CareerStrategy Full Program
Our unique career strategy and development process extends over 12 months and involves six formal sessions in the full CareerStrategy Full Program.
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".
Having defined Point B in career progression, the focus then shifts to defining the target companies that are most likely to be able to offer the role or roles that are instrumental in achieving our client's career objectives.
We then move on to scope the set of tactical activities, including purposeful networking and possibly specific coaching recommendations, that form part of the client's Career Development Nodes, for implementation and follow up.
After the formal sessions, we look to touch base once a month to review progress in the implementation of the client's agreed strategy. We will also be looking to make introductions, to search consultants and other important career gateways and stakeholders, as appropriate in the implementation of a client's career roadmap.
An example of how to deploy the "The Thee Criteria" and "The God Question"
in defining career aspiration and articulating a search strategy
down to specifying companies to target.
The contents of a CareerStrategy 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
Getting to Point B - identification of target companies likely to be able to be to offer the roles that will be instrumental to achieving career objectives. This list of companies, together with identified areas of personal or leadership development, will form the basis of a career roadmap.
Career Development Nodes - definition of the priority areas to focus on in the implementation of the roadmap. Refinement of go-to-market strategy, including personal unique value proposition properly reflected in the resume, LinkedIn profile, web presence; and business and stakeholder networking strategy.