barry j horne t: (08) 9448 6753 e: barryjh@amnet.net.au l: november 2012

Career Transition Support:The Consultant’s Role

Barry J Horne

T: (08) 9448 6753E: barryjh@amnet.net.auL: http://au.linkedin.com/in/barryhorne November 2012

Career developm entis an ongoing process of

career and life exp loration,decision m aking, planning,

action and review.

It involves se lf andprocess m anagem ent.

and enterpriseEm ployability

G oal setting

Judy Denham, July 2004

exploration /alignm ent

O pportun ity

Action plann ing

Self m arketing

(Do) (D iscover)

(Decide)

(Review )

Perform anceand satisfaction review

skill developm ent

e

Contextual

&

Career Development Model

Denham (2004)

The Most Effective Career Discussion I Have Ever Experienced…

Was with a Person who was a <Relationship>

Happened in the Context of <Circumstance>

Involved Demonstration by that Person of the following Positive Behaviours:◦ ◦ ◦

Had the following Positive Impacts on My Career:◦ ◦ ◦

Career Discussion Reflection

Horne (2012)

National Institute for Career Education and Counselling (UK) Project

5 Major Employing Organisations Employees Referred to Research Team Effectiveness Based on Perceived Value to Employee 250 Specific Career Conversations Investigated 162 Positive Conversations Reported 118 Receivers and 33 Givers of Career Support

Effective Career Discussions

Hirsh et al (2001)

Displays Real Interest in Employee Demonstrates Insight Enthuses and Positive Provides Constructive Challenge/Advice Uses Facilitative Interpersonal Skills Gives Information Offers Honest Feedback (Skills, Potential) Shares Networks Manages Session

NB: Non-Directive, Counselling Behaviours Insufficient !

Effective Behaviour of Givers

Hirsh et al (2001)

Client Goal Duty of Care, Industrial Action and Litigation Risk Mitigation, Provision of Practical Support

Commercial Goal Program Commencement / Engagement (Double Sale Process)

Emotional State / Support Encourage Saying Behaviour Ask Open-ended Questions Identify Whether Expected Outcome

Framing Program Support Stress Independence from Company and Retrenchment Decision Indicate Program Sponsored, Free to Participant State Program Length Seek Permission to Outline Program (5-10 Minutes) – Provide Business Card, if

Permission NOT Granted

Outline Career Transition Program Use Program Flyer/Introductory Booklet Headings as Shared Point of Focus Emphasise 1:1 Support, Partnering and Coaching, Helping with Career Decision-

Making, Updating Resume

Notification Meeting Tips

Horne (2012)

Reputation Management Retain Dignity Maintain Built Relationships (e.g. Reliance on Colleagues as Referees) Communications to Organisation and Market?

Relationships Partner/Spouse – Potential Reactions, Program Involvement Departure Statement – Scripting (Fact/Fact /Future Model)

Financial Entitlements Check Statements Promote Independent Financial Advice

Leaving Business? Immediate – Arrangements to Return Company Property, Computer Access

Privileges, Collecting Personal Belongings, Escorting from Premises Delayed – Expectations re Balance of Day, Later Return to Work

Notification Meeting Tips

Horne (2012)

Duty of Care Reinforce Immediate (or Subsequent) Access to EAP, Provide Card Post Meeting Plan, Supported / Alone, Mode of Transport Invite to Contact Key Support Person Offer Taxi Voucher

Reinforce Program Value Free Service Gain Maximum Advantage from Offer Potentially Fast-Track Progress

Arrange Meeting Secure All Contact Details Provide Business Card With Diary to Hand, Offer Appointment Times If Participant Non Committal, Promise to Call Later to Arrange Appointment If Participant Upset, Gain Permission to Call Later to Check Arrived Safely at

Destination and is Supported.

Notification Meeting Tips

Horne (2012)

Objectives Rapport Building Understanding of Service (Free, Confidential, Reporting Processes) Explain Typical Stages of Full Career Transition Process

Environmental Scan (see Patton and McMahon) Checking in on Emotions (Participant, Significant Others) Events Since Notification Tell Me About Yourself Family Circumstances Financial Imperatives Career Ideas Concerns/Barriers Time Constraints

Resume Status

First Office Meeting

Horne (2012)

Career Decision-Making Influences

Patton and McMahon (2006)

Job Search Strategies Multi-Pronged Approach Formal, Advertised, Competitive Market (Reactive) Informal (Hidden), Networked Market (Proactive) Efficiency with Formal Market Expend Time and Effort in Proportion to Odds

Participant Priorities Pressing, Immediate Issues Clarity re Career Direction Multiple, Parallel Agendas Agree on Key Priorities

Contracting Stress Mutual Expectations Between Sessions Bring Resources to Bear for Client Agree Immediate Actions to Progress Client’s Agenda Schedule Next Meeting

First Office Meeting

Horne (2012)

Marketing Analogy

Horne (2012)

SOD(I) Career Planning Model

Horne (2012)

Know Your Product - Peak Thinking

Horne (2012)

Career Drivers

Schein

Driver Seeking To

Material Rewards Possess Wealth and Enjoy High Standard of Living

Power/Influence Control People and Resources

Search for Meaning Do Things Valuable for Their Own Sake

Expertise Accomplish at High Level in Specialised Field

Creativity Innovate and be Identified for Original Input

Affiliation Have Nourishing Relationships at Work

Autonomy Have Independence to Make Own Decisions

Security Have Solid and Predictable Future

Status Gain Community Recognition, Admiration, and Respect

Career Drivers

Schein

Quantitative Analysis Application of Technology

Creative Production

Managing People and Relationships

Influencing Through Language and Ideas

Theory Development/Conceptual Thinking

Mentoring/Counselling

Enterprise Control

Butler andWaldroop (1999)

Career Direction

ACT Inc (2008)

Informational Interviewing (Career / Labour Market Research)

Primary Research Method

◦ First Hand Interviews of People Working in Settings, Occupations, Professions, or Industries of Potential Interest

Preparation

◦ Frame Interview Questions

◦ Business / Contact Card

◦ Research Interviewees

◦ Script Telephone Approach

◦ Make Slight Ego Play and Ask for Help

◦ Arrange 20-30 Minute Meeting

Horne (2012)

Informational Interviewing (Career / Labour Market Research)

Conduct

◦ Semi-Structured Interview Process

◦ Never Contradict Stated Purpose

◦ Ask Permission for Note-Taking

◦ Focus on Interviewee’s Experience

◦ Secure Insights, Greater Understanding

◦ Manage Interview Time

◦ Ask for Referrals to Others

Follow-Up

◦ Thank Interviewee Within 48 Hours

◦ Reciprocate, if Possible

Analysis

◦ Cross-Reference Multiple Interviewees’ Perspectives

Horne (2012)

Indicative Meeting Framework

0 Rapport Building – Thank for Meeting Opportunity, Mention Referral Source

5 Ask Informational Interview Questions - Focus On Interviewee’s Setting, Position, Occupation, Industry and Associated Developments /Trends.

20 Be Prepared to Explain Motives, Outline Background

25 Thank Interviewee, Ask About Others Well Placed to Help with Research

30 Close Meeting

Resume Development

Horne (2012)

Stimulus Questions (Based on Peak Thinking) Experience Across Multiple Economic Sector(s)? Industries Worked In/For? Field(s) of Expertise (e.g. Accountancy)? Work Setting Exposure (e.g. Corporate, Consultancy)? Compared with Others in Field, Areas of Specialisation? Major Projects / Achievements Worthy of Note? Key Skills? Formal Qualifications? Professional Memberships / Accreditations? Leadership and/or Personal Style?

What’s Your Offer?

Horne (2012)

Example

A Project Manager with over 5 years’ experience with Australian subsidiaries of a global Group providing equipment and professional services to the mining, minerals, materials handling, and cement industries. Areas of particular expertise include Commercial Project Management, Claims Management, and Construction Law.Possesses a capacity to work autonomously, and in project teams, to solve complex, challenging business problems by applying excellent investigative, conceptual, critical thinking, planning, quantitative, and technology skills.Practical experience and training in Project Management are supported by formal qualifications in Construction Law, Business Administration, and Accounting.

What’s Your Offer?

Horne (2012)

Accomplishments

Horne (2012)

An Accomplishment Story Without Results Like a Joke Without a Punch Line!

Networking

…is the building and nurturing of personal and professional relationships to create a system or chain of information, contacts and support

Business Intelligence Gathering / Market Opportunity Discovery

Target-Driven Activity Impress Professionally in Every Interaction Increase Number of People Aware of, and

Supportive, of Career Goals Behave as Resourceful, Curious Business Person Know Your Unique Sales Proposition (Offer) Use Modified Informational Interviewing

Techniques Business Intelligence Gathering

Networking (Opportunity Search Strategy)

Horne (2012)

Networking (Opportunity Search)70%

30%

Recruitment Consultant

Human Resources

Hiring Manager

Decision-Making Autonomy, Budget

Horne (2012)

Social Networks of Contacts/Interactions Family Members, Friends, Social Acquaintances

Learning Facilitators, Student Peers

Organisational Colleagues

Clients, Customers, Suppliers

Industry Group Members and Professional Peers

Recruitment Consultants

Contacts via Reputation

Relationship Metaphor

Horne (2012)

Consider Networking a High Priority Business and Career Activity Always Carry Business or Contact Cards Collect Business Cards / Organise Network Data Network with People Aligned with Current and Future Career

Goals Leverage Time and Increase Probability of Synchronicity by

Strategically Selecting and Attending Industry / Professional Association Events

Never Underestimate Potential Value of Network Reciprocate, Share, and Exchange Value Learn Together Understand Your Network Members’ Capabilities and Interests Be a Connector – Introduce People!

General Networking Tips

Horne (2012)

ACT Inc (2008). World of Work Map http://74.200.198.244/wwm/counselor.html Butler T & Waldroop, J (1999). Job Sculpting : The Art of Retaining

Your Best People. Harvard Business Review (September – October). Reprint 99502

Denham, J (2003, 2004). Employability and Enterprise Skills (CDE5123) Unit. Edith Cowan University

Hirsh W, Jackson, C, Kidd, J (2001). Straight Talking: Effective Career Discussions at Work. http://www.vitae.ac.uk/CMS/files/upload/nicec_straight_talking_effectivecareerdiscussions_report.pdf

Patton W & McMahon (1999, 2006). Career Development and Systems Theory: A New Relationship. Brooks/Cole

Quintessential Careers. Informational Interviewing Tutorial http://www.quintcareers.com/informational_interviewing.html

References/Resources