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5 important ways to get through job loss quickly

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I have Coached Over 200 Career Transitions — Here is A Routine That Helps People Bounce Back Faster

Losing your job takes a serious toll on your confidence and stirs up all kinds of unpleasant emotions.

Realistically though, it is likely that we’re going to face some kind of job loss or significant job change at one point or another in our careers.  Sometimes this change reaches far beyond the scope of our individual control and comes as a surprise to us. The best we can do is be prepared to manage this adversity and take some time to focus on ourselves. I’ve worked through over 200 career transitions over the years – including a couple of my own (most have been my clients’).  Self-care is critical to successfully getting through this time.  Here are five ways I practiced self-care after I was laid off — and I think you should try this routine, too

  1. I paused.

Losing your job can often be a big shock to your system.  Sometimes we know our organization is going through significant changes, but sometimes the change comes as a complete surprise.  Whatever the case, when the change impacts you personally, it can really hurt and take a toll on your confidence.

Depending on who we are and how we react to things, we might become emotional as we react to the news. The best advice I can give here is to take a breath.  If your employer is presenting you with a severance package, make sure you DO NOT sign anything in the heat of the moment. Take some time to  review the severance package offer after you get over the initial shock factor that will inevitably happen.

Reach out to a friend or colleague that you trust and get their input. Lean on your support system and let your feelings out in this safe environment. You don’t want to be embarrassed by emotional, irrational behavior in front of your former employer. Save the insanity for close family and friends (lucky them).

For me, the pause was critical because getting laid off was a very emotional experience. Taking time to breathe allowed me to have a rational and professional discussion with my employer about severance.

 

  1. I resolved the outstanding issues with my employer, A.S.A.P.

After the ‘pause’, it might still take you a few days to get your emotions back in check. Once you can get through thinking and discussing your new situation  without bursting into tears or fuming in anger, set your sites on closing the loop on outstanding items with your employer.

 

For your own mental health, you’ve got to get the details resolved as quickly as possible. Having the details of a severance looming over you for days, weeks or months is simply exhausting. You owe it to yourself to get closure so you can move on.

In most cases, your employer should appreciate that this is an emotional situation and provide an appropriate deadline (a week or so) for you to get back to them on their offer of severance. If they don’t give you some time to get your act together, count your blessings that you no longer work for them.

So, you have done your due diligence in terms of reviewing the details and terms of the severance offer, now you need to respond to them. I always suggest having this conversation via email so everything is documented. Avoid the phone if you can it can muddy the waters. You also don’t know what might set off potential emotional outbursts. Make sure you get all of the details from your employer such as how and when the severance will be paid, what happens to your benefits, what happens to any sort of other company programs and any additional amounts owing. Get all the information that you can to minimize any need for follow up contact. You likely won’t want to talk to them again.

 

  1. I didn’t try to find out why I was laid off.

I have heard people say time and time again that they need to understand why they have lost their job in order to move on. They want to know what they have done wrong, or how the employer decided that they should be the employee to exit.

The fact is, a lot of time, the reason that an employer provides a severance package for you is so that they don’t have to share this information with you. Quite frankly, it might even be none of your business, and part of some broader organizational plan.

For me, adopting an ‘I don’t need to know’ attitude was the key to self-care when I was laid off.  What value is there in knowing the organization’s point of view, anyways?  Would it really change the current situation? Probably not. If anything it would only serve to inflate your anger and frustration levels. So take time to  make peace with the reality that you are out the door and see it as an opportunity rather than a set back.

 

  1. I got into a routine.

I allowed myself some time to mourn the loss of my job. This is an important step many people seem to forget to do or chose not to do. Loosing a job is much like loosing a loved and the  lose needs to be mourned. For me, this was the end of the longest-term relationship I had ever had. Grieving was important, but I set myself a deadline to be sad. I cried and moped, but only for a week. At the end of the week, I started into a routine.

It was summer and I wanted to take advantage of the time away from work and focus on the positives of being away from work. I got up every single morning and planned an outing with my little guy. Every day we were up and dressed. You’d be surprised how therapeutic getting up and going outside can be.

Getting into a new routine is critical to your career transition success. Part of establishing this routine was knowing what I would say when people asked ‘How’s work?’ I actually practiced my response so I could answer confidently without stumbling or feeling insecure.

 

  1. I set an unemployment deadline.

While I only allowed myself a week to be sad about losing my job we all know the grieving process has no hard and fast deadline. The reality is that, sometimes, we have to work through the emotions of things , and that can take a while.  While I wasn’t sitting at home and moping, I was still going through all the feelings of job loss.  I wanted some time and space between that job and my next one.  Since I was laid off in the summer, I set myself a deadline of autumn (fall) to get on a structured job hunt. Setting parameters and clear goals for myself were really key parts of my self-care and managing my overall mental health.

Job loss is hard. Period. There is no magic formula to work through the grieving process and there are no standard timelines. When it comes to self-care and job loss, you’ve got to take a moment to reflect what will work for you.  Focus on those things that give you comfort, structure and a sense of purpose. It’s inside those things that you will find a transition process that is uniquely yours. On the other side of that transition is your future career success.

7 key benefits of Career Transition Coaching

Career Coach

Career transition at senior level is difficult as there are only a few available opportunities and plenty of very tough competition. More and more senior managers and executives are using career coaches to gain competitive advantage. Many of the best business leaders engage executive coaches. Career coaching can help executives navigate career transition quickly and effectively. Engaging a career coach will substantially improve competitiveness, marketability and ultimately the success of your job search and long-term career.

If your strategy is to send out hundreds of  copies of your Curriculum Vitae and hope for the best, you will quickly discover that this doesn’t work and is a futile use of your time.  Even if you have the best LinkedIn profile, it is not a guarantee of success.

A good career coach will help you articulate your best attributes and highest skills for a prospective employer to notice. A career coach will help you  develop an effective job search strategy to identify the best target companies and secure your ideal position.

It can significantly reduce the time it takes to find your ideal position by helping you develop a comprehensive job search strategy. Many people including senior manager and executives  find it difficult to articulate the value they can bring to an organisation and as a result how to pitch themselves effectively feels awkward. Many are also unsure what exactly they are looking for in terms of both position and type of company and this can be a significant disadvantage. If your vision is not clear, then you cannot develop an effective strategy to achieve it.

Get help to create a Vision. Vision guides you! In simple terms, if you are going on a business trip or holiday, you would not arrive at the airport without knowing what your destination is. Your destination guides your choice of airline and ultimately which terminal to arrive at. Your career transition journey is no different. If you don’t know where you are going to how will you know when you get there?

A career coach can help you create an impactful Curriculum Vitae (CV) / Resume and LinkedIn profile. Many people forget that the purpose of a CV / Resume is to get the interview and not the job, and as such this document must be carefully constructed to articulate just enough information to create interest and impact and encourage an employer or recruiter to reach out. BUT…. not too much information! At Renata Career Coach we sometimes see CV’s / Resumes that lack impact, are poorly written and in many cases are simply a cut and paste of a job description with little attention given to achievements. Remember that the attention given to each CV / Resume by a recruiter or potential employer is very short so making an impact quickly is essential!

Develop your networking skills. Some experts say that 70% of people ended up in their current position thanks to networking. Others say it’s more like 80-85%. Which ever statistic you believe what is clear this is substantial and as such incorporating a comprehensive networking strategy into your job search strategy is one of the most important actions you can. Effective networking provides a focused way to talk to people about your job search and can help you obtain leads, referrals, advice, information, support and most importantly uncover hidden promotion job opportunities. A good career coach will help you review various opportunities, networking events, existing contacts, developing new contacts and how to prioritise those that could generate the best results.

Preparation for interview and the overall assessment and selection process. Most organisations now have comprehensive recruitment and selection processes consisting not only of competency-based interviews, but also psychometric assessments as well as situation-based presentations. Having someone help you prepare for this puts you at a distinct advantage versus your competition. In our career coaching practice, we help you identify and segment your achievements across your entire career and then help you articulate them in a structured and impactful format. This process alone greatly assists Executives in interview preparation therefore it can also help you. Remember …. 90% preparation = 10% perspiration. 10% preparation = 90% perspiration!

A good career coach will hold you accountable for the goals you have set, offer valuable advice and expertise, and help you acquire different perspectives. Inevitability, there will be setbacks throughout your job search journey and your coach will be there to pick you up and encourage you to keep focussed and face your next challenge with renewed confidence and enthusiasm.

On-boarding into your new position. Depending on the terms and duration of engagement, some career coaches provide on-boarding coaching. The first six months of any position can be critical for both the organisation and the new appointee. On the one hand the hiring organisation will need to see evidence of added value from you. On the other hand you  will need to feel that you have made the right career decision.

Various sources of research have shown that the average executive failure rate within the first 18 months is approximately 40%! A career coach can help with embedding and securing the success of the new relationship and provide a confidential environment to discuss goals, objectives and any potential issues that may arise.

In conclusion, you must remember that the role of a coach is to facilitate you to acquire different perspectives to get more out of work and life. The true value of the coaching process is gained from the work you put in between sessions.

At Renata Career Coaching we provide 1-2-1 coaching for people who are in career transition or planning to change jobs. We tailor a structured programme appropriate for the needs of each individual which results in a professional and effective job search campaign and improved confidence.

Our career coaching service can include:

  • Skills and competency assessment
  • Curriculum Vitae / Resume preparation
  • Development of a Comprehensive Achievements Profile Document
  • Development of a Job Search Marketing Plan
  • Effective networking
  • Engaging effectively with Executive Search Consultants
  • Interview training

For those people looking for an improved alternative to the traditional outplacement program, our Career Coaching programme provides unique and highly customised support on how to conduct a professional job search campaign. Ideal Careers Happen by Design let us at Renata Career Coaching help you find the ideal career that suits you

For a free no-obligation consultation please contact our office via email at renatafester@career-coach.co.za

Career Coach

Warning: 5 Unexpected Changes that come with a Promotion

 

Promotions come with several changes many employees don’t consider until they’re in their new role.

Every year when companies schedule their annual performance reviews, there are discussions about promotions. Promotions come with several changes many employees don’t consider until they’re in their new role. In my work with CEOs, one of the most common and disturbing trends in today’s workforce is the attitude of entitlement.

Employers and employees perpetuate an attitude of entitlement. Employers want to demonstrate their loyalty, and often one of the most common ways to do this is to promote an employee that has been with the company for a long time. While well-meaning, this often results in the activation of “The Peter Principle” in which companies promote employees to the highest levels of incompetence.

This ultimately leads to termination, and initiates a painfully slow unravelling of an employee’s confidence, engagement, and ability to perform.

Employees in turn perpetuate an attitude of entitlement, by getting themselves into a corner that has no escape, by telling themselves, “I deserve a promotion.” They allow their egos to drive their career advancement. They are often drawn to the idea of a higher-ranking title and a higher rung on the career ladder.

The Fallout of Unwarranted Promotions

Promotions come with significant changes that both employers and employees overlook until it’s too late, and staff have been moved around.

Two current clients are dealing with the fallout of promotions that should have never been granted and promises that should have never been made. We’re working diligently to:

  • minimize/contain further damage,
  • shift the culture from high entitlement/low accountability to low entitlement/high accountability, and
  • save a valuable, loyal, long-term employee with vital institutional knowledge from walking out the door.

Changes That Accompany Promotions

Promotions are not just about rewarding loyalty, and moving employees up a ladder. To set up everyone for success, employees must think about the following criteria prior to accepting a promotion position:

  • New job requirements

Do YOU (the employee) pass the “GWC Test?”

Do you Get it:  Do they truly understand their role, the culture, the processes and systems, the pace of the organization, and how all of these elements come together to form a well-oiled machine?

Do you Want it: Do they genuinely like their job? Do they believe in what they are doing? Are they excited about coming to work to see the progress that is occurring? Do they want to use their experience, talents, and ideas to further the organization?

Do you have the Capacity to do it? Capacity is a multi-pronged word. It applies to mental, physical, emotional, spiritual (in some cases), and intellectual capacity, as well as having the capacity of time to do a job well.

  • Integrating the demands of the new position into your personal life

    It’s likely that the new position will require additional travel either locally and or Internationally and very possibly longer hours. Employees must consider this carefully. They should also have these conversations with their “significant other” who may need to pick up the slack in their absence.

  • Giving up responsibilities you really enjoy

    Promotions often involve movement from a hands-on practitioner role to a management/supervisory role that takes employees out of the trenches where they are doing what they love. Leaving behind the work they love doing may sound glamorous initially however, not doing what you love doing permanently can be a source of significant stress and unhappiness.

  • Learning tasks and responsibilities you may not enjoy

    Conversely, you will likely have to become knowledgeable in areas you may not have naturally pursued. This is common when companies promote rock-star sales employees to a sales leadership position. They move from being in the field responsible for themselves, to being in a corner office responsible for others. Being a team leader may not have been something you would ordinarily have wanted to do however the promotion position requires that you manage a team. Now you have to learn how to do that.

  • Changing the dynamics of office friendships

    This is one of the most surprising and difficult challenges that accompany promotions.

    With any promotion comes a very real change in dynamics and relationships with colleagues. Where once you were able to sit and bemoan manager with your colleagues because you were one-of-team(us) and shared many of the same frustrations – that is now different. You are one of “them”. The guys you once believed didn’t “understand” or was “divorced from what was happening on the floor.” You may have developed good friendships along the way and now that you have moved up the ladder the line has to be drawn in the sand. As a member of the management team, you may well be privy to many sensitive and confidential conversations about your friends that you will not be able to share. Be sure you are  willing to establish the boundary and change the dynamics of your friendships? This is a question only the employee can answer for themselves.

Promoting Strategically and Effectively

Ambitious employees can do many things to set themselves up for successful promotions, including:

  • Leading or engaging in initiatives outside of their traditional roles
  • Being coach-able and open to feedback
  • Mentoring others
  • Delivering on what is expected of them and being known as someone reliable
  • Engaging in professional development and sharing this knowledge with others

Employers must think about career trajectories and organizational impact far in advance of  scheduled performance reviews. Consider why you are offering the promotion- Is it a loyalty decision? Is it a competency based decision – remember the higher up the ladder you go these less technical skill is needed and the more strategic skills ( e.g. soft skills- people skills, negotiation skills) are required.

Perhaps an employee is a good promotion candidate, but requires some coaching and training to step into the new role. This training is often not about how well the person can do the job – because lets face it; the reason the promotion discussion is even on the table is because the person has already proved their technical competence. So what else does the person need to be set up for success? These steps must be executed in advance of the promotion so that business proceeds with minimal disruption..

Unsuccessful promotions leave a trail of disappointment, broken trust, and failed executions. These can also be a costly exercise both financially and reputation-wise for the company.

When thoughtfully executed, however,  successful promotions yield tremendous benefits for everyone involved, empower the company to attract & retain great talent, and propel and promote continued growth.

7 Ways To Revamp Your Resume For A Leadership Position

Are You a Prime Candidate for a Mid-level or Senior leadership Role?

If so, you have to shake up the way you tailor your resume for that position.

The way recruiters and hiring managers look for leadership candidates is slightly different t the way they search for candidates in other roles.

Before you apply for that leadership position, make sure you leverage these seven strategies to tailor your resume for maximum impact.

Revamp Your Resume’s Keywords

You may know, the computer databases, or Applicant Tracking Systems (ATS), that stores and analyses incoming resumes from job boards, employers, and recruiter sites, count the number of times certain words are used in your resume. These keywords are industry-specific and unique to each role in each company. Your resume ranks higher if you include more of these words in the document.

  • Include a keyword section in your summary and stock it with 12 to 15 keywords pulled from the job description of the role you are pursuing.
  • More importantly, use these keywords in each relevant job listing you include in your document. These words can be easily woven into sentences in your position overview statements, as well as your achievements.
  • If you’re a new graduate, have recently attained a qualification, or don’t have all of the experience sought in the job posting you’re applying for, try listing relevant coursework in your resume’s education section. This will boost your keyword count.
  • Fairly universal keywords include terms such as strategic planning, operations leadership, business management, cross-functional, cross-cultural, global, talent management, organizational restructuring, and P&L accountability.

Re-Position Your Resume’s Summary

Each time you apply for a new role, you need to tweak your career summary to maximize the number of keywords. You also need to emphasize the right capabilities.

When you apply for a leadership role, it is imperative to showcase your skills and experience with strategy creation. In lower-level jobs, you have to demonstrate your tactical execution strengths; in director-level plus positions, designing and implementing strategic plans is absolutely critical.

  • Briefly describe the high points of your leadership experience in your summary. Relevant details you may want to include are things like key industries, sizes of companies you’ve worked for, the largest team size you’ve led, and the largest budget or P&L you’ve managed.
  • Include brief descriptors of your leadership and communication style. These are less hard-hitting issues that deserve more attention on executive resumes. If you don’t know your communication style, take this free quiz to find out what it is and how to use it to your advantage.
  • Be sure to include your strategy experience in addition to listing strategic planning as one of your key skills.
  • Consider including two or three brief (but meaningful) career achievements as part of your summary. Choose accomplishments which demonstrate your core leadership strengths and ability to deliver top and bottom-line impacts on sales, revenue, productivity, efficiency, and expense management.

Clarify The Context Of Each Position, Promotion, Or Achievement

One of a resume’s key tasks is to tell the story of your career. Yours must convey the importance and relevance of each position change you’ve made while simultaneously clarifying the key challenges you faced in the role.

  • Include a brief position overview or introduction to each role on your resume. If the position was a promotion or special assignment, make that clear.
  • Showcase the context of your hire or promotion. Were you the first sales person in a new territory, or the newest manager in a series of five within a short time frame? Were you hired or promoted with specific challenges in mind? Were you hired or promoted based on specific skills or experience you possessed?
  • If you were placed in the role to resolve specific challenges, it’s vital to note the circumstances of your entry into the position. For example, if you were hired to turn around declining sales, what was the sales level when you started? What sales level did you attain or position during your tenure?
  • Keep it brief. Your position introduction should take up only two to three lines of text. Make every word count!
  • Do the same thing with your achievements by including key details that reveal the larger context of your actions. If you averted a division closure by turning around sales, that’s vital to highlight. If your marketing efforts helped open new market sectors which paved the way for a mission-critical merger, say so.
  •  Don’t just focus on results—put your results in a larger context that makes your overall contributions more clear.

Front-Load Your Resume’s Achievements With A Strategic Focus

Most job seekers assume that recruiters read resumes the same way that they do. However, that’s not necessarily the case.

Many recruiters read a resume “in order” (a.k.a in pieces and parts) to see the big picture of the prospective candidate’s career. This often includes reading achievement statements differently than you and I do.

Before reading them in their entirety, some recruiters briefly review the first few words of each bulleted statement to test the waters, so to speak. They also do this to see if the accomplishments are more tactically or strategically focused. It’s imperative that you front-load your achievements with the strategic focus they’re looking for, assuming you have that experience.

  • In leadership positions, your strategy influence is often a bigger deal than your monetary impact. Begin your bulleted statements by clarifying your strategic impact, then note the specific impacts you achieved.
  • For example, here’s a typical “homemade” bullet written by a real job seeker: “Working on a green field project that would double the capacity of the plant.” Here’s a revamp which shifts the emphasis to strategy: “Road mapped Greenfield plant start-up from strategic planning to on-time, on-budget roll-out in 2 years. Outcome: Doubled throughput and increased revenue by $46 M.”

Align Your Education & Extra Sections With A Leadership Focus

It’s always important to include up-to-date listings of your educational credentials, including certifications, relevant affiliations, and professional development coursework. However, you shouldn’t overlook other details that can bolster the leadership focus of your resume.

  • Any evidence of your present or past leadership experience may be relevant. So, consider adding present or past volunteer leadership roles in professional or community organizations.
  • Make sure you include any for profit or not-for-profit board or committee roles you have fulfilled. And if space permits, include key initiatives you have contributed to during your tenure on these boards or committees.
  • Leadership courses completed at major grad schools deserve emphasis as well.
  • When you list industry-specific certifications, include them in acronym form as well as spelled out because either form is a keyword.
  • If you have won leadership awards or been selected for leadership development programs with any of your employers, make sure you note these.

Use The Job’s Title As Your Resume’s Title

This is a quick change but a critical one: make sure you insert the exact title of the position you’re pursuing into your resume as its title. This will add more keywords to your resume, but, more importantly, it will shape the perception of your resume’s readers to see you as qualified for the position you are targeting.

Now, this won’t work if you apply for a leadership role for which you have few, if any, qualifications. However, if you are well-qualified for the position you’re targeting and meet 75% or more of the role requirements, then this is a wise and appropriate thing to do.

Harness Your Career Brand In A Tagline

Whether you call it a tagline or a power statement, these single-line headlines are the perfect length to encapsulate a key leadership trait you possess along with your most influential and important career-long impacts.

These kinds of statements are big picture by nature, so they encompass the whole of your career rather than just your most recent role. Secondary or tertiary power statements can be used to spell out additional role-specific achievements.

  • For example, here’s the tagline used for an executive resume: “Fuelled $15B in revenue career-long while delivering 5x investor returns.” As you can see, short statements are more powerful when used as headlines; key details can be provided in the work history section of your resume.
  • Let’s say you’re a leader with a turnaround history—that would be important to note in a key location. Hence, a tagline such as this might be beneficial: “Reversed the performance of 4 mid-size companies from negative to up to +$144M in 11 months.”

All of the above are content shifts you need to make in your resume to properly position yourself as a leadership candidate. In addition, consider overhauling your resume’s “look and feel” to ensure you call attention to executive-level experience. Remember an organisation posting a job is looking to fill a capacity gap; so make sure you convince them that the capacity you have can fill their gap.

How Does Career Coaching Work?

Career coaching sounds like a good idea, in theory. We’re familiar with the concept of coaching as most of us have had a sports coach at some point in our lives. Having a personal trainer or workout coach has become a popular trend for many as well. If you’ve ever had a coach, then you know the benefit of having someone there who knows something about your current fitness, your past experiences, your future goals and keeping you on track and focused to achieve those goals.

I don’t know many people who would attempt to get involved in a new sport without the benefit of someone to coach them. Someone who can help them to understand the rules of the game, gain some basic techniques, and understand winning strategies.

However, when it comes to our careers we tend to think or believe  that we can and should go it alone.

At first glance, it may seem that people are too proud, or too confident to ask for help. However, with a little deeper investigation, it’s clear that people don’t really understand what a career coach does, or how a career coach can help their unique situation.

To help clear up some of the confusion, and answer some of the most commonly asked questions, I have answered the top 8 questions for anyone looking for a new job or career transition of any sort.

Q: How exactly does career coaching work?

A. Seeking the advice of a career coach is one of the best ways to lift your job search efforts to the next level, and shorten the time you spend in transition. Whether you’re looking for a new job, or hoping to move up in your current position, career coaches can help you devise the best strategic plan and set actionable goals based on your unique situation, skills, expertise, and career goals.

Q: What can a career coach do that you can’t do on your own?

A: While many of us rely on friends and family to be our sounding board and provide those all important sanity checks these amazing people are not going always able to see us as a hiring manager would. Having an accurate image of yourself in terms of the job market is what a career coach offers you. Coaches are there to see you as hiring managers, recruiters, and your professional networks see you. They provide the advice and guidance you need to establish a professional image and strategy that will get you hired.

Q: How do I find a qualified career coach?

A. Decide what is important for you in terms of what a coach can provide for you. Like many industries there are those who are ‘qualified and certified’. While an alphabet ( CPCC, ACC/PCC/MCC/SHRM/HCRI) of certifications behind ones name is elaborate and impressive the choice should always be based on what you want to get out of a coaching process whether there is an alphabet soup or not. A credible coach is one whose expertise is tailored to your needs.

Ask your potential coach if he or she has experience coaching people through any of these scenarios that are applicable to you:

  • Major career moves
  • Career transitioning
  • Creative retirement
  • Redeployment within a company
  • Joining the gig economy
  • Entrepreneurship
  • Or a situation which you are facing in your career

In addition, look for a career coach that has the industry and functional knowledge that matches your career goals. If you’ve been laid off, or are at a company going through restructuring, you may not necessarily want to find another job in the same industry or in the same role. If you’re ready to transition into something different, be sure your coach has the experience necessary to help you make the change you’re seeking.

Q: Do you have any stories that demonstrate the effectiveness of coaching?

I have so many success stories to share, but here are two that stand out to me.

Carmen’s story: When Carmen started her engagement with one of career coaches she was traumatized and felt that she didn’t have any value. After speaking to her, the coach found out she had several high-revenue wins at her company that simply weren’t valued or acknowledged by management. She consistently made her company several million dollars over five years despite working in the contracts department, which is usually a cost-centre, not a revenue generator. Together, we worked to get her up to speed with her professional image, self-marketing documents, and interviewing skills. In addition to building her self-esteem Jane and her coach worked together for 3 months and she interviewed at six or seven places with multiple rounds, and then received an offer you simply could not refuse.

Christine’s story: When Christine started with her coach, she immediately let her coach know she had very severe environmental allergies and related health issues that literally affected her ability to leave home. She was violently allergic to specific plants and had to use a nebulizer four times a day, which added to her restrictions. In addition she had an immune deficiency which added to and complicated matters significantly. When she had her first call with her coach, she was very concerned and lacked the confidence that she would find an opportunity where she’d have the flexibility to work from home. To start, her coach helped her re-frame her perspective and focus not on her restrictive medical conditions, but on the value she brings an organization. Over the next four weeks, they worked together to create a target company list. Within one month, she was offered her dream job where she works exclusively from home!

My coach provided me the motivation and attitude change I really needed to  effectively search for a job that suited my  needs. She gave me the tools and shared insight and inside knowledge of how company recruiting works so I could modify my approach,” she said.

Q: What advice do you have for someone who has been offered career coaching as part of a severance package?

First, I would say – Accept the help you’re being offered. If your employer has enlisted the help of an outplacement provider who matches you with a career coach, you’ll get the time, support, and expert advice you need to make a successful transition to a new job faster. It’s a mistake to let your emotional reaction to your situation cloud your judgement and ignore this valuable service that is being paid for by your company.

Some organizations may provide you with a coach as part of a structured development and career growth plan. Taking advantage of the opportunity to use a career coach can help you identify growth opportunities and stay on track with a personalized professional growth plan. Your career coach can help you identify professional growth options, such as:

  • Further education
  • Skills development opportunities
  • Openings to expand responsibilities
  • Possible cross-functional duties and projects

Companies that are providing coaching for their employees during workforce transitions may also engage career coaches to provide support related to resiliency. If offered, use your career coach to help you develop the skills you need to process change – whether that change is by choice or by force.

Learning how to deal with change is a skill you can use in many aspects of your life. Companies who do provide coaching and resiliency training understand that when resiliency can be developed as a skill by individuals, the company will benefit.

During a time of transition, your coach can work with you to establish a personal transition plan, set short- and long-term goals for the transition, and identify the benefits and expected outcomes of the transition.

Q: What exactly does a career coach do?

A career coach is there to meet you where you are and move you to the next level in your career or job search. They can provide insightful answers to specific questions, help you address a specific challenge that you’ve identified, such as salary negotiation skills, or give you the advice and guidance you need to polish your job search skills and refine your approach to looking for a job.A qualified career coach will be able to help you boost your image and develop the strategies and skills you need to land a job that best fits your abilities and desires.

Specifically, look to a career coach to provide any of the following:

  • Winning job search strategies
  • Interviewing strategies and troubleshooting
  • Mock interview practice
  • Advice to improve your digital profile
  • Social media image development
  • Networking strategies and advice
  • Salary negotiation skills
  • Career identification
  • Develop a strong personal brand that communicates your value
  • Ascertain opportunities
  • Prioritize options
  • Bring clarity to your myriad of career questions
  • Create a career plan
  • Provide resources and tools to put your plan into action
  • Career goal setting

Everyone needs a coach. A great coach will help you think beyond the limitations you’ve set for yourself and be there to guide you and cheer you on. See yourself as your teammates, recruiters, and hiring mangers see you – through the eyes of a coach who will find the best in you and help you to show your best to others.

The core virtue of career coaching is to help people assess their professional situations with a greater degree of honesty, curiosity, empathy and compassion.

 

Here are the most common misconceptions about career coaching?

 

My top three?

  • That a well-done résumé is all you need to conduct an effective job search.
  • A career coaches will actually find you a job.
  • You only have to attend a single career-coaching session … and your job challenges will be resolved. It actually takes about eight to 10 hours of coaching for the typical client to begin internalizing the key benefits of coaching.

 

Realistic expectations for working with a career coach?

 

 

  • By and large, clients can reasonably expect to gain career confidence, insight, encouragement and inspiration.

  • They should also feel as if the coaching relationship grants them some permission to relax a bit. Job searching can create a fair amount of anxiety, fear and vulnerability in people, and I often work with clients to unwrap those emotions so they can better understand how these factors may be keeping them stuck in the careers they hate.

  • A career coach will hold you accountable to the goals you have set for yourself. You can expect to have a crystal clear, realistic and achievable plan of action to achieve those goals quickly and efficiently when you work with a career coach,

Why Developers Need Career Coaching

Across the board, career coaching has shown to have remarkable benefits for an individual’s career. The Institute of Coaching reports that over 70% of those who receive coaching see improvements in their work performance, communication skills, and relationships.

Executive and senior managers routinely get coaching from consultants, who are hired to help them develop their leadership skills. CEOs including Bill Gates, Steve Jobs, and Eric Schmidt have all worked with career coaches to hone their communication, develop new concepts, and get feedback on their visions.

Working with a coach, developers and programmers can cultivate new skills, receive feedback on their career trajectory, and learn how to future-proof their resume.

Coaching can take different forms: informal coaching, like a coffee chat with experienced peers, to semi-formal mentoring or joining an organization/team that provides mentorship, to formally hiring a career coach. These are all valuable ways to get career feedback and input into your career decisions and progress. Coaching is critical to freelance developers seeking to stay ahead of the competition. Here’s why every developer needs career coaching along the way.

Develop your soft skills

Tech and coding skills dominate LinkedIn’s 2019 list of skills on employers’ wish-lists. Many developers have a relatively easy time finding work: in the job market. 90% of developers have at least part-time work. Very few developers are unemployed and actively seeking a new job. It’s a great position to be in, but it does mean competition for work at top companies will be steep. How can a developer stand out from the crowd?

Soft skills are among the most in-demand qualifications any employee can have, yet many developers and programmers ignore this area of professional development. Linked-in’s list of most-needed skills includes creativity, persuasion, collaboration, adaptability and time management. These are skills that can make a freelancer stand out for Silicon Valley CTOs and recruiters [as an example] who view dozens of coding challenges for one open position.

“In general, people from the technology sector tend to focus on hard skills but are not as focused on the soft skills currently in high demand. Once an employer has figured out a prospective employee has the hard-tech skills, what will make them stand out beyond that?” asks one expert.

Coaching can help developers by simulating real-world projects that hone communication skills, teach candidates to use agile methodologies, and prepare to work in collaborative teams.

Companies are seeking to hire: and you can command a better position in the job market by becoming a well-rounded candidate with more than one skill set.

Get guidance on your career path

There is always a demand for developers. It is easy to set your career on autopilot. When one opportunity ends, inevitably a few others pop up. A career coach can help freelance developers and tech professionals undergoing a transition navigate which opportunities are worthwhile.

“A tech career coach can help you figure out how you can get from working on small projects to large projects. They can assist you in planning which types of companies to work at in order to work on large-scale projects. If you are a freelancer, career coaching can help you design a plan to turn small opportunities into larger ones,” writes one software developer blog.

Get your questions about freelancing or consulting answered by someone with experience in the tech industry. A career coach can connect you with a larger network of professionals to help you proactively approach your career path.

Future-proof your skill set 

The tech industry is constantly evolving, and as AI, VR, and IoT trends grow. Developers must add new skills to their arsenal. However, when you’re in the weeds of work every day, it can be hard to zoom out and determine which skills you will need to develop next.

One example? Take the growing demand for JavaScript. In 2018, reports Hackerrank, 73% of developers said they knew JavaScript. This number is a marked increase from 67% in 2017 – and it makes JavaScript 2018’s most well-known language.

However, students graduating from computer science programs[generally] aren’t learning JavaScript. Only 42% of student developers are learning JavaScript – it’s simply not taught at most universities. That means most developers are having to teach themselves JavaScript to stay competitive in the current job market.

Coaching can help flag discrepancies like this for developers seeking to future-proof their knowledge and skill-sets. “Coaches can use assessments to identify strengths and weaknesses, both in terms of personality and skill-sets. They can also help job seekers understand how a skill can be applied in a different way to a new job,” writes TechRepublic.

Career Coaches keep tabs on macro-trends in the tech world to tell you where you’re falling behind. Some tech coaches will also take it a step further and place a developer in a job. These coaches know IT recruiters and can help you study for the technical portion of an interview. Developers can take advantage of coaching to stay competitive in the job market, grow their soft skills, and ensure the longevity of their professional status.

Article Adapted from JetCake

The first steps to any Career Pivot

The first step to any career pivot is to get a clear understanding of what is important to you so that you can then figure out what the right career is for you.

Often career changers ‘jump in at the deep end’ of career change, trying to list job options they would consider before thinking about what exactly they want to get out of a career change. This can result in a lot of frustration, and rarely results in a good career change.

 

Why? Because picking a new career without understanding your basic ‘me-criteria’ is akin to closing your eyes and picking a career at random. No wonder people spend years going around in circles trying to decide what to do next.

With a real understanding of yourself you can create a list of your career ‘must haves’ and ‘deal breakers’.

  • Do you will have criteria for deciding which careers to explore and which to eliminate?
  • Do you understand how to filter your search by what makes you tick, what motivates you, what environment is right for you?

Here is a three step process to help you:

Step 1: Get clarity

  • Your passions are important but not the whole picture. Remember to maintain a balanced lifestyle so that you are able to give attention to all aspects of your life that need it.
  • Identify what stage of the career change journey you are at and how that can help you know what the next steps are. Spend time evaluating your current job satisfaction and reoccurring themes of dissatisfaction. Which aspects of your current job do you like and dislike? Are your dissatisfactions related to the content of your work, your company culture or the people with whom you work?
  • Remember you can’t figure it out by figuring it out. The simple reality is that if the solution to your career change lay in more analysis, in making more lists, reading more books, taking more psychometric tests, or simply figuring it all out in your head – you’d have found it by now.

Step 2: Generate & filter ideas

  • Be practical  if you don’t know where to start
  • Choose the best ideas, if you have too many
  • Start testing your ideas without leaving the safety of your current job
  • Don’t try and do this alone – having bursts of energy to do something about your career, followed by periods where you get swept back into ‘life’, surfacing weeks or months later and realising nothing had changed is not a useful roller coaster. Seek out others who also wanted to escape and did;  enrolled a career coach; and  start to meet and hang out with different types of people. The net effect of different ideas, different connections, and accountability will all lead to forward movement.

Step 3: Draw a road-map

  • Don’t Rush the decision.

Before you commit to the decision to change careers, make sure you are positive—absolutely positive—that you’re doing it for the right reasons. The following qualify as the right reasons: Your industry is dying. Your life priorities have evolved. You fell into your career by accident, simply because it was convenient at the time.

  • Decide on your priorities and do your research e.g. Salary, flexible working conditions, remote working should be considered

If you’re in a low-paying field and the current job is no longer keeping the lights on, running the numbers doesn’t mean you’re money-hungry—it means you’re realistic. The mistake however would be choosing your new career solely on earning potential, rather than how well it matches your interests, values, or strengths (you know, the good stuff). In the end, salary may be part of the reason you’re unhappy, but it’s probably not the only reason.

What does a Life-Coach do?

Have you ever been in one of those conversations with friends or colleagues where they talk about something and just assume that the topic under discussion is common knowledge. You listen to the comments and you get the distinct impression that everyone knows what they are talking about so you feel a little silly asking the obvious question.

I had this happen to me some years ago – some colleagues where sitting together at lunch time and talking about life-coaching and they all seemed to know exactly what a life-coach was and the benefits and services a life-coach offers. I sat there listening to the conversation and felt decidedly out of the loop – I had never really heard abut this thing called Life-Coaching and I certainly didn’t know what the services on offer where or the benefits. If sounded a bit like a watered-down version of therapy and frankly I was unconvinced of its merits. It just sounded too fluffy and touchy-feely for my liking and just a little pie-in-the-sky for my hard-core technical brain. I was nonetheless intrigued and I started doing some cursory reading about this life-coaching stuff because really I wanted to be able to counter the opinions of my colleagues with some well documented counter arguments.

I soon discovered that my thinking on the matter was shifting dramatically and I found myself being progressively more convinced of the value of a coach. The more I read and researched the more I discovered a whole new world of opportunity and options available and was converted from an uninformed nay-sayer to becoming a Coach myself.

So when I read a comment that suggested people don’t really have a good understanding of what a coach really does, my mind was cast back to those early days when I too was not sure about who or what a coach is or does and I could so relate. I remember that feeling of being out-of-the-loop and not having the courage to ask that “so what is this coaching stuff about” question for fear of being embarrassed at being the only one who didn’t know.

So for those who have felt out of that loop and are not sure about what a Coach is or what it is we actually do – maybe this will help.

The definition of a life coach is a bit slippery. Though certification schemes exist—some respected and widely recognized, many not; there is no singular regulator, licensing body, or governing board.

Here is my definition. Does it resonate with your understanding? Life coaching is a interactive relationship between a coach and a client; designed to tap into your full potential. Someone who helps an individual focus on their present life, make necessary adjustments (big or small),to move forward and realize their goals in their personal and professional life.

Just as high performance athletes wouldn’t think of training without the added insight, objective perspective and enthusiastic support of a coach who will push them on those grumpy days, help them course correct as needed, encourage them and hold them accountable. Many of today’s most successful business leaders, professionals, executives, entrepreneurs and CEOs use the services of a coach to take their lives, careers, or businesses to the next level. 

Newsweek describes a coach as “Part consultant, part motivational speaker, part therapist and part rent-a-friend. Coaches work with managers, entrepreneurs, and just plain folks, helping them define and achieve their goals — career, personal, or most often, both.”

Many coaches take a “lead the way” approach. With social media platforms making accessibility so easy many coaches tend to share their lives on these platforms which allows a potential client to get to know them and so by the time they decide to work with a particular coach the client almost feels as though they are already friends with their coach and there is an energetic influence that happens.

It’s hard to estimate how many life coaches practice worldwide. But according to a 2016 study (pdf) by the International Coach Federation (ICF), which is one of the industry’s most recognized accreditation organizations, there are approximately 53,300 professional coach practitioners worldwide.

Do you want a life coach? Or do you want the well-lit and seemingly well-balanced life of a life coach? The more I followed and read and researched, the more I realised I wanted both.

For many people working with a coach is a transformative process which can sometimes be exhausting and is definitely time-consuming. One thing certain with a coach you do make incredible changes in your life.

There’s an ever-increasing demand today for life coaching services because so many people want more out of their lives, and they know that coaching can be a quick and substantial way to move in that direction. Coaching primarily works from the premise that you are the expert in your life. You are the only expert who can recognize what is absolutely best for you. We are simply experts in the coaching process. As your coach, we help you discover what your own personal “best” might be.

Every day we make choices to do or not do many things. These choices may range from profound to trivial and each one has an effect that makes our lives more fulfilling or less fulfilling, more balanced or less balanced, that make our process of living more effective or less effective. Life coaching helps you learn how to make choices that create an effective, balanced and fulfilling life. We help you connect your head and your heart in a way that transforms your passion for your dreams into action for your life.

What Does a Life Coach Do?

We Help You Identify Goals

We Help You Achieve Your Goals

We Guide You Through Changes and Obstacles

We Give You Permission to Follow Your Dreams

We Teach You How to Make the Right Decisions for Yourself

What does a Life Coach NOT Do?

Life coaches do not treat medical conditions such as depression, anxiety, or any other mental illnesses.

A life coach will focus mostly on looking toward your future, rather than dealing primarily with your past.

Many Life Coaches have niche areas so remember not all life coaches focus on every aspect of life all the time. While it is important to note that many Life Coaches can deal with many aspects of an individuals Life many have carved and have become highly specialised in niche areas.

This means that you will need to be selective about the coach you approach to work with. There are a range of questions you can ask to decide on the type of coach you need to work with and many coaches will do an initial pre-qualification or meet and greet session to determine a few crucial aspects – take full advantage of these as they will give you a good sense of whether the coach you have approached is the right fit for your unique needs.

So who hires a Life Coach?

Simply put, people who want more. People who desire growth in their personal or/and professional lives, and people who want that growth to come faster or easier. Anyone in any walk of life can hire a life coach for almost anything they want to improve in their lives.

In general, people who hire a life coach tend to be people that want the following:

  • To achieve their goals and be successful
  • To find happiness
  • To find their life purpose
  • To do what they love
  • To decide on or change their career
  • To be more confident
  • To find love or improve their relationships

Why is Life Coaching becoming so Popular?

A simple reason for this is the mere fact that we all tend to get stuck in certain places in our lives whether it is due to comfort, fear, ignorance or something else. We all tend to need a push and some guidance to get us moving and heading in the right direction again, and this is exactly what life coaching does.

It Works

Life coaching is a very versatile field because there are coaches that can help people and businesses reach a  wide variety of specific  goals. Motivated and unmotivated people alike can benefit from the efficiency and expert direction that a life coach can bring to their lives. Life coaching has been proven to improve work performance by 70%. It is also shown to improve other important factors such as: self-confidence, relationships, communication skills, life/work balance, team effectiveness, time management and more.

Studies have been done on how effective life coaching is and some are based on ROI, some are based on the satisfaction of the client and their willingness to return. Both types of studies have proven the effectiveness of life coaching. Approximately 86% of the companies studied said that they made back what they invested in using life, career development and professional coaches. 99% of the companies and individuals who used life coaching were more than satisfied with the experience and 96% said that they would use a life coach again and recommend using a life coach to a friend.

3 Reasons WHY Executive Coaching is Important

Read what CoffeeChat has to say about Coaching – Very Good Reasons

1) FOUNDATIONAL SUPPORT

Even if leadership skills come to you naturally, to sustainability grow yourself and others, you need to intentionally develop your executive presence by developing mental models to that will guide and scale up your decision making ability.

2) MOVING TO THE NEXT LEVEL

As they say, what got you here won’t get you there. With a new leadership role comes higher expectations to communicate effectively and lead by example.

3) CONTINUOUS GROWTH

Even top-performing leaders need to continue to grow themselves. As an executive, you must actively reflect on how to challenge and inspire your teams and compete on the global stage in a rapidly-evolving world. Download our Guide to Executive Coaching to see how you can use the CoffeeChat platform to find your very own coach.

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