key points for career reconnaissance icf competency #6 powerful questions from the separate handout...

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© 2001-2015 Susan Britton Whitcomb For exclusive use by participants in the Certified Career Management Coach Program. Reproduction or transmission of any part of this work by any means including photocopying, without express permission of publisher, is prohibited.

Assessments & Master F.I.T.™ Module 5,

CAREER RECONNAISSANCE: SCOUTING FOR

CLUES TOWARD CAREER SATISFACTION

KEY POINTS FOR CAREER RECONNAISSANCE

Career Coach Academy has identified six key areas to clarify in partnering with a client for a good career match. It answers the questions of what, where, which, why, who, and how. These can be categorized by the acronym in the Master F.I.T.™ model. The “External F.I.T.” stands for:

Function—what kind of position will suit the client’s strengths, personality, talents, skills, experience

Industry/Interests—where does the client want to use the “function” skills--what type of company will suit the client’s interests, knowledge, passions

Things that Matter—which values are important to the client—what complements the client’s values, priorities, lifestyle, work environment preferences, financial, spiritual, or other needs

The “Internal F.I.T.” stands for:

Fulfillment—why does the client work—what is his/her legacy/purpose for work

Identity—who is the client, and who is the client becoming—what identity or brand does the client want to project to the world

Type—how does the client prefer to re-energize; what career will best complement and leverage the client’s personality type

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ICF COMPETENCY FOCUS FOR THE WEEK

Review ICF Competency #6 Powerful Questions from the separate handout ICF Competencies In

Action (this document can be found at the Handouts page). These will be discussed/role played in class.

CAREER RECONNAISSANCE VIA OBJECTIVE &

SUBJECTIVE ASSESSMENTS

Since the beginning of the career development movement in the early 1900’s, career industry professionals have been using objective (formal) and subjective (informal) assessments to gather information that will help in the client’s career development process. Assessments and diagnostic tools have several benefits:

Assist in gathering reliable information for the initial stage of self-analysis.

Build self-esteem as the client recognizes his/her unique strengths and skills.

Provide a springboard for discussion and enhanced self-awareness.

Form the basis for targeted career, industry, and workplace exploration.

Aid in the decision-making and action plan stages.

OBJECTIVE ASSESSMENTS

Objective assessments are constructed by assessment experts and provide for the possibility of unbiased, impartial responses in diagnostic exploration (including career development). Common objective assessments include the Myers-Briggs Type Indicator (MBTI), the Golden Personality Type Profiler (GPTP), Keirsey Temperament Sorter, the Holland Self-Directed Search (SDS), and other assessments built on the time-tested and well-respected Holland RIASEC model. We will discuss objective assessments next week and subjective assessments this week.

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SUBJECTIVE ASSESSMENTS

Subjective assessments can be constructed by coaches, counselors, and even clients themselves. They provide for visioning input in the career development process. Information obtained from subjective assessments can be just as valuable as that obtained from objective assessments. Further, consistency between the subjective and objective data can serve to verify the results.

Questionnaires, exercises, journaling, guided imagery, and other techniques are examples of subjective assessments. The forms in the Forms Zip file, such as the “Career Reconnaissance,” “Success Stories Worksheet,” “Scouting Out New Territory” and “Career Management Wheel,” are examples of subjective assessment tools.

Subjective assessments can be used to gather information that will help the client focus on key pieces of the career puzzle.

CAREER MASTER F.I.T.™

The Master F.I.T.™ is a model of a subjective assessment that will help your clients identify important elements of their career:

The External, Easily Observable Level: Function, Industry/Interests, Things that Matter

The Internal, Less Observable Level: Fulfillment, Identity, Type

Elements of the Master F.I.T.TM

F I T

External Variables

Function

Function represents job titles and tasks. For example, titles such as accountant, copywriter, or customer service representative or tasks such as analyzing, planning, or writing. Although you’re capable of

Industry/Interests

Industry refers to where you will apply your functional skills. Frequently, your functional interests can be used within a number of industries. For example, a customer service representative (Function) with a passion

Things that Matter

Wouldn’t it be wonderful if you could open the medicine cabinet each morning and pop a pill that would motivate you to go to work? That pill does exist! It takes the shape of having your values and needs met. In the “Things that Matter” category, you’ll

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doing a number of different functional jobs or tasks, you’ll want to concentrate on your innate talents, skills, and favorite experiences.

for organic products may target call centers (Industry) or retailers (Industry) that specialize in natural products. (Interests).

identify what’s most important to you in your next position. Understanding and aligning your work with these values and needs can take your job from humdrum to fun, and your career from good to great!

Internal Variables

Fulfillment

Fulfillment is synonymous with purpose. Remember that career purpose as tied to being “radically rewarded and enthusiastically engaged in work that adds value to others.” Your definition should capture the essence of how you will bring value to your employer, as well as how you will fulfill yourself. It’s something you can intentionally look forward to on a Monday morning and say, “this is what I am committed to,” as well as look back on Friday afternoon and say, “I have accomplished my purpose.”

Identity

Identity refers to how you see yourself—your internal self-image. It is the way in which you define yourself. What distinguishing characteristics do you want others to note in you? What do you believe you are capable of accomplishing? How do you want others to perceive you? Those who experience the greatest meaning and fulfillment in life and work periodically redefine themselves and move beyond their previously accepted limitations.

Type

Type refers to your personality. You came wired-at-birth with four main personality preferences: where you focus your energy (your outer world or inner world); how you take in information (concretely or intuitively); how you make decisions (based on logic or feelings); and how you approach the world (in a planned or spontaneous manner).

Source: Interview Magic (JIST)

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To the degree that a client finds career solutions where each of these circles overlap—the Sweet Spot—, there will be greater career satisfaction.

An example of Master F.I.T.™ as completed by client

Client "Jill" Career "Master F.I.T.™"

External “F.I.T.” (the easily observable F.I.T.)

Internal “F.I.T.”

(the less observable, but equally important F.I.T.)

FUNCTION: Strengths, Talents,

Skills, Titles

FULFILLMENT:

Purpose, Cause, Destiny

INDUSTRY: Interests, Knowledge

IDENTITY:

Who I Am Becoming, Believe I Can Be

THINGS THAT MATTER:

Values, Priorities,

Work/Lifestyle, Financial, Spiritual, Work Setting, Other

TYPE: Personality Preferences,

Strengths

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Function (What you want and like to do! What

strengths/talents/skills/passions have you excelled at in the past? What would you like to learn to do? What job titles are associated with these functions? Conversely, what do you want to avoid? If there were one task you couldn't give up in your current career, what would it be? Job titles will often be associated with the Function.) Job titles – instructor, project director, educator, program manager, trainer, director of educational programming… I would like to learn how to be more effective in building and retaining relationships. Random Thoughts: My passion lies in encouraging others to attain a greater level of education/learning. My greatest strength is taking complex concepts/information and restructuring it for ease of presentation and learning. I sincerely believe that if I can “teach you to fish” you will be able to feed yourself, through learning, for the rest of your life. I have excelled at presenting information, coordinating activities, organizing tasks. Because I can do so many different things, I want to avoid being seen as a “flunkie”. I wouldn’t want to give up searching for information that the employees need to help them further their education.

Fulfillment (Why do you work? What is your

purpose/cause/destiny? What difference do you want to make? How would you describe your living legacy? Why will this be rewarding?) I work to learn, grow, and serve. My purpose is to help others reach their fullest potential in any way I can assist. My living legacy is to have helped others reach their personal educational goals--freedom through learning. This is rewarding to me because I believe that in most instances, the “great” jobs in life require some type of formal training beyond the desire for that role. Many don’t know how to get or access the education they need. Opening their eyes to the possibilities for their future through additional education makes me feel that they can touch/inspire others –thus spreading the “wealth” and improving their (and their children’s) chance for success in life. I personally find the most joy in seeing women of color take the risk of using their time to further their education-seeing their success defies description as to what it means to me.

Industry (Where do you want to use your "function"

skills? Where do your interests, knowledge, or experiences lie? What industries/companies/products do these interests represent? Conversely, what situations do you want to avoid?) Any organization that can see my value-ultimate goal is academia. I want to avoid being in a sole IT role/function.

Identity (Who are you? Who are you becoming?

Describe yourself in one word. What’s the essence of who you are? What adjectives best describe your present and future you? How do you want others to perceive you? Who are your role models? Who have been your key supporters?) Present me – task oriented, isolated, perceived as aloof Future me – see the big picture, able to positively lead and affect change Want other’s to perceive me – team player, helpful Role Models – Christ, Violet Greene Key Supporters- friends

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Things That Matter (Which values and priorities—

financial, work/lifestyle, environmental, intellectual, emotional, spiritual—must be present for you to be your best in your work?) My values are faith-based honesty, integrity. I’d like to have a salary of at least 150K/yr before I retire. I need autonomy, respect, trust in the workplace for me to do my best. I also need to feel that my work is valued.

Type (How do you prefer to re-energize, take in

information, make decisions, and orient your environment? For instance, Are you more energized by people and things or ideas and concepts? Do you primarily trust information that is tangible and concrete or abstract and conceptual? Do you prefer to make decisions based on logic or how it will affect people? Do you prefer an environment that is more controlled and predictable or unstructured and variable? How do you learn best?) I re-energize by being creative & doing projects with my hands-building things, in my house, painting pictures. Relaxing at a beach or just lying outside on a beautiful day. Both options energize me. I prefer to trust info that is tangible and concrete. Decision making – both options. I prefer a controlled, structured, & predictable environment. I learn best when it’s information that I want to learn.

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Another example of Master F.I.T.™ as completed by coach and client together

Client "Chris" Master F.I.T.™

External “F.I.T.”



strengths/talents/skills/passions have you excelled at in the past? What would you like to learn to do? What job titles are associated with these functions? Conversely, what do you want to avoid?) Teaching, cooking, planning, coordinate, advocate, manager, consultant


purpose/cause/destiny? What difference do you want to make? How would you describe your living legacy? Why will this be rewarding?) I sense I'm meant to bring health to people … I want to create environments, systems, staff that help patients create a healthier, fuller life

Industry (Where do you want to use your "function"

skills? Where do your interests, knowledge, or experiences lie? What industries/companies/products do these interests represent? Conversely, what situations do you want to avoid?) Nutrition, Family, Education, Health Care


Describe yourself in one word. What’s the essence of who you are? What adjectives best describe your present and future you? How do you want others to perceive you? Who are your role models? Who have been your key supporters?)

Leader, Advocate I want executives to trust me as competent, capable, caring


financial, work/lifestyle, environmental, intellectual, emotional, spiritual—must be present for you to be your best in your work?) Fun learning environment, short commute, self-esteem, having bottom-line responsibility


information, make decisions, and orient your environment? For instance, Are you more energized by people and things or ideas and concepts? Do you primarily trust information that is tangible and concrete or abstract and conceptual? Do you prefer to make decisions based on logic or how it will affect people? Do you prefer an environment that is more controlled and predictable or unstructured and variable? How do you learn best?) I thrive on interaction with other people. Love seeing and directing the big picture. I’m ambitious, optimistic, friendly, generous, helpful, idealistic but can bottom-line things.

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ELICITING THE EXTERNAL MASTER F.I.T.™ ELEMENTS:

Following are some suggested questions that will help elicit elements of the Master F.I.T. As a reminder, DO NOT pepper the client with a series of only questions. The coaching conversation should be just that—a conversation, and not an interrogation. Use some of these questions as starting points and springboards for exploration.

Function – the title, type of work, or task the client will be performing (think verbs)

o What kinds of tasks do you seem to "flow" with where you just seem to lose track of time?

o Say more about that! o What's important to you about that? o What does that bring you? o Conversely, what kinds of tasks do you procrastinate on? o What’s the favorite part of your work? On the job? Off the job? o What’s the “tingle factor” for you? o What's the dream that you've yet to take ownership of? (or, What's your secret dream?

Or, What's the dream you've put on the back burner?) o What inklings do you have about your next career move? o How do you spend your day (both work and nonwork)? (Coach: listen for energy and

follow-up with relevant questions) o What do you do well/best? o Success Stories Writing Exercise: describe up to 10 career and life accomplishments

you’re most proud of? Note: If clients say they don’t have success stories: Ask the client to ask supervisors, family members, educators, and colleagues

what they consider to be the client's successes What's the "red thread" (important theme) that's woven throughout all those

experiences? What would have happened if you had NOT done something (e.g., prevent a

disaster!)? What were challenges you had in your last position and how did you overcome

them? Note: Why are success stories so important? Because they can…

Give a positive note to start on … gets the engine going with positive flow Build self-confidence in clients Be the basis for return-on-investment (ROI) stories Uncover an ROI that makes the client feel of value Empower clients to be more attractive candidates when they have greater ROI Give clients an equal footing with employers Can be motivating at a time when job seekers may need an ego boost or are

feeling under-appreciated

Industry – where the client wants to apply his/her functional skills

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o What do you like to read? o What events do you like to attend? o How do you love to spend your free time? o What are you doing when you lose track of time? o In what industries do the people you admire work in? o What company would you LOVE to work at? o What sounds most fun?

Things that Matter – this is the icing on the cake … here, the work/environment is in sync with the client’s values and priorities and purpose

o Note Co-Active Coaching values – see the website associated with the Co-Active Coaching book, under the Values Clarification Exercise.

o What’s most important to you? o What circumstances or situational matters need to be in place for you to really love

going to work? o What type of people do you want to work with? (erudite, scholarly, fun-loving,

conservative, liberal, socially responsible, etc.) o What size company do you prefer? o What kind of commute can/will you manage? o Say a little about your needs for health insurance and other benefits? How important

will those be in your search?

Following is an excerpt of how you might use some of the questions associated with the Master F.I.T. during a coaching session.

COACH: What would you like to focus on today? CLIENT: I’d like to get a clearer picture of what I might do next in my career. I sense there’s something different out there for me. COACH: What an exciting thought … as if there’s some gift out there trying to find you. So in getting a clearer picture, what would success look like in terms of our time together today? CLIENT: You had that Master F.I.T.™ form in my welcome packet and I liked that concept … finding the right fit. That seems like a good place to start. COACH: So getting a start on the Master F.I.T. is your goal for today? CLIENT: Yes. COACH: I’ve got a blank copy in front of me. Do you have yours? CLIENT: Yes. COACH: Where would you like to start? CLIENT: I guess in that Function box. Seems like the “what” is important.

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COACH: So what is important to you when it comes to what you do? CLIENT: I think I have to be creating something. COACH: Creating … say more about creating. CLIENT: It’s not so much creating from an art-like perspective, but creating from a ‘come-up-with-something-new’ perspective. COACH: What types of things do you like to come up with? CLIENT: It seems that in all the positions I’ve had, I’ve created new programs, new training, new policies, new ways of looking at things, creating new systems, and then teaching people how to implement them. COACH: So lots and lots of creating. I also heard teaching and training in there. CLIENT: Yes. It seems to be a natural progression. Create a new program and then teach people how to implement it so I can move on to something new. I get bored with doing the same old thing. COACH: If you were to rate yourself on a scale of 1-10 (10 is high), where would you rate creating and where would you rate teaching/training? CLIENT: I’d probably give the creating a 10 and the teaching/training an 8. I definitely like both of those functions—the live training is my favorite. I’ve also started doing more and more tele-based training as well as webinar training and I really love that. COACH: I hear that in your voice. How about jotting those ideas down in the Function box. CLIENT: Okay. Got it. I put down creating, training, and web-based instructions. COACH: Thanks. I’ll write the same in my form so I have a mirror of yours. … While we’re on the subject, what sorts of things have you created that really excited you? CLIENT: You know, over the last few months I’ve had the opportunity to work on this big succession planning project. The company is concerned about the retirement of the baby boomers and how we’re going to address the loss of knowledge there. I’ve been surprised at how much I’ve enjoyed that. COACH: Say more. CLIENT: Well, I guess it’s probably bigger than just the succession planning. It’s probably more about the whole talent management function and what that means to a company’s competitive advantage. COACH: Yes, I’ve heard the phrase “war for talent.” CLIENT: Right. And right now, the companies are losing the war. COACH: Sounds like a market need there. CLIENT: Yes and no. I think it really depends on the company. Some companies are acknowledging the importance of talent management, while others have their heads in the sand. COACH: How important is it to you to work for a company that doesn’t have their head in the sand?

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CLIENT: Very. And if I owned my own company, I’d make it a priority. COACH: Owned your company! … say a little about your own company. CLIENT: You know, I’ve toyed with the idea for the past couple of years of doing my own thing. COACH: And what would your “own thing” look like? CLIENT: At this point, I’m not really sure. I just think I could do a better job at running the show than many of the bosses I’ve worked for in the past. COACH: There’s some entrepreneurial spirit bubbling up! CLIENT: Very possibly. On the other hand, I know it would be a lot of work and I’m not sure I want to tackle that. COACH: Having your own gig might be something worth exploring at some point? … maybe really weigh the pros and cons, as well as what the options might look like? CLIENT: Maybe so. A little scary, but a little exciting as well. COACH: What would be the exciting part? CLIENT: Probably the exhilaration of creating it … really bringing it from pure concept to a living, breathing entity. COACH: There’s your creating theme again! … And the scary part? CLIENT: The buck stops here baby! Plus, I’d worry that I might have to go into maintenance mode. I’m happier when I can move from project to project. COACH: So if you had your own business, you’d want to make sure you had someone who loved maintenance mode and could support you in that. Client: Right. COACH: In the meantime, how about capturing some of these highlights on the Master F.I.T. form? CLIENT: Sounds good. Where would I put them? COACH: You know, it’s not so important which box you put each idea in as it is that you capture the thoughts and insights that come up during our discussions, and even later, after we get off the call. Think of the Master F.I.T. form as a sort of treasure chest so you don’t lose track of those good ideas. CLIENT: For now, I’ll put the own-my-own-business idea in the Function box and, if I decide to go to work for another company, the type of company I want to work for in either the Industry/Interests box or in the Things That Matter box … maybe the Things That Matter box because a non-ostrich company is important to me. COACH: [shared laughter] I hear you! … You had also mentioned the idea of Talent Management. Did you want to include that in your ideas … it’s your call … I’m just recalling what you said earlier. CLIENT: Oh, right, right … I’d already forgotten. I can see why it’s good to write things down! Yes, I’ll put talent management in the Function box, too.

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[END OF EXCERPT]

Note how the coaching excerpt is …

o Conversational in nature o Not just a series of questions fired off by the coach

Note how the the Master F.I.T. form is used as a …

o Loose support to the coaching o Not as a hard-and-fast, this-is-the-way-you-have-to-do-it system

ELICITING THE INTERNAL MASTER F.I.T.™ ELEMENTS:

Fulfillment – what is your purpose/mission in life

o When it comes to your purpose, what do you sense you were put on this planet to do? o What kind of living legacy do you want to have? o When you leave this world, what do you want people to say about you? o What do you want to cause / create? o If you were to write your own retirement announcement, how would it read? o What object or image best represents your purpose in life? o What mark do you want to leave on the world? o What would heaven be happy with?

Identity – how we see ourselves, who we believe we can become

o If there were one word that best captures who you are, what would it be? o What is the essence of who you are? o When someone asks you who you are, what do you say? o When someone asks you who you are, what new vision for yourself would you like to

say? o How has your identity changed from when you were in high school, college, young

adulthood, early 30’s, 40’s, etc. o How would your most ardent supporter see you? o What do you believe you can accomplish? If you were to take that a step or two further,

what would that be? o Who do you need to become to accomplish your goals? o From a career perspective, who do you admire greatly? Who are your role models?

Type – our innate personality preferences (we’ll discuss this in objective assessments)

o [Best determined with an assessment such as the Myers-Briggs Type Indicator (MBTI) or Golden Personality Type Profiler (GPTP) , and then confirmed through questions with the client – more on this in Objective Assessments]

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Refer to Job Search Magic, Chapter 3, Master F.I.T. for additional ideas on elements of the Master F.I.T.™.

Again, remember to use a conversational style and linger over comments that the client makes that seem to have greater energy or hesitancy around them. Avoid over-use of systematic or disjointed questions. Again, use the Master F.I.T. form as a loose support to the coaching not as a hard-and-fast, this-is-the-way-you-have-to-do-it system.

WRAP-UP & APPLICATION

After class #5, work with a buddy coach or a friend to fill out the Master F.I.T.™, focusing on making it a conversational process rather than a structured, step-by-step system. For purposes of the role play, assume that the client’s agenda is to get clearer on the elements of the Master F.I.T. (this will be your first question in starting off the conversation—Coach asks, “What would you like to focus on today?” Client answers, “I’d like to talk about this Master F.I.T.™ idea.” Then, to clarify the agenda, ask the second question in the “Texas 2-Step” which you learned about in the last tab—e.g., “And what, ideally, would you want to come away from this conversation with?” Or “What’s the question you’d like to answer about that?” Or “What would success look like around the Master F.I.T.™ idea?”) Continue on with the coaching. You do NOT have to fill in the entire Master F.I.T.™ It’s more important that you learn to use the form as a springboard for coaching conversation, rather than a strict system. As the client explores and uncovers more ideas, ask the client to jot those ideas into the Master F.I.T.™ Be careful to not “ping-pong” back and forth between the conversation and the Master F.I.T.™ form too frequently, so that it doesn’t disrupt the flow of conversation. Reference the Master F.I.T.™ only in points where it will be helpful to remember important nuggets that the client uncovers. After the coaching, have your buddy coach identify occurrences of active listening (ICF #5) and powerful questioning (ICF #6). To go into more depth with this exercise, consider audiotaping the coaching conversation using a free telephone bridge line (such as www.freeconferencepro.com) and then listen to the audiotape to identify specific coaching competencies. What was your experience like using the Master F.I.T.™? What questions came up about how to use the form? Please come to Class #6 prepared to discuss this exercise.

http://www.freeconferencepro.com/

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Career "Master F.I.T.™"

External “F.I.T.”



strengths/talents/skills/passions have you excelled at in the past? What would you like to learn to do? What job titles are associated with these functions? Conversely, what do you want to avoid? If there were one task you couldn't give up in your current career, what would it be?)


purpose/cause/destiny? What difference do you want to make? How would you describe your living legacy? Why will this be rewarding?)

Industry/Interests (Where do you want to use your

"function" skills? Where do your interests, knowledge, or experiences lie? What industries/companies/products do these interests represent? Conversely, what situations do you want to avoid?)


Describe yourself in one word. What’s the essence of who you are? What adjectives best describe your present and future you? How do you want others to perceive you? Who are your role models? Who have been your key supporters?)


financial, work/lifestyle, environmental, intellectual, emotional, spiritual—must be present for you to be your best in your work?)


information, make decisions, and orient your environment? For instance, Are you more energized by people and things or ideas and concepts? Do you primarily trust information that is tangible and concrete or abstract and conceptual? Do you prefer to make decisions based on logic or how it will affect people? Do you prefer an environment that is more controlled and predictable or unstructured and variable? How do you learn best?)

Options: Best Next Steps:

key points for career reconnaissance icf competency #6 powerful questions from the separate handout...

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