Re-purposing your Skill Set Presented by: Bruce Randall, CRIEC Richard Bucher, Right Management

After Layoffs....Impact on your Workforce Agenda Introducing the four phases of the Career Change Process Aligning your career to what organizations are looking for. Introducing the Career Changers Guide – A workbook that will serve as a foundation to help you implement each phase of the career change process. http://www.calgaryeconomicdevelopment.com/ workforce/labour-market-overview/workshops/ Acknowledge challenges of job search in current economic times – but not impossible. This presentation to help in how to present yourself as “valuable talent” and also how to consider the possibility of looking outside of the box of energy during this time.

Career Change Process Phase 1: Determine what to change: job type? Employer? Industry? Field? If you can name it, you can claim it! Identify skills that meet needs of alternate work environments Phase 2: Research new interest areas via printed, online, and people resources Identify/use opportunities to gain relevant experience Phase 3: Be able to knowledgeably present how your unique blend of experience can be an asset Phase 4: Find mentors willing to assist in transition Personal Board of Directors PHASE 1: Determine what to change: job type? Employer? Industry? Field? Identify skills that meet needs of alternate work environments. Assess status of financial resources, family support, time available, etc. PHASE 2: Research new interest areas via printed, online, and people resources. Implement extensive informational interviewing campaign to get familiar with new field and make contacts with people who can help you gain entry. Determine retraining needs. Identify/use opportunities to gain relevant experience. Use information gathered to test, validate, and refine original decisions about potential directionsegin to develop relevant accomplishment statements and effective 30-second commercial. PHASE 3: Be able to knowledgeably present how you meet needs of potential employer, and how your unique blend of experience can be an asset. Know priorities, and realities of stepping onto new career ladder, in order to negotiate most favorable compensation balance. PHASE 4: Be proactive in seeking additional training/skills development. Find mentors willing to assist in transition. Consider impact of your personality, work and leadership styles on work environment and performance. Begin to evolve your next career goal, and be proactive in getting experience and developing relationships will need to reach it.

Bruce Randall - Introduce Panel

Career Alignment ALIGNMENT What does organization offer? What do I offer? ALIGNMENT Thinking ahead to your next position…. CAREER ALIGNMENT: The process of self-promotion is about the alignment between What I have to offer and what organization wants. You are making a link to whomever you’re talking to on how your Assets as “You and Company” can add value to organization. You have a good job fit and it’s a WIN-WIN What does organization want? What do I want?

You and Company! To manage our careers effectively, we need to treat ourselves as we would a small business. “People need to face what is really happening and learn new ways to work… In a real sense, we’re all self-employed temps, running little companies that might be called ‘You and Co.’. Individuals need to stop clinging to jobs and start developing their resources as microbusinesses”. William Bridges To maintain MARKETABILITY we need to view ourselves as a small business. You and Company: read quote. When talking about ourselves, sometimes we hesitate because we do not know where to start.

You and Company! Assets Skills Knowledge Experience Reputation Track Record of Accomplishments Personal Characteristics Existing Relationships/Contacts Ensure that others know what you can achieve and have achieved. Thinking about yourself as a small business, what are YOUR assets? What are your skills? What are you good at? What have you been recognized for? What are your Core Competencies? Knowledge: What’s your area of expertise? Experience: What is the span of your experience? What positions have you held to get to where you are now? Accomplishments: How did your actions and ideas solve problems? Personal Characteristics: People typically overlook how their personal characteristics play into their assets: Are you fast-paced and action-oriented? Are you quiet, low key, efficient, precise, tenacious? Reputation: What are you known for? What do people say about you when you’re not around? CRITICAL POINT: YOU NEED TO LET OTHERS KNOW WHAT YOU HAVE ACHIEVED RATHER THAN JUST LETTING YOUR WORK SPEAK FOR ITSELF. This is your PERSONAL BRAND. WHEN THINK OF NIKE, WHAT DO YOU THINK OF? WHEN YOU THINK OF PEPSI, WHAT DO YOU THIINK OF? WHEN YOU THINK OF THE BODY SHOP, WHAT DO YOU THINK OF? These are brands that we know about based on reputation. Your reputation is: What you bring to your position, to the job and to the company. If you do not manage your reputation, who will?

Demonstrate you are “valuable talent” Make the case that you are a valuable talent by demonstrating the following: The abilities and competencies you have and your particular strengths: Analytical, leadership, follow-through. How you see organizations developing during the next two years and how and where you can make a contribution. Your notable achievements and how you are developing yourself professionally. Your unique characteristics e.g., sense of humour, straight-talking, decisive, innovative, logical. (What is your style? How do you differentiate yourself?) Wherever possible, give specific examples as they carry much more conviction. Differentiate yourself.

Career Changers Guide – Tools Available Find a Focus – Where Am I Now Interests & Abilities – learn areas of interest in which I possess skills Values – are your dreams in sync with your “must have” and “high want” values? Research – what areas of YOURSELF do you need to learn more about in order to help you consider a career change? Transferable skills – learn the categories that show both skills you can do and enjoy doing. Job search action plan Career Changers Web sites Review the tools in the career changers guide – depending on time – may stop and have audience spend time with some of the tools