Career Transition Coaching

Basically career transition is the process of finding and moving into a new career. There is no set period of time for career transition and no limit to the number of times you might decide to change.

The career transition period may start years before you consciously decide to make any change. It can include daydreaming about something you would love to do, meeting people in careers that spark an interest, reading books or seeing films about things you enjoy, etc. as well as actually trying things on for size. And it may continue all the way up to and even after starting your new career, when insecurities and self-doubts can still creep in.

A career is an individual's journey through learning, work and other aspects of life. There are a number of ways to define a career and the term is used in a variety of ways.

Companies that offer outplacement support do it for several reasons that include good will and risk avoidance. Make the investment count by offering the service that is most meaningful to the ex-employee and accomplishes your objectives.

One of the best ways companies can help exiting employees is to think about the type of services that will best assist them and offer alternative solutions such as working with a career transition coach, who assesses the individual's needs and develops a personal plan that is monitored with execution support. Career transition coaches often work with the more difficult situations where re-employment may require additional effort or focus.

Prepare your marketing strategy, incorporating goals and objectives. This includes:

☛ Listing target positions:

☛ Industries and organizations

☛ Desired organizational characteristics

☛ Geographic preferences

☛ Compensation range.

Narrow the target list based on a realistic assessment of your value in the industries, organizations and roles that interest you. As a rule of thumb, focus on a maximum of two or three industries and 10 to 20 organizations. Choose another 10 organizations for a backup plan.

Finding a hidden job market of opportunity requires networking and research.

Behavioral interviewing is a process made popular by industrial psychologists back in the 1970s. It is a style of interviewing that forces you to answer questions that demonstrate your knowledge and competencies based on past experience. The process is based on the assumption that past performance is predictive of future performance.

As you move your action plan forward, try to get feedback whenever possible to make mid course corrections and improve your results. Ask yourself:

☛ What is and isn't working?

☛ Where can I improve?

☛ Are there gaps in my performance that need filling?

☛ Am I being realistic?

☛ Am I interviewing well?

☛ Do I need to review my references for problems?

☛ Am I devoting my time to the job search as if it were my job?

☛ Am I keeping enough "irons in the fire" at all times, or am I waiting for each opportunity to play out?

☛ Am I meeting the timeline I set for my search?

The "hidden job market" refers to jobs that are not published or visible in the job market. These are the jobs that have not gone to search, or perhaps those that a company has not realized it needs yet.

Identify a target list of executive recruiters in your field or industry, and send them your resume. Research the annual reports, press coverage and industry news on the identified company targets.

If a recruiter asks this question, you should be prepared to answer in terms of your total compensation. If you are a serious candidate for a position he or she is recruiting, this person will be negotiating on your behalf. He or she has a personal stake in getting you the best compensation possible. Do your research on the company, compensation studies and surveys related to the position and industry.

It is always important to evaluate prospective employers thoroughly. One critical area is the management team. Visit the company's Web site for bios and information about the management team and board. Use online resources to tap into publicly available information sites, such as Yahoo! People Search or Hoovers or use your network to find people who have worked with them. Check out financial information through public records and depending on the position you are seeking, ask to see the financial records. Find out who is backing the company financially and about the structure of the financing. Research the product or service, competition and marketing strategy.

Most people start with the Internet when they are looking to make a career move. There are thousands of job posting sites and millions of jobs online. With the rise of automation in the search process, you would imagine this is where most of the jobs must be found. However, studies and surveys indicate that 60 percent to 80 percent or more of all jobs are still filled through word of mouth and networking. It is still who you know that counts. The higher level the position, the more the networking pays off. Use the Internet to find and refine your targets, and to research companies, industries and executives. The world of information is invaluable when doing your due diligence.

Looking for a job in another region or country is challenging. When targeting a geographical area, it helps to leverage any connections and contacts living there to help you with networking and local information. Research the cost of living comparisons, housing market, schools and general job market. Check out regional job boards and local recruiters and identify the fastest growing companies in the area that are related to your industry background. Consolidate trips by scheduling as many interviews and networking meetings as possible.

An executive resume needs an executive summary, core competencies and quantifiable accomplishments. Quantified means that it details how you made your company money, saved money, increased efficiency, reduced costs, etc. Use numbers and percentages. Your resume will have about 15 to 30 seconds to catch the attention of a prospective employer.

Identify the top three to five people who know you well and can speak knowledgeably about your professional and personal attributes. References who hold senior positions often carry more credibility. Make sure they are positive about you and can be articulate and effective salespeople for you. Send a letter or e-mail thanking them when they agree to serve as a reference. Include a copy of your resume, give them a description of the position you are being considered for, and tell them the reasons you are leaving your current job. Call them and let them know that they may be getting a reference call, and ask them to let you know when they are contacted.

If you call early in the morning, around lunchtime and at the end of the day, you are more likely to catch your contact at his or her desk and avoid the "gate keeping" assistant. If you do not have the direct number, try using the company's automated phone directory. Call a digit up or down and after apologizing, ask to be transferred to the person's direct line. Make friends with the assistant and try to get him or her to arrange a good time for you to call.

The average career search, including all levels, now takes six to 12 months, according to department of labor statistics. For senior executives, the averages can be much longer. The length of a job search is directly related to the amount of time dedicated to the search and how well-organized and focused the process is. You should treat your career search as a career.

Any good job search begins with a thorough self-assessment. Ask yourself these questions, and spend some time reflecting on the answers:

☛ What are my values?

☛ What guides me as I make my decisions? Money, making a difference, security, challenge?

☛ What are my professional and personal priorities and objectives for the next few years?

☛ Where do I want to be in my career in the next five and 10 years?

☛ What are my core strengths? What's my value proposition?

☛ What provides meaning and purpose in my life?

☛ Where does my career fit into my vision of life?