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Career Development Facilitators: Helping Others Renew Their Spirit. Jennifer Landers, SPHR, CDF. Role in Industry. Counselors vs. Consultants/Coaches Determined by business need: Manager Department Individual employee Examples: Teambuilding Training needs assessment
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Career Development Facilitators: Helping Others Renew Their Spirit Jennifer Landers, SPHR, CDF
Role in Industry • Counselors vs. Consultants/Coaches • Determined by business need: • Manager • Department • Individual employee • Examples: • Teambuilding • Training needs assessment • Employee engagement • Individual employee growth & career development
Role in Industry What managers WANT and employees NEED can be connected! Employee engagement: • A positive and strong emotional connection with one’s work • Resources and training to do your job • Confident in your own abilities to perform your job well Engaged individuals are fully connected, they are also completely present at work - and such presence generates incredible energy and productivity - Source: Wildermuth, A Perfect Match: Decoding Employee Engagement
Employee Engagement The 3 components of engagement: But, in the average business: • 28% of employees are fully engaged • 54% are NOT engaged • 18% are TOXIC (actually working against the team!) - Source: Robinson 2010 Gallup data Energy to spare Passion for my work Focus and concentration
Lead for Engagement! Create an environment where even those with low tolerance for stress can thrive • Enhance levels of tact, especially when giving "bad news." • Encourage team members to support one another through stressful times. • Promote work life balance - workaholism is not a friend of engagement! Create an environment where even those who are not assertive can speak up • Schedule informal meetings with employees to discuss their needs (don't wait for formal performance appraisal sessions!) • Promote team building sessions or other opportunities for team members to share their ideas and request support. Create an environment where even those whose self esteem is lower than average can still feel valuable and valued • Encourage a culture of appreciation throughout the organization. Recognition should come from all team members, not only from the leader.
Counseling vs. Coaching • The difference between counseling and coaching: • Coaching focuses on the developmental side of acquiring knowledge and skills to help the employee effectively perform the job. • Counseling focuses on changing behavior. It can be preventive or corrective in nature. Managers might need help with both!
The Consultant/Coach GOOD coaches: • Have team members perform the task themselves • Ask questions to check understanding, give them feedback on performance • Encourage team members to give feedback on how they feel about what they're learning • Follow up to make sure that the team members apply the skill or knowledge back on the job • Give appropriate feedback.
The Consultant/Coach The challenge in coaching is to avoid extremes. Coaches don't run out on the field and play the game instead of the players; neither do they sit in the stands behind a brick wall listening to the game on the radio!
The Consultant/Coach • Coaches need to recognize that coaching is about partnering with clients* to help them be successful—and not about being the expert. • Client can be defined as system/dept (business) or person
Eight Principle Skills for Consultants • Eclectic practitioner – have a wide array of tools, doctrines and systems with which to work • Facilitator – know when to ‘prod’ and when backing out is necessary • Situational expert – find solutions that are generated out of the problem v. being predetermined • Assessor – Know the tools for assessing the work system and which is most appropriate for different circumstances • Adapted from “The Consultant’s Craft” ~ DeWine
Eight Principle Skills for Consultants • Process specialist – have working knowledge of technical components of the system and how they work together • Resource Identifier - able to identify internal and external resources • Networker – have an understanding of what you do and do not know and who to go to for help. • Temporary Associate - recognize when termination is appropriate • Adapted from “The Consultant’s Craft” ~ DeWine
The Consulting Relationship 1. Identify a Need for Change 7. Terminate 2. Establish Partnership Consulting Process Stages 6. Develop a Sustainability Plan 3. Clarify the Problem 5. Transform Intentions in to Action 4. Examine Alternatives
Successful Factors of Executive Coaching: Source: Adapted from Coaching for Leadership (2000).
The Counselor • When an employee is performing well, a manager can help the employee build on her strengths through the use of coaching. • If after several coaching attempts a problem still exists, it may be more than skill or knowledge related and the manager will have to shift her role from coach to counselor.
Career Ministries What is a career ministry? • A faith based group organized for the purpose of helping people in career or job transition. • Are they useful/effective? • What do they offer?
What we are hearing from attendees • “Many useful tips on the job search, resumes, cover letters, search engines, and references” • “By attending events, I learned of other groups to join that have lead to job leads that were not on the job boards or company websites” • “It always helps to know you are not going through things alone” • “It was a way to become more and more comfortable with networking” • “The biggest win was the shift in my thinking, approach and expectation in my job search” • “Very encouraging to see that people are finding employment thru these groups” • “Career ministries not only teach you the importance of networking, but how to do it effectively” • “Career Ministries are very helpful in that the networking and positive support groups help to keep everyone engaged and focused on their goals and helping others”
Career Mentoring Ministry St. Andrew Church: • We support the unemployed and those in job transition in 4 ways: • We put on presentations with professionals in the field of employment. Many of these people are volunteers from our parish. • We do what is called a "One-On-One" workshop. This is where we bring together many of our experts together with the jobseeker. • We have a Yahoo Group Website. We are partnered with several churches in the Detroit-Metro area. Together we post job opportunities, presentations, workshops and job fairs and much more. • In addition the jobseeker may work one-on-one with many of our professionals through emails, phone calls or in some cases in person for assistance or referrals to local resources.
Career Ministry: Typical Topics Subjects that have been presented at meetings by local groups: • Managing the Stress of Job Loss and Job Search • Career Transition Strategies • The Best Job Search Strategies • Developing A Job Search Action Plan • Writing Cover Letters and Resumes • Developing Your Portfolio • Winning the Interview Game • Salary/Compensation Negotiation Strategies
Career Ministry Web Resources: • Work Ministry • http://www.workministry.com • Career Transition Support Ministries of SE Michigan • http://www.ctsministries.org • Jewish Federation of Metro Detroit: JVS (Jewish Vocational Services) • http://www.jvsdet.org
Industry and Faith Based Groups CDF principles useful in both environments! • Assessments • Skills that increase collaboration: • Identifying and managing biases & assumptions • What do I think I already know about this person/team/situation? • Is there any evidence that disproves my position? • Authenticity • Acknowledge what you do and do not know • Acknowledge the unspoken • SMART goals
Leaders are stewards of others' talents. As a leader, you are a guardian of your own light - and that of others. In other words - you have the responsibility to be brilliant and to help others find their own brilliance!
Thank you! Any Questions? For more information about the information or resources used in this presentation, please contact me at jlander1@hfhs.org
