THE APPROACH
Peak Performance has a 7 step approach to career transition outlined below. Each step can be offered as a group workshop, a one to one session or a combination of both. While this is an ideal generic approach, we realise that all organisations are different and recognise that each person is also different and has individual needs. We are therefore extremely flexible and our services are firmly anchored around meeting your requirements in the most effective way possible.

How ever you decide to run a programme, arrangements will be reviewed regularly to ensure they remain appropriate to your requirements. Changes may be made as the programme continues.

 

The Seven Steps:

Step One - Dealing with emotions

The news and realisation that a job change is imminent is likely to evoke a strong and divers range of emotions. Typically many people feel shocked, angry and distressed although feelings of relief, elation and release are also commonly expressed. Even when an individual has decided to change of their own accord they may still go through many of these emotions and this is often unexpected.

However it comes about career transition and subsequent job search can be an emotionally testing time for the individual and the family. Peak Performance therefore recommends that individuals start any career transition process by addressing emotions.

This can be done in a short 1:1 session or as part of a one day career transition training programme.

A PP consultant will therefore work with an individual or group to address these emotions. They will learn how to deal with the feelings and regain balance and perspective within the new situation.

 

Step Two - Getting to know yourself

In order to decide on the way forward and the type of employment you wish to follow it is important that you first know yourself. This will also be extremely useful when you have to start marketing yourself. This part of the approach can again be carried out as part of a one day course or on an individual basis.

Areas that can be explored:

Step Three - The Crossroads – a new direction or not?

When somebody leaves a job they may have an idea what they wish to do or indeed a structured action plan. Many people however have neither. Often the redundancy is an opportunity to have a rethink about their career or change direction completely. Once they have got over the original shock and accept the situation the event is often seen as a god send.

This stage also requires a lot of personal thought and input but again can be done in either workshop or individual format.

Individuals are encouraged to think about what they would like to do in an ideal world and narrow this down within set reality constraints (e.g. skills, strengths, weaknesses family commitments, finances).

This section involves analysing career drivers, interests and goal setting.

It may also involve a great deal of information gathering.

 

Step Four - Personal marketing

This section cannot really be done without section 2 – “getting to know yourself” The previous section “The crossroads” is also advisable.

This section first involves writing helping individuals produce a career history which can then be turned into a CV or verbal personal statement. Here the emphasis is on skills and achievement and transferable skills rather than job title and role.

It also involves looking at ways to market yourself:

In this section delegates are shown in detail how to write an effective CV including the dos and don’ts and how to be noticed in 30 seconds.
Delegates are also shown how to network effectively.

It is recommended that if carried out as a workshop, after this session all individuals have at least one 1:1 session to assist with their CV.

 

Step Five - Getting an Interview

This session is for lower levels of employees and may be omitted for senior level. An alternative here may be “How to handle head hunters,” this section basically involves:

Again this is available on a 1:1 basis or can be carried out as a group.

 

Step Six - Successful Interviews

This takes delegates from the application stage and takes them through a PREP process.

Plan – what you should do before the interview

Research
Absolutely everything you can about, the interviewer, the company and the job.

Expect
What type of interview will it be? The course explains the different types of interview
What will the format be? The course explains the different formats of interview
Prepare answers for general and competency based interviews

Practise
This section involves role play and gives suggestions how individuals can practise at home.

 

Step Seven - Evaluation

This is dealt with on two levels.

1. Evaluate your interview – what did you do well, what did you do badly?
Record your responses what would you say next time. Keep an interview log so you can refer to it next time. If you get the job ask what impressed. If not phone and ask for feedback for future reference.

2. Evaluate your job offer. If you get a job offer before you accept STOP and think. Particularly if you are waiting to here from another job you prefer. If so be honest. Here is where you can negotiate salary, not at interview.

 

SPECIMEN WORKSHOPS

1. PERSONAL MARKETING

AGENDA
Dealing with emotions
Crossroads
Career driver survey
Goal setting
REFRESHMENT BREAK
Getting to know yourself
Personality
Skills
Strengths and weaknesses
Attitudes, values and prejudice
Interests
Likes and dislikes
LUNCH
Personal marketing
Career history
Writing a winning CV
Networking

Follow with 1:1 sessions on CV writing.