Presentations - Institute of Banking

Transcription

Welcome
Career Decisions Ireland Ltd copyright © 2015
Anne Donohue
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26 years in Bank of Ireland
Availed of early retirement in 2001
Reskilled by completing Coaching & NLP courses.
Set up my own coaching business in 2004.
Joined Career Decisions in 2006 as Client Services Manager.
Role involves:
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coaching at senior management level,
recruitment and management of Occupational Psychologists, Executive Coaches & Career
Coaches
Managing Outplacement, Career Development & Talent Management projects
Programme Design
Business Development i.e. Tenders, Proposals and Presentations
Support Lecturer and on DIT Examinations Board for Diploma in Career Coaching
Background on Career Decisions
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An award winning company established in 1994 with offices in Dublin, Cork &
Limerick.
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Recognised as leading experts in Career & Talent Management in Ireland.
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31 Accredited Career Coaches, Executive Coaches, Occupational Psychologists and
Career Development Facilitators nationwide.
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Career Decisions is the only Irish QQI Approved Career Coaching Company who can
provide certification on its programmes.
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Career Decisions has developed Ireland’s only Diploma in Career Coaching
accredited at Level 7 by Dublin Institute of Technology.
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Exclusive Irish Partner of Career Partners International (CPI).
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Career Decisions has developed Careerdecisionmaker™ & RightCareers4Me™
Some of our Clients
Are you Career Resilient?
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Questionnaire
Traditional v. Modern World of Work
Traditional
Modern
Job for Life
Multiple jobs
Expected to work until retirement and
collect a pension
Job is temporary. A company will
employ you only as long as you are
valuable to its current business
You were seen as disloyal if you
changed employers
The future of the company where you
work is unclear
You just put in your time. Clocking in
and out
Results and performance are monitored
carefully. Its not just about working hard
but working smart
Adequate plus extra staff to get the work
done
Organisations aim to be lean, running on
minimal resources and staffing levels
Authority was based on seniority
Flatter organisations
Formal environment
Your opinions can be sought by anyone
in the organisation
Traditional v. Modern World of Work
Traditional
Modern
You aspired to be promoted up the ranks Fewer promotions and more lateral
assignments
Change was viewed suspiciously and
resisted
Change is normal and expected
You learned one job and remained in the You need to be flexible and multi skilled
same place
Tasks were well defined and rarely
changed
Blink and your out of date
Working contracts tended to be full time
and permanent arrangements
Contracts are flexible and varied
The majority people paid for their labour
Shift to knowledge workers whose value
is in the intelligence and ‘mental labour’
they provide
Company identified and provided or paid Employees identify and more often fund
for training courses
their own training and development
What is Career Resilience?
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Career Resiliency is about being flexible and adaptable
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Resilience means anticipating risks and feeling comfortable with change
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Career Resilience is about taking charge of your own career direction and
employability
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Resilience is spotting trends and turning them into opportunities
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Resilience is having a Personal Brand
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Resilience means being able to evolve with the times
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It means you rely on yourself and strive to develop yourself
Tips for Building Career Resilience
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Accept change as constant
Be optimistic
Find meaning and purpose
Develop emotional intelligence
Get connected
Balance work and life goals
Think like an Entrepreneur
Look at the Big Picture
Take responsibility for your career
Your Career – Career Planning
Step Four
Step Three
Step Two
Step One
Where Am I Now?
Who Am I?
Copyright © 2010 Career Decisions Ireland Ltd
© Copyright Career Decisions 2009
What Do I Want?
How Can I Get
What I Want?
Who am I?
Values
Interests
Personality
I am unique.
Skills
CareerDecisionMaker.com ™
CareerDecisionMaker.com™ is an award-winning, web-based, suite of
psychometric career assessments that enable people to scientifically
identify suitable employment/career options
Skills Matrix
Very
competent
Competent
Adequate for
task
Little or no skill
Thoroughly
enjoy using
Motivated Skills
Enjoy Using
Training and
Development
Needs
Prefer not to
use
Burnout Skills
Strongly
Dislike
Things not
important to me
Who am I? - Interests
Social:
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Work with people
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Help people
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Understand people
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Communicate to people
Enterprising
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Ambitious and goal oriented
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Manage projects or people
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Make decisions
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Influence people
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Sell
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Lead
Who am I? - Interests
Investigative
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Technical, mathematical and science
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Solve problems
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Understand why things happen
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Ask questions
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Observe
Practical
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Enjoy working with plants / animals / machinery / tools
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Strength, flexibility, dexterity
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Build
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Fix
Who am I?- Interests
Creative
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Art and design
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Self-expression - music, dance, writing
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How things look and sound
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Unstructured work environments
Systematic
 Like orderliness, organisation, security, routines
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Follow procedures
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Data and details
Who am I? - Personality
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Insights into your preferences, styles, habit and patterns
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Understanding how you:- make decisions, like to work, excites/frustrates and
how you interact with other
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Insights into your personality strengths and possible stressors
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Understand your behaviour and how to communicate more effectively with
others
Who am I? - Values
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What is important to you- they are the ‘rudders’ which guides your life
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Values  Core Values
 Values
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What happens if I operate in conflict with my values?
Future Career Direction Tracking Future Trends
“ You can see a lot just by looking “
Yoggi Berra
Tracking Future Trends
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Change is the only constant.
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Changes in the global economy, in the national economy and in the sector.
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Assess these changes - to be factored into my Career Planning for the future.
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Changing trends may pose opportunity
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Career Success is different for everybody
Internal Opportunities
Internal Career Options – are there opportunities for any of the
following?
1. Remain in Current Role – no change
2. Relocation – change to a different department
3. Redirection – change career field
4. Exploration – what projects interest you
5. Realignment – downshift i.e. job share, parental leave, etc
6. Vertical – seek promotion
7. Lateral – sideways move to broaden knowledge & skills
8. Enrichment – Develop current job
Job Enrichment
 Making your job work for you
 Broaden your horizons
 Enjoy what you do
 Stretch your potential
 Think ahead
Network
Thank you

Presentations - Institute of Banking

Transcription

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