When you think of changing your career midlife, the best way to do it is to go to school once again, but it could be the worst also depending on what field you are choosing. When you were in college what you wanted was to go into a University; hence you studied the field that allowed you to go to the University.
Now there is nothing to worry about learning. The only way that you could get confused is on making the choice. With online education in place you have many options to choose from.
In case you need to change and go to a different field you have options to educate yourself even of a MBA online and you cannot gauge if you basic degree has any value now.
If you go for the careers that came up recently which were not there two decades back you will run into more problems as the number of choices you have are more than thousands. As such before investing your money and spending your time on a new career better give it a little thought.
When you go for a career change first think if you need training or your previous experience is enough to carry you into the new a career.
If you think of working for a company check if the value credentials over experience. Also degrees from some Universities are preferred.
Next you need to consider the case of schools scheduling their courses. Sometimes you will find that the course you need to join starts every two years.
The third aspect to consider is to if you need to write a dissertations. If so, you will need yourself introduced to the students who write them by the University authorities.
Due to the different ways schools carry out this dissertation work even if you have done everything right you can get delayed.
You need to talk to the students to learn these things and if you feel that the University is discouraging you from doing that forget it and go to another University.
Fourth aspect to consider is to check with the most successful graduates of the course whether you will fit in there.
You will be able to get the maximum benefit of a top notch MBA in case you are just past teens and you have a few years of work experience. If you start on a certificate program you will be able to start a new career in case you have good connection with an already existing net work.
It is possible that you will find that the graduates are coming back to the same employer and they don’t change career.
For sure you might have other goals for completing the programs after beating all these hurdles but you must first understand the hurdles you are going to face.
Finally check the people who teach in the University you are going to enroll. If they are all people who have graduated from the same University There is little chance for innovation and growth.
ByÂ Anna J. Stewart: Choose the perfect Resume Writer for yourself! You can also see a full list of our services by visiting: http://www.ResumeLines.com
If you’re a career-changing Baby Boomer, you may feel like you’ve gotten lost with Dorothy in Oz. You’ve achieved success in your career. You’ve built skills and a strong work ethic. And now you’re ready to move on…and it’s not working.
Many of my own clients tell me, “I haven’t had to look for a job for 20 years.”
Twenty years ago, you probably didn’t have a cell phone or an email account. A worm was something you put on a fish hook and a virus was something you caught from visiting friends. You could bring your whole set of kitchen knives onto an airplane and gas prices…well, we won’t go there.
And career counselors were handing out tests that promised to predict our aptitude and attitude.
Today as many as 90% of workers wish they could find a new career, but few actually succeed. Most are held back because they’re still guiding their progress by what they learned when they begin their careers, 20, 30 or 40 years ago.
Myth #1: Science supports the traditional linear career change model: test for interests, identify careers and go find a job.
Reality #1: You probably discovered this idea in a self-help book. Maybe you hired a career counselor. But it doesn’t work. Clients often call me because they’re stuck in the first stage: looking inward for guidance. They take tests and contemplate “what I really want.”
But researchers at Stanford and Harvard have found that career exploration proceeds in a zig-zag trial-and-error path. The word “serendipity” has been used in mainstream career research journals. Action, not introspection, is the key.
Myth #2: Starting a business is riskier than seeking a new job.
Reality #2: I would never tell anyone, “Stop job hunting and start your own entrepreneurial venture!” But these days, I recommend moving in parallel paths. Keep looking for a job but get serious about self-employment.
If you have a high profile in your industry or community, you may have trouble getting hired – but you might find yourself in demand as a self-employed business person. And if you’re above a certain age, you may meet resistance from the traditional job market.
Myth #3: Skills that brought you career success are the same skills you need for career change.
Reality #3: Career and business achievement calls for football skills: teamwork, planning and playing your position. You get rewarded for being in the right place at the right time.
But career change typically happens like playground basketball. Your biggest successes will be unplanned. The rules change and if you want a team, you will have to find them — or even hire them.
Myth #4: Ignore unexpected thoughts like, “Maybe it’s time to move.” They’ll soon go away.
Reality #4: These hints come from your intuition, which is not a woo-woo concept but a reliable source of insight that has been recognized by mainstream psychologists and scientists. When you ignore these whispers, you may find yourself sabotaging your own success.
Myth #5: Make tough career decisions like business decisions: run the numbers.
Reality #5: In my experience, career decisions follow their own logic. You develop scenarios and stories. You ask, “Can I live with my worst case scenario? If not, what can I do now to avoid having this scenario unfold?”
Myth #6: Fear is a signal to stay where you are, not challenge the status quo.
Reality #6: Contemporary psychologists recognize that fear can be your friend, especially when you’re moving outside your comfort zone into a new adventure. Fear means you’re taking care of yourself as you move into the unknown.
Sometimes you will work in and through the fear. And sometimes you experience fear for a good reason: time to gather more information before moving ahead.
Myth #7: Career change means feeling stressed and miserable.
Reality #7: Career change can become a source of meaning and growth. Most people look back with gratitude on this time in their lives.
As you progress, you begin to feel strong and powerful. You recognize more and more of what you want. The magic happens when you connect with a glimpse of, “This could be good.”
Cathy Goodwin, Ph.D., is the go-to player changing careers, moving on or up, or facing a tough decision. She’s the only career consultant with a double specialty: career and relocation. Discover career magic without the woo-woo. Website: Midlife Career Change Download your 21-Day Extreme Career
A fundamental shift in our perception of second-half of life living is currently reshaping our thinking about the maturation, personal effectiveness, worthwhile endeavors, and deep soul meaning of this new more mature stage of life. All of our former assumptions about life’s second half are fading into obsolescence as a new day dawns on what it means to be living optimally. The worn-out search for redundant relaxation in the maturing years is being eclipsed by search for deepened relevancy. We now know that idle busyness is deadly, that endless rest is deforming not transforming, and that play can only be truly enjoyed if it’s balanced by something worthwhile to live for. The goals of working over the lifespan have changed indeed.
Maturing life is no longer viewed as a forced march toward becoming “over the hill” with its baggage of creeping diminishments; no, we’re on a new growth path toward capturing our genuine personhood like we’ve never been able to before, with an accent on gaining new wisdom, finding new arenas for purposeful action, and discovering new personal significance beyond anything experienced previously.
Researchers who study adult development have asserted for some time now that maturing adults want much more than simply surviving as they contemplate the rest of their lives. They want to thrive. This means defining health and happiness away from words like contentment and adjustment, submission and resignation, and toward goals like ‘completive aliveness’ and ‘eagerness of spirit.’ This kind of proactive health demands that we engage in the great life adventure of expressing the soul purpose that’s emerging in us now. While the adventure is lifelong, its pace quickens as we move beyond our former careers and enter into new arenas of growth.
Our former jobs paid the mortgage, put the kids through school, and provided a financial foundation for daily living; indeed some of us are still there. All of this was necessary of course in those former times and stages of life, but for lots of reasons we’re now looking for something more, something that scratches that deep-down itch for achievement of a different sort, something that feeds our very being.
It’s hard to even put these needs into words, but needs they are nonetheless; they’re requirements of our real self that push us, sometimes only softly, and at other times with a roar, but always with a surprising persistence – they don’t want to go away! We can try to push them away, but when and if we do… we always pay a price. These new urges from within, these psychological wellsprings of motivation, urge and beckon us to use our personalities in new ways so we can translate these life urges and desires into a new reality.
This new adventure in living needs power, a vital energy that propels us, feeds us, and stimulates our internal “juices.” We need something to “fire” us. The primary way of accessing this internal power is by identifying a goal, dream, life cause, or “life purpose” that stirs our soul.
Even after a two week holiday, it can seem as if a lot has changed when you return from work. So it’s no wonder that most women returning to work after a career break feel that it is a daunting prospect indeed.
Of course, you know that this time off has been anything but a time for relaxation and you might feel as if you have been working harder than ever. Nevertheless, it’s now time to get back to a career and you need to pay attention to your CV or resume.
1. Look at this from a positive point of view. During your time off you have amassed several new skills. You are really good at multitasking, time management, project management and your coping skills have improved considerably! Never underestimate what you need to do to manage a busy home and bring up a young one and look at these skills as important additions to your resume.
2. Some specific coaching for women advocates that you should compose a “functional” resume in this situation. This type of approach lists your skills and qualifications rather than focusing on a chronological list of employers. As such, you are definitely focusing on your experience and this should be stressed in the body of the document. List your employers without reference to dates and focus on your skills, experience and qualifications above all else.
3. Don’t be defensive when it comes to your time off for maternity leave. Many women worry that employers judge them if they have prioritised family over career. But let’s put things in perspective here. There are plenty of far more serious things for employers to get concerned about such as lack of honesty, unwillingness to work hard, disloyalty etc. The list goes on and on. Prepare yourself as if you were a saleswoman: What objections might be raised and how will you overcome those objections!
4. What have your interests been whilst you’ve been on your career break? Have you held any volunteer positions? Perhaps you took evening classes or further study. Put all this experience into a positive light and include it on your resume. If nothing else, it shows that you’re able to multi-task the role of mother and home keeper with other interests and duties and this strengthens your position in a prospective employer’s eyes.
5. Show that you are in control of every situation by outlining your plan to manage that time off. In other words, it would be far better to say that you had initially planned to stay home with a newborn until a certain point in time, until he or she arrived at a certain age, for instance. This is so much more professional than if you were to come up with a “woolly” answer such as you were prepared to stay at home until the time was right to return to work. Once again, it shows that you are in control.
6. Do some research before you prepare to send out those resumes. How long have you been away for? Find out if anything significant has changed in a prospective employer’s business. This might be the time to catch up on your specific education, even learn a new system operating procedure. Make sure that you include this on your resume, as it will strengthen your position.
7. You don’t necessarily have to use contacts that you had before you took your career break, and you don’t have to include references only from the workplace. By keeping in contact with some of your networking contacts whilst you are away from the work environment, you will create a useful list of people who might be able to provide you with references testifying to your good character.
In our modern society, professional coaching advice from online life coaching experts can help you to focus on all that is positive in your life, so that you come up with a perfectly presentable resume.
Amanda Alexander, Director of Coaching Mums, helps mumpreneurs and work at home mums who long for more hours in the day. Through her professional coaching programmes and online coaching courses, Amanda helps mums to create successful businesses that work for them. For self-coaching tips to help you achieve more, sign up for Inspire, our free newsletter at http://www.coachingmums.com
The decision to seek the services of an external coach is often made because of the many benefits currently recognized. Apart from personal benefits for the individual, (increased self awareness, better goal setting etc), surveys have also found clear links to improvement in business performance metrics, such as quality, productivity and revenue. Once the decision has been made it is then handed over to HR to find the appropriate coach or coaches, and that is when difficulty can occur. HR may not have done this before, so knowing what you are looking for is critical. There are two specific areas that you should consider. The Profile of the coach and the Selection process to use.
The profile of the coach should cover many aspects including the following: Background Experience References Coaching Hours Types of assignments Professional Body member Professional Insurance Personal Characteristics Supervision Industry Experience Qualifications Training Tools and methods Boundary Management
To expand them further look for the following:
Background: What is the background of the coach, have they come from a commercial background or from a therapeutic background or a mix of both.
Experience: What organizational level they have worked with, particularly relevant if you are selecting a coach for a senior leader or executive. What kind of assignments have they taken on.
References: All good coaches should be able to supply references from previous clients. No specific details but overall performance should be covered.
Coaching Hours: It is a good idea to find out how many coaching hours they have carried out, more hours usually equates to more experience.
Types of assignments: Have they focused more on career coaching or work-life balance, this may be useful to see how it matches the individual’s needs.
Professional Membership: There are a number of professional bodies now in existence, (eg EMCC, AC, ICF etc), all with a “code of conduct” and a set of ethics. Make sure they belong to one.
Professional Indemnity Insurance or (PI): Not essential, but most established coaches will have this and many organizations now require it. (pays out if for some reason it was proved that the coaches intervention cost you money).
Personal Characteristics: There are many to consider, here are just a few: How good are they are giving feedback and being challenging. Do they build strong rapport, are they great listeners, can they be flexible with their style and methods, can they motivate and encourage new thinking, do they use situations for continuous learning of their own…..
Supervision:) Many but not all coaches use supervision, separate meetings with another coach to discuss their coaching. Often used as ongoing self development and another perspective for spotting potential areas for concern. Many of the coaching bodies see this as essential.
Industry Experience: This may not be relevant for the detail, but might be important for understanding context and also for initial acceptance by coachees. But remember it is well accepted that coaches do not need industry knowledge to provide great coaching.
Qualifications: There are many qualifications available now, do your research and ensure it’s accredited to one of the major bodies. (also remember that longer established coaches will not have had access to these, so this does not guarantee a good coach)
Tools and Methods: A good coach will be able to use a wide range of tools and methods and show flexibility in how and when they use them. Beware of the one size fits all approach. You should also explore how they construct a coaching program, how much will it be aligned with your organization, what reporting will they provide for you. You may also want to find out if they use reflective learning with their learners.
Boundary Management: Find out how they recognize and manage boundaries. This is often a very sensitive area. Coaches need to recognize their own limitations and should not knowingly accept someone for coaching who really needs specialist support. The above is an initial guide to what you should be looking for. The next stage is to run a process that will allow you evaluate these criteria and then make an informed selection decision.
As you begin to evaluate yourÂ encore career, it is important to establish your core values as a tool for discovering your encore career. The next step is to determine what skills or expertise you have that align with what you define as your personal values.
In order to do this, you must look back over your experiences to find those things that you’re not only good at, but you really enjoy doing. Face it. There are lots of things you’re good at that you dread doing. But, what’s the sense of creating an encore career that has you doing anything but what you most enjoy?
Uncovering those things that you most enjoy that you’re good at is a great next step on your internal journey of discovery for your ideal encore career. Take some quiet reflection time, and ask yourself these seven must-ask questions:
1. What do/did I enjoy most about my current career? This is a terrific place to start. Write down every thing you like about your work, that puts a smile on your face. If the challenge (and enjoyment) are long gone from the work you do, think back to the beginning. What excited you about the work? What pulled you out of bed in the morning that you couldn’t wait to do?
2. What do I most enjoy learning? Over the years, you’ve most likely invested a lot of time and energy in learning. Only include what you learned for the simple joy of it. Please leave out what you either “had to” learn for your work, or what you learned for the people you love, but didn’t light you up.
3. What do other people always come to me for? This is a great one. I’ll bet there are a number of things that the people in your life consistently ask you for. It might be for your ability to see the big picture, help solving a problem, or just to be heard. These are great clues as to what you’re good at. Again, only write down the ones you really enjoy doing.
4. What do I discount as valuable because I do it so effortlessly? For years it never occurred to me that my energetic, enthusiastic cheerleading would be something that I could earn a living at, because it’s just part of who I am, and I’ve been doing it since I was a little girl. But, my coaching, writing and presenting make good use of this gift, and that I get paid for it is a wonderful bonus.
5. What do I love so much that I would pay someone to let me do? Okay, so now you’re sworn to secrecy. I love my work as a coach and workshop leader so much that I would gladly pay my clients to let me coach them, and my Boot Camp participants to let me inspire them. Of course, one needs to make a living, but it’s a great way to feel about the work that you do. Your ideal encore career should feel like this.
6. What am I doing when I lose all track of time? They say time flies when you’re having fun, and that’s true for me when I’m designing a new keynote, workshop or Boot Camp. Hours pass and it feels like minutes; my creative juices are flowing and I’m having a blast. When does time fly for you?
7. What do I love to do just for the sake of doing it? I love presenting. Being up in front of people, sharing my passion, knowledge and expertise thrills me. It never gets dull, I never get bored, and it gives me the opportunity to meet interesting new people all the time. What do you love to do this much?
Once you have the answers to these questions, you’ll have a valuable piece to add to your “What’s My Ideal Encore Career” puzzle. Your answers should begin to reveal some of the essence of your ideal encore career picture.
Remember, in order to find your ideal encore career, it’s imperative that you determine what it is you want first, then get down to the nuts and bolts of how to get it.
Copyright (c) 2009Â Lin Schreiber, A Certified Retirement Coach. She is the author of the popularÂ ABC’s of Revolutionizing Retirement, helps self-reliant women reinvent themselves in the next stage of life, formerly known as “retirement” by designing a new encore life that includes a fulfilling encore career. To claim your free Encore Career Starter Kit, visit her site at http://www.EncoreCareerStarterKit.com.
Many mid-life, mid-career executives and professionals claim they are ready for career change. They dread going to work each day. They realize their jobs do not draw on their strengths and capabilities. Often they read books about career change or even take steps to hire a career coach. But nothing happens.
Here are three obstacles that can stand in the way of successful career change. When you don’t plan to work around them, mid-life career change often gets stalled before you even get started.
Obstacle #1: Feeling overwhelmed when you think about all the things you have to do. Maybe you’ve been advised to join networks, make lots of phone calls, and conduct research. How can one person do all this and still hold a full-time job?
There are two ways to deal with this obstacle. First, plan your first two or three steps. Take just one small step at a time.
For many people, the first step involves looking inward and possibly taking assessment tests. In reality you need to move quickly to the external world. Your first steps need to involve some kind of contact with others, whether through phone calls, meetings or even answers to want ads.
Second, recognize the first action is the hardest. Once you gain momentum, you will find it easier to keep going. And believe it or not, the more you do, the more clearly you will realize what your next steps need to be.
Obstacle #2: Resisting the need to go outside your comfort zone.
When you’ve worked in one field and/or one company for many years, it’s hard to move. You have a feeling of control over your work, even if you hate it. You probably know how to do your job and (if you’ve survived more than a few years) you know how to work the company’s formal and informal system. You know just how far you can push and how to get what you need (which may mean going outside the company official policies and procedures).
You may have set up evenings and weekends for family time and personal growth. One mid-life career changer stopped cold when he realized he wouldn’t be able to work in his garden every evening while he searched for a new career. His current job occupied his daytime hours and he would have to use evening and weekend time to move to his new career.
Obstacle #3: Getting conflicting advice from unqualified sources.
Once you whisper that you are considering a career change, everybody’s an expert. Your brother’s wife’s third cousin has a horror story. Your neighbor’s ex-husband knows the field you are exploring won’t accept your qualifications. Your old college friend says you should just quit your job and let the universe take care of you.
Generally, unsolicited and unpaid advice tends to have little value. Even when you meet a career coach at a social event, she’ll respond differently than when you call and pay for a private, confidential session.
As you listen to advice, even when you pay for private coaching, also listen to your own intuition. You may get an inkling of, “This is nonsense,” or, “That has the ring of truth.”
Experienced coaches will encourage you to seek information from friends and networking associates, but pay for advice. I recommend the “Rule of Six:” talk to six people when you are considering any option, whether it’s moving to a new city, getting training and education, or transitioning to a whole new career field.
Mid-Life Career change can be especially challenging because it’s so different from career success. Now you can download a FREE gift, “3 Secrets of Successful Midlife Career Change,” at Mid-Life Career Secrets
Get a fast start on your next career with the 21-Day Extreme Career Makeover. FromÂ Cathy Goodwin, Ph.D., an author, speaker and career consultant who specializes in helping mid-life mid-career professionals and executives navigate career journeys.
How can you make the “right” decision about using professional assistance to enhance and accelerate your career change or job search? This article defines the main questions you need to ask yourself, and provides clear criteria for assessing your needs. To further support your decision-making, the article offers a simple cost-benefits analysis for using aÂ career coach to increase both the probability and the speed of a successful job search. Since this step may influence your direction and career goals, as well as the “landing time” to reach your next job, it is clearly an important decision, with both short and long-term impact on your life.
If you are in transition to a new career or a new job, for whatever reason, you may have asked yourself the question: “can I do this on my own, or might I benefit from the advice and guidance of a professional career coach and resume writer?” Even knowing that the job search is a difficult task in today’s treacherous economic environment and high unemployment with few new jobs, our sense of independence, self-confidence and the desire to conserve cash all urge us to do this on our own. But for a more reliable answer to this question, set aside your gut reaction and consider the key factors below with tough, business-like objectivity, and decide how they apply to you and your situation.
Are you equipped for this potentially difficult battle with:
Clearly defined career goals and objectives? Significant experience in successfully transitioning to new careers or jobs? Good networking skills and contacts in the field of your interest? The skills to promote yourself, conveying your accomplishments effectively, but without boasting? An understanding of the recruiting process and the opportunities in your field of interest? Strong resume writing skills? Clear, concise and persuasive verbal communication skills? Several job-leads/opportunities that would meet your career goals and needs? A resume that has generated several job interviews in your current situation? Interviews that have generated at least one job offer? Family, financial and geographic flexibility, without limitations on career or job selection?
If you can answer 8 or more of these questions with a firm “yes”, you probably have the resources and skills to drive your job search without external help. But if you answer “no” to 4 or more questions, then you are lacking some key attributes or resources for an effective job campaign in today’s unforgiving and competitive jobs market, and should consider some professional assistance.
This is not to say you cannot be successful on your own, with a great deal of perseverance and some luck. However, a capable career coach can dramatically improve the odds of success and greatly accelerate transition to new careers or jobs by:
Helping you think through your situation and options in a caring but very objective way Guiding you to develop a personal career and marketing strategy and an action plan Helping you to fill in some of the gaps in your “arsenal” Coaching you to present yourself in the best possible and most competitive position: armed with a powerful resume and well-prepared for job interviews and negotiating job offers Helping you achieve your defined goals, based on a well-thought through strategic plan If you decide that external help would be appropriate, then you still need to ask one more basic question: “are the benefits of professional assistance worth the cost?” To answer this, first recognize that using a career coach can often be the key to defining your career goals and strategy, and then in getting the “right job”. The great value of this to a job seeker is incalculable, because it tends to enhance initial salary, ultimate job satisfaction, promotability and long term career success. However, beyond this great but qualitative benefit, consider the following more quantitative analysis:
Statistical evidence summarized from several sources* indicate that 1) 33.3% of the unemployed are now out of work for 27 weeks or more – a higher level than in any recession since 1950; 2) the average unemployment duration is now about 6 months, with a range of 1 to 12 months, twice what it was a year ago; and 3) higher salary levels and older age statistically increase “landing time” to reemployment.
Anecdotal evidence from numerous articles and presentations suggest that a good strategy, a powerful resume and solid interview preparation – benefits that can come from the assistance of a career coach – can accelerate the job search and significantly reduce your personal “landing time”, though individual success cannot be guaranteed. Since “hard” statistics on the benefits of career coaching is unavailable, for the purpose of a simple and very conservative cost-benefits analysis, assume that the result of career coaching is finding the right job just one month sooner than you would otherwise. If, for the typical coaching cost of about $1,000 (for a strong resume and 5-6 hours of consulting), you find a suitable $60,000/yr job just one month sooner, then you get a $5,000 return on a $1,000 expense – which is far better than any conventional investment performance! And at higher salary and/or shorter landing time in the job search, the return on your investment is even better! This return is so good, that even if the coaching costs were significantly higher, the benefits would still remain very attractive.
After considering the key criteria discussed, if it is clear that you do need professional help, then do your own cost-benefits analysis to convince yourself that the investment in your career, to accelerate your job search, is truly cost effective. As the saying goes, the “view is worth the climb”!
Estelle Rauch and Paul Kende are the principals at Career Strategies Unlimited, a career coaching firm specializing in helping people change careers and conduct their job search campaigns effectively. Visit our website http://www.careerstrategiesunlimited.com for more information on career and job transition services, including workshops, strategic planning, resume writing, job interview preparation and career coaching. Email: email@example.com or firstname.lastname@example.org
It happens to the best of us. You hit a bump in the rocky road of your career and find yourself out of work for longer than you’d like.
Being out of work for an extended period of time does more damage than just a gap in your resume. It affects your self esteem, how you view yourself, and what you believe you can bring to the table.
Everyone has doubts at some point in their career; this is your time. Know that you can and will get past this bump.
So How Do You Bounce Back? Follow These 5 Steps Below.
1. Remind Yourself That This Is A Moment In Time.
Your career runs for multiple decades. That’s a long period of time. What this means is sooner or later a setback will happen in your career. It’s just the way things happen. All cycles have up’s and down’s and this is your down. The good news is it’s all up from here. Remind yourself that a job will be there, and is waiting for you, right around the corner.
2. Reacquaint Yourself With Your Accomplishments.
When was the last time you looked at your resume? And when you do, does it seem like your accomplishments were achieved by someone else? Just because you have not performed a function in a while doesn’t mean you can’t perform it anymore. It’s like riding a bicycle; you never forget how. Spend quality time with your resume. Read the bullets slowly. Remember the projects you worked on and the people you worked with to obtain these results. Remind yourself that these are your accomplishments, which are something to be proud of. Just because it’s been a while, doesn’t mean it didn’t happen.
3. Create In Your Mind What You Want To Happen Next.
I believe that people get stuck in the day-to-day doldrums of life when they don’t have something to look forward to. You may not know when your next job is coming, but you can get ready for it. Ask yourself what you want next. Where do you want to work? What location? What type of people? How much do you want to be making? When you can see what you want, clearly and powerfully, you can get it. I find that when people are out of work for a while, they can’t see themselves in their jobs anymore. The amount of time that has passed only matters to you. Visualize what you want so you can get back to work again quickly.
4. Don’t Give Up.
Most people don’t take discouragement well. When they first lost their jobs, they had vigor and excitement. They got up everyday and had people to call and job search related activities to work on. Over time, the momentum and activities diminished. That caused them to stop or slow down. Don’t let this happen to you. You only need one job and one person to give it to you. The work you put in now will bring results; you just haven’t seen them yet. A job search is not an instant gratification pursuit. It’s a process that brings results over time, on its timetable and not yours. So, you have to keep going.
5. Believe In Yourself.
Most of the time, we are our own worst enemy. We tell ourselves why something cannot be done before someone tells it to us first. This approach keeps you safe from rejection and failure, but it also holds you back. This economy may be forcing you to get out of your comfort zone and into new territory, all great for your personal growth. (Even though it does not feel so great most of the time.) Many people who come to me want to be challenged in their career. It’s what’s missing in their jobs and their lives. Well, this is your challenge. Will you rise to the occasion or let it get the best of you? You already have a track record of achieving great things. This will be another one to add to your list.
So, what do you say? You only have one life to live, so it might as well be a life you love!
Deborah Brown-Volkman is a successful career coach and mentor working with Senior Executives, Vice Presidents, and Managers who are looking for new career opportunities or seek to become more productive in their current role. Her articles are regularly published on EmploymentCrossing. To read more such career articles, please visit EmploymentCrossing.com.
A friend who knows I am a specialist in career change recently asked me, “What industries are seeing growth and can anyone transition into those in-demand careers?” Her question was drawn specifically from a recent article in USA Today (see below), about how specific industries have been supported by recent developments, economic stimulus and economic developments. This article provides timeless strategies for you to always find answers to those critical questions and advance your career.
One of the best-kept secrets among working age adults are the many resources which are freely available for researching careers, career demand and training needs. Moreover, because we were raised in a culture of career allegiance, we do not frequently assess the need and strategies for changing careers. It is clear, however, that the days of the gold watch for serving one company thirty years are long past. This short article provides five strategies to revise our expectations and develop a new outlook to keep our career skills competitive and our employment options open.
1. Research: Once a month, check in and keep an eye on economic trends and career data. Mind you this does not have to be an onerous task. The Bureau of Labor has made it a two-click stop for us. Once you reach the State page for the Occupational Outlook site (see link below), then click information about the job market in each State. Pick whichever state you want and review the information to see current data. With just one step, you are no longer living in a void of current information!
2. Emerging Careers: Take a fresh look. With the current rapidly changing economies, politics, and technologies, new careers are emerging of which we might not be aware. The same source above, Occupation Outlook Handbook, will provide leads on the emergent careers, as well as current and future demands for them. Now cross reference that data with the training required, which is also listed there and you can evaluate those possibilities for yourself. Career changing is the wave of this era; do not be left behind.
3. Evaluate Options: Cost-benefit analysis gets personal. More than a business tactic, cost-benefit analysis can be your strategy for making successful choices about the career options you review. In this respect, it is evaluating the cost of retraining or upgrading your skills, versus the income from the new job, returning to the workforce and increase or decrease in salary. Do not forget to include possible relocation expenses if you have to change geographic areas. The great news is that unemployment benefits can be extended for some training programs. Check out your benefits, if nothing else does this might make the cost-benefit tip in favor of taking the career change leap to success.
4. Do not fall asleep at the wheel. Stay alert, and ready to seize the moment. If you are not actively seeking new information about career options, retraining and benefits you are not only losing time, but rolling backward on the wave of change. Even in the middle of the best-employed times, we need to be scanning the economic and employment landscape for trends, opportunities and strategic choices which will keep us current, most valuable and marketable. Falling asleep at the wheel of our career development is probably the last thing we can afford to do in the rapid changes of the 21st century.
5. Upgrade Your Portfolio and Offer the Same. Always add to your resume and gather recommendations. Even while you are in a good position, and especially while retraining, continue to add everything you do related to work, community involvement and education to your resume file folder. During less hectic times, go in and actually update the resume with that information. In addition, when people thank you for your fine work, insight and effort, keep those emails, cards and letters, and if you did not receive anything in writing, ask them if they could write a note of appreciation on letterhead for your records. Of course, always be ready to do the same for others. Like breeds like in life and some of our strongest assets in the job search can be the recommendations from our colleagues. Continue to strengthen those bridges of good will in professional in ethical ways.
Related Links – USA Today Article: http://www.usatoday.com/money/economy/2009-09-27-happy-towns-recession-rehire_N.htm
State section of Occupational Outlook Handbook Site – http://www.bls.gov/OCO
Dr. Kathleen P. King (EdD) – Certified Coach, Author, Keynote Speaker, Professor of Education – http://www.TransformationEd.com/speaker
Dr. King is a dynamic, interactive keynoter, and author who invigorates audiences on a variety of professional topics. From coping with changes in the workplace, to navigating organizational demands, developing leadership, meeting the needs of 21st century learners, and distance learning, she is always “Helping Professionals Reach Their Dreams.” Contact Kathy to discuss speaking engagements, coaching and consulting services. Visit http://www.facultyspeaker.com/.
New Jersey Baby Boomers Katherine Poehnert and Marc Weiner, like so many in their age group, can’t imagine retiring. They are entrepreneurs who have found a profession that is perfectly suited to their values and passions.
Poehnert and Weiner are certified professional [blippr]coaches[/blippr].
It seems the aspirations of Baby Boomers are changing from ones of retirement to those of entrepreneurship. Over the past decade, Americans in the 55-64 age bracket have sparked the highest rate of entrepreneurial activity … especially since the traditional business model and large corporations no longer provide the job security they used to.
With Baby Boomers living healthier and longer lives, they are no longer following traditional retirement paths and instead are seeking second and third careers, according to a study conducted by the Ewing Marion Kauffman Foundation, which predicts that despite the bleak economic outlook, America is on the cusp of an entrepreneurial boom. One of the most popular endeavors for those in this age bracket is that of a certified professional business or life coach. Boomers are well suited to this professional calling based on their vast business and life experience. Coaching is the practice of focusing existing talents and channeling them to create true significance and empowering change in the lives of others.
Even before the entrepreneurial boomers took to the profession, the coaching industry has seen tremendous growth with revenues topping $1 billion in 2008. The International Coach Federation (ICF), because of the demand for coaches, has seen an explosion in its membership since its creation in 1995. Membership has grown from under 1,000 members to over 14,000 members. Additionally, between 25 to 40 percent of Fortune 500 companies use executive coaches, as reported in a recent survey by The Hay Group, an International Human Resources consultancy.
On average, experienced life coaches are earning an average of $77,000 per year, and experienced corporate/business coaches are earning an average of $134,800 per year (Source: 2009 Sherpa Executive Coaching Study).
“Baby Boomers comprise the largest segment of our student and graduate base,” commented D. Luke Iorio, President of Coach Training at the Institute for Professional Excellence in Coaching. iPEC is based in Shrewsbury, and is one of the few coaching institutes accredited by the International Coach Federation.
“The Baby Boom generation brings with it the experience, skills, contacts, drive and other resources to pursue entrepreneurial opportunities such as coaching,” adds Iorio. “They reached a point in their career where they want to capitalize on their experience and often give back to others. Coaching has provided them an outlet to help others while also earning substantial incomes.”
Two Baby Boomer Coaches from New Jersey
Katherine L. Poehnert, owner of InSight Services Coaching and Training, is a resident of Ocean Grove and is a professionally certified executive/life coach, focusing her individual client market on helping leaders, particularly women, gain success by supporting them in clarifying goals, aligning values with decisions, following instincts, and fostering real conversations.
The 58-year-old Baby Boomer’s unique approach to coaching emphasizes ownership and control of personal and professional growth through self-understanding, perceptual awareness, intuitive and right brain thinking, and a strong belief in the power of the human spirit.
“I have always been a bit of a rebel – not always following the traditional career path. Having left a successful career as a school psychologist, I stayed home to raise my son, and during that time established a small business called FamilyWorks, offering parenting seminars and courses based on very Democratic and somewhat non-traditional principles,” says Poehnert.
“I began to hear about coaching around 2001, but it was really not very mainstream at the time, so, of course it appealed to me,” she adds. “Experiencing adolescence in the turbulent sixties influenced me to do a lot of questioning, but also to try and find the positive in life’s situations – you know, peace, love, etc.”
Ms. Poehnert was drawn to the coaching field by two things: seeing opportunity rather than problems, and being able to use her natural curiosity in a meaningful and purposeful fashion.
“Working with Kathy for the past few years has truly been priceless. As an executive coach she is a true professional,” commented Margaret Maclay, who is president of Maclay Associates, LLC and a former VP for Liz Claiborne.
“Our work together has spanned my corporate role transition, career transition, marital transition and initiation into the world of business coaching. Kathy has provided guidance, support, friendship – along with methods and approaches that have led me to accepting accountability for my actions, confidence in my judgment – my gut – respect for the value of my experiences and to listen. I am a happier, more confident, creative and effective leader as a result of my coaching relationship with Kathy.”
Marc Weiner, Managing Director & CEO of Empowerment Associates LLC (www.EmpowermentAssociates.com) offers customer service coaching, business consulting and advisory services to CEOs, boards of directors, business owners, entrepreneurs, sales managers, sales professionals, life and business coaches, speakers and consultants in the areas of strategic planning, business growth and development, sales coaching/training, complex business challenges, turnarounds and senior executive career/life transition.
Weiner, who resides in Oakland, became a coach because of his desire to guide and inspire.
“My coach training taught me how to help a client use difficult, unexpected life transitions to their advantage and how to apply goal achievement strategies as the key to success for individuals and businesses as they move forward into their future.
“I thoroughly enjoy being a coach, mentor, and “thinking partner” with my clients,” says Weiner. I am very passionate about what I do and why I do it and I care deeply about my clients achieving not only success, but fulfillment in both their personal and professional lives. My intention is to be a masterful coach – one who guides and inspires others to not only achieve their goals and dreams, but thoroughly enjoy themselves in the process.”
Brian Mason, CEO says, “Marc’s creative thinking partner approach is very interactive, goal-oriented and inspiring. He is clearly interested in really improving, encouraging and helping our organization.”
Founded in 1999 by Bruce D Schneider, MCC and Ph D., the Institute for Professional Excellence in Coaching (iPEC) is an Accredited Coach Training and Certification Program – meaning, the Institute graduates Certified Professional Coaches in the specialties of life, career/transition, health and wellness, relationships, sales, business and executive coaching.
The coach-training program is approximately nine months. The 350+ hour program ends in written and oral examinations for certification.
The program is accredited by the International Coach Federation, and exceeds their standards for certification of coaches.
Six ways to know if a coaching career is for you:
1. People usually come to you for advice and you have a positive impact on them;
2. You value personal growth and seek a career that will utilize your strengths;
3. You see great potential in people and are frustrated when they don’t exercise that potential;
4. You emphasize strong relationships and a balanced life with many interests, including vitality in health and career;
5. You’re not afraid of hard work to create more personal and financial freedom.
6. You know you have a gift – and you want to share it to help yourself and others live a more powerful and fulfilling life.
It seems the aspirations of baby boomers are changing from ones of retirement, to those of entrepreneurship. Over the past decade, Americans age 55 to 64 have seen the highest rate of entrepreneurial activity, especially since the traditional business model and large corporations no longer provide the job security they used to.
Despite a bleak economic outlook, America is on the cusp of an entrepreneurial boom, according to a study conducted by the Ewing Marion Kauffman Foundation.
One of the most popular endeavors for those in this age bracket is that of a professional business or life coach. Boomers are well suited to this professional calling based on their vast business and life experience. Coaching is the practice of focusing existing talents and channeling them to create true significance and empowerment to change in the lives of others.
Even before the entrepreneurial boomers took to the profession, the coaching industry has seen tremendous growth, with revenues topping $1 billion in 2008. The International Coach Federation, because of the demand for coaches, has seen an explosion in its membership since its creation in 1995. Membership has grown from fewer than 1,000 members to more than 14,000. Additionally, between 25 to 40 percent of Fortune 500 companies use executive coaches, as reported in a recent survey by The Hay Group, an International Human Resources consultancy.
“Baby boomers comprise the largest segment of our student and graduate base,” comments D. Luke Lorio, president of iPEC’s coach training division. “The baby boom generation brings with it the experience, skills, contacts, drive and other resources to pursue entrepreneurial opportunities such as coaching. They reached a point in their careers where they want to capitalize on their experience and often give back to others. Coaching has provided them an outlet to help others while also earning substantial incomes.”
On average, experienced life coaches are earning an average of $77,000 per year, and experienced corporate/business coaches are earning an average of $134,800 per year, according to the 2009 Sherpa Executive Coaching Study.
With baby boomers living healthier and longer lives, they are no longer following traditional retirement paths and instead are seeking second and third careers. There’s been a shift away from lifetime jobs with long-term employment – with a noticeable drop among people ages 35 to 64 years old during the past 50 years, according to the study.
Jim Kelly, president of Real Leaders Lead Executive Coaching (RealLeadersLead.com), is a baby boomer success story. The 63-year-old certified professional coach was attracted to coaching because it was a career that was truly aligned with his values of giving back and empowering others to live their dreams.
“My 35 years of real world leadership and life experience, including a tenure as CEO of a multi-million dollar company, is the ideal foundation for a coaching business. I went through the ups and downs of every career and the struggles of building successful businesses. It is that experience that allows me to help leaders navigate similar experiences much more quickly than if they go it alone,” says Kelly. “My coaching business is strong because clients are investing in the one thing they know will produce a return: themselves.”
Here are six ways to know if a career in coaching is for you:
* People usually come to you for advice and you have a positive impact on them.
* You value personal growth and seek a career that will utilize your strengths.
* You see great potential in people and are frustrated when they don’t exercise that potential.
* You emphasize strong relationships and a balanced life with many interests, including vitality in health and career.
* You’re not afraid of hard work to create more personal and financial freedom.
* You know you have a gift – and you want to share it to help yourself and others live a more powerful and fulfilling life.
To find out more about careers in coaching, contact www.iPECcoaching.com.
Courtesy of ARAcontent