencies and skills developed thus far. As part of this process, our client complete two psychometrics - the Myers Briggs Type Indicator (MBTI Step II) and the Korn Ferry viaEdge  assessment of Leadership Potential. We take into account any formal 360 feedback, and conduct selected 360 interviews, as required. 

We then focus on the helping clients understand their motivators at work through the Three Criteria construct. We also pose the God Question in order to refine their true career aspirations. Through this set of conversations, we start to define "Point B".

The contents of a CareerAudit Report will include:

The Journey So Far - background, career history, highlights of career to date, recent history of performance reviews, 360 feedback, recent discussions about potential next steps in the company

Career Balance Sheet - strengths, leadership potential, competency and leadership assessment, inventory of psychometrics (MBTI and viaEdge, and others as need be), leadership potential and career trajectory

Career Motivation and Aspiration - identify motivators, define career aspirations, considerations of work-life balance

Conclusions - we provide a view on the state of a client's Career Balance Sheet. We are able to confirm the extent to which a client's career assets are being deployed in a manner consistent with the individual's leaderhsip potential. We link this to what we observe as a client's Career Trajectory. We analyze the extent to which the angle of ascent is compromised by issues or an absence of skills and competencies, or the lack of relevant work experience. We benchmark a client against relevant peers in the market and provide a sense of appropriate comparators, depending on our client's current view of career and professional objectives and aspirations.