WorkPower™

Developing the Workforce of the Future
This program is based on WorkPower™,
a registered trademark of Career Systems, Inc.,
and conducted by certified, trained instructors of Basil Rouskas Associates, Inc.

PURPOSE
This workshop enables individuals to take responsibility for their own career planning and professional development, and equip them with methods to:

• Understand and use a proven, comprehensive career management model.
• Apply interpersonal and analytical skills to the career management process.
• Experience and interpret career planning and assessment instruments.
• Identify organizational and workplace realities and prepare for reality checks.
• Obtain and use information about career management opportunities in the organization.
• Identify and establish specific career goals.
• Create personal development plans and career management strategies.
• Gain confidence to share them with others who can influence and support their development.

PROGRAM OVERVIEW

5 “P’s” of Successful Career Management:

1. PERSON: “Who Am I?”
   Clarifying personal skills, talents, preferences, interests and values that are important considerations in career and life planning.

2. PERSPECTIVES: “How Do Others See Me?”
   Confirming perceptions of reputation and skills, and how to obtain feedback and information from others.

3. PLACE: “What Is The World Of Work Like?”
   Learning about trends of professions, the organization and the industry, and the influence on career decision-making.

4. POSSIBILITIES: “What Are My Options?”
   Discovering various options available considering personal preferences and the reality of the workplace.

5. PLAN: “How Can I Achieve My Goals?”
   Developing strategies to initiate to obtain career and personal objectives, and preparing to discuss plans with others.

RESULTS and BENEFITS to the ORGANIZATION

• MOTIVATED EMPLOYEES:
  Individual develop a more clear sense of purpose, ownership and direction in their professional choices.

• IMPROVED COMMUNICATION:
  Employees become grounded in the reality of perceptions of others with open communication and honest feedback.

• GOAL ALIGNMENT:
  Individual goals and objectives better match the organization’s purpose and strategy.

• REDUCED TURNOVER:
  Employees increase their value to the business and develop stronger commitment to their profession.

• “JUST-IN-TIME” DEVELOPMENT
  The work force takes more responsibility for personal development to support specific business initiatives.

Consider using in cases when:

• The organization has redefined the competencies for business success.
• The organization is changing in size, structure or systems.
• The organization mission and goals needs to be more clear to the work force.
• Succession planning is important and career paths are vague.
• Little information on career opportunities is available.
• Employees feel “stuck” or there is a lack of career mobility.
• Employee populations have high or rapid turnover.
• New employees leave soon after starting their job.
• High potential employees are leaving.
• Promotable employees are lacking.
• Numerous plateaued employees exist.
• Employees need to feel a sense of responsibility for their own future.
• Employees are unaware of how to manage their own career development.
• Employees need the skills to manage their own career development.

 WorkPower Plus™

COACHING COMPETENCE
for the WORK FORCE of the FUTURE
This program is based on WorkPower PlusŪ,
a registered trademark of Career Systems, Inc.,
and conducted by certified, trained instructors of Basil Rouskas Associates, Inc.

PURPOSE
This workshop develops the competencies and trains in the essential skills supporting career and personal development initiatives for the work force of the future. Participants will be able to:

• Understand the roles that are essential to support others within the framework of a proven career development system.

• Learn and use effective tools and techniques to demonstrate competence in these supportive roles as career coach.

• Apply interpersonal skills to effectively demonstrate these roles.Obtain and use feedback from others about one’s effectiveness in these roles.

• Communicate with others about the organizational and workplace realities surrounding employee development and career management.

• Create personal development plans and change strategies to support the coaching required of the work force.

• Gain confidence to initiate and conduct conversations about personal development and career management with others.

PROGRAM OVERVIEW

5 “L’s” of Successful Career Coaching:

1. LISTEN: Role as “Facilitator”
   Communicating a manner that helps others discover and develop their personal identity and plans to succeed in their work and life.

2. LEVEL: Role as “Assessor”
   Giving feedback and information to others about their talents, reputation and shortcomings as it applies to the their current and future success.

3. LOOK: Role as “Forecaster”
   Providing information about the organization’s goals and strategies, trends of the industry and profession that affect career decision-making.

4. LEVERAGE: Role as “Advisor”
   Helping others to develop and implement their individual strategies for personal development and career management alternatives.

5. LINK: Role as “Connector”
   Enabling others to develop relationships with those who can further plan, build and support the individual’s success and contributions.

PROGRAM DESIGNS
The Program is typically a two day format with a minimum of eight participants.
One day Executive Overviews are available.
Each component can be conducted in two- to three- hour modules spread out over several days.
Each module can be tailored to the organization’s culture and modified to include additional training and developmental experiences.

RESULTS and BENEFITS to the ORGANIZATION

• MOTIVATED EMPLOYEES:
  Meaningful conversations that open communication channels to build trust and relationships throughout the organization.
• IMPROVED COMPETENCE:
  Candid feedback to reinforce contributions, redirect behavior and develop performance that is consistent with business objectives.
• CHANGE MANAGEMENT:
  Clearer communication about the industry trends, business strategies to succeed, and personal adaptation in the change process.
• CONGRUENT GOALS:
  Internal coaches supporting individuals’ initiatives and personal strategies to succeed within the business structure.
• ORGANIZATIONAL TEAMWORK:
  A work force that supports cross-functional relationships and communicates better to coordinate business initiatives.

Consider using in cases when:

• The organization has redefined the competencies for business success.
• The organization is changing in size, structure or systems.
• The organization mission and goals needs to be more clear to the work force.
• The organization needs skills to support employee development.
• Roles of management are changing from “authority” to “coach”.
• Managers need new skills to coach employees about career development.
• Management needs to reinforce an individual’s personal responsibility for their own future.
• Succession planning is important.
• Career paths are vague.
• Little information on career opportunities is available.
• Employees feel “stuck” or there is a lack of career mobility.
• Employee populations have high or rapid turnover.
• New employees leave soon after starting their job.
• High potential employees are leaving.
• Promotable employees are lacking.
• Numerous plateaued employees exist.

Home       Corporate Overview       Services      Features      Contact Us!      Contents
The Online Development Center of Basil Rouskas Associates, Inc.     http://www.basilrouskas.com
TEL: 732-560-8811     FAX: 732-560-1390      EMAIL: admin@basilrouskas.com
This site developed and maintained by Impact Associates