Welcome to the Centre for Career Innovation

Transcription

1 Welcome to the Centre for Career Innovation About the Centre for Career Innovation The Centre for Career Innovation challenges individuals of all ages to take control of their own careers and helps organizations unlock the full potential of their workforces. We believe that workplaces and workforces are experiencing unprecedented change. Demographics, a freelance economy and the changing nature of work present enormous opportunity to those who know how best to navigate. We are a pioneer in intergenerational programming and see career development across the full lifespan as a catalyst for personal, organizational and national prosperity. The Centre for Career Innovation houses expertise from dozens of disciplines, from HR to communications, law to analytics, and career development to video production. Our instructors and partners believe in today s workforce and are excited to be leaders in the career patterns of tomorrow. We are workforce futurists who are well grounded in today s workplace reality. We bring innovative career and workforce programs, curriculum and community together to inform, educate and transform workplace practice. What is Career Innovation? Career innovation is the practice of thinking differently about career, work, employment and productivity in order to create new opportunities for today s workforces to solve some of our most complex problems. Career theory and development is a distinct field of study that is often misunderstood or underestimated in its relevance to today s economy. While everyone in the workforce has a career, few understand how careers evolve, what stages careers move through along the lifespan and how strong career strategy can be a competitive advantage for individuals as well as for organizations. Organizations who focus on career innovation harness the power of their workforce, capitalize on an aging demographic and implement leading practices relevant to today s freelance economy. Learning paths in the Centre Leaders & Managers Individuals & Employees Engaged Alumni Military & Veterans HR Professionals & Practitioners

2 Contact us today for course dates and fees 100 Series Leaders & Managers In the 90s organizations experienced unprecedented change driven by technological innovation. Today, the workforce is transforming how business is done. From an aging demographic to intergenerational dynamics, smart organizations are implementing new strategies and career path programs to capitalize on today s workforce changes. Our courses and programs are based on significant research and analysis and our team is multidisciplinary, perfect to complement your organizational challenges that touch on topics related to pension, performance, engagement, leadership, succession Trends and Principles of Career Innovation Career development and the role that it plays in today s Freelance Economy is not often covered in management or leadership courses. Yet, innovative career models and a clear understanding of today s trends are critical to organizations looking to lead in today s talent environment. Learn about today s War on Talent and how your organization can win. What are the political, economic, social and technological trends that impact talent programs? What is career innovation and how is it different from traditional Talent Management? What is the Broken Talent Escalator? What North American and International case studies exist that showcase the real benefit of career innovation? 2 days. Delivered in-person, in-house and online.

3 101 - Career Management Practices and Skills Career Management is complex and multidisciplinary. This course identifies leading career management practices and skills leaders require to be proficient career managers with their staff. Widely accepted research and models for the field of career development are presented and participants are challenged to develop new skills and practices relevant for today s workforce. What is career development and how do employees and organizations share responsibility? What theories and frameworks, including Legacy Career Paths, are essential when building a career centre in your organization? How can organizations develop career management skills, including, coaching competence, and among managers? 2 days. Delivered in-person, in-house and online Intergenerational Approaches to a Changing Workforce There is a lot of talk today about workplaces with 4 or 5 generations working together. Most of the time, emphasis is on what separates one generation from the next. This course focuses on how an intergenerational approach to workforce programs unlocks hidden productivity, increases engagement and leads to a competitive business advantage. What is the difference between multigenerational thinking and intergenerational programs? What are the myths, stereotypes and fallacies intergenerational leaders need to combat? Why mentoring programs are just the beginning what have other organizations done to truly unlock capacity and generate unexpected business results 1 Day. Delivered in-person, in-house and online.

4 103 - Workforce Program ROI and Analytics HR, Talent and Change leaders know new initiatives and programs are needed to better align talent with business needs, to ensure effective knowledge capture and transfer, to increase retention and engagement and to better equip managers as career advisors. However, without a solid business case and ongoing evaluation model to provide detailed analytics many initiatives will never get off the ground. This course will assist participants in developing winning program proposals to demonstrate the ROI of any strategic workforce related initiative. What are the basic building blocks of a winning program proposal? How can ROI be calculated? What methods and tools are most effective? When? How to measure something hard to quantify. How best to present the case? 2 days. Delivered in-person, in-house and online Communication that Counts Strategic Workforce Communication in Times of Change How do companies create a connection from a great strategy to successful results? Effective communication is often the missing link. Time and time again, great initiatives are derailed by ineffective communication, causing innovative organizations to retreat and react, instead of pushing forward with ambitious goals. This course provides non-communications professionals with the background and basics needed to establish communications best practices as part of any workforce initiative. What framework is helpful to plan, monitor and implement good communication across a variety of audiences? What are the communications considerations when implementing programs targeted to a particular part of your workforce? What media and technologies should be used to communicate with different generations in your workforce? Why should a communication resource be a part of your team from the very beginning? How to find the right resources internally and externally who can help your initiative be successful? 2 days. Delivered in-person, in-house and online.

5 105 - Better Career Conversations for Managers Managers are on the front line to address employee career questions and concerns. Are your managers equipped for these conversations? This course introduces a tool that allows your manager and their team to measure how effective communication has been in the past and identify specific gaps that affect each manager s ability to assist employees with career related decisions. From exploring future career paths to addressing career limiting performance issues, this course combines objective assessment with experiential learning to ensure managers develop the on-the-job skills they need. What framework is useful for effective career conversations with your staff? What is the best frequency for effective career conversations? How do you manage difficult career conversations? How do you create SMART targets and plans? 2 ½ days. Delivered in-person, in-house and online. Manager/Employee gap assessment tool included. 106 College to Corporate College2Corporate introduces an intergenerational approach to onboarding your new graduates. This course has participants explore how onboarding, leadership development and succession management objectives can be aligned. It challenges outdated models of onboarding and generational assumptions. What is the Broken Talent Escalator and why does it explain poor new grad retention? What are triads and how are they essential to engagement? How can an organization design a program that aligns new grads, emerging leaders and retiring employees for maximum benefit to all? What are the essential metrics and curriculum components often ignored in traditional onboarding programs? Individual modules for your new graduates that focus on the unwritten and often unspoken rules for corporate success, including corporate culture, communication, business cycle awareness, and career management. This program is customized to address your organizational needs, goals and employee profiles. 12 Modules. Delivered in-person, in-house and online.

6 111 Custom Coaching Our custom coaching packages include formal leadership and executive assessments as well as regular inperson or virtual 1:1 coaching. Topics with a focus on leadership style and development, career coaching competency and succession planning. All coaches are certified and experienced leadership and executive coaches, trainers and consultants. Programs are tailored to fit your objectives.

7 200 Series Individuals & Employees It s a new day are you ready? Whether you are 22, 52 or 72, you are not experiencing the same career challenges and opportunities your parents faced. Today s retirement is simply the next phase of a long, productive and vibrant career. We help you craft an exceptional career strategy, plans for how to transition with purpose and skills to establish your unique career brand. We provide formal assessments, classroom training, online programs, coaching and self-directed courses ready to work with you in whatever format best suits your needs. Whether you are looking to change jobs, launch a business, join a board or pursue a variety of activities, we support your career planning, transition and success every step of the way Define Your Legacy Career Over four classes participants will identify the criteria their next career move must meet and identify up to five viable career options. Working with peers and guided by a coach, participants and classmates will: Complete individual, formal leadership and competency assessments. Define their Career SweetSpot criteria including needs, talents, passions and the market. Identify the impact participants want work to have in their lives. Explore up to five SweetSpot careers that meet a participant s criteria. Learn how to avoid falling victim to doubts and limiting yeah, but thoughts. Learn how to evaluate opportunities based on criteria to make great decisions This course is offered online, in-person and in-house with new start dates every month.

8 202 - Planning for Legacy Career Transitions This program is ideal for participants who know what they want to do next, but aren t sure how to make the transition without risking it all. Working with peers and guided by a coach participants will develop an individual career portfolio plan that balances risk and reward over the next 3 months, 6 months, 1 year and 2 years. The individual plan will include: How to maintain adequate income during transition. Identification of the right training at the right time in the transition plan to maximize tuition ROI. How to balance hobbies and interests while pursuing a new career direction. How entrepreneurial ventures fit into the mix of activities. How to discuss the transition with a partner / spouse. This course is offered online, in-person and in-house with new start dates every month Launching Your Legacy Career Ideal for candidates ready to make the transition and need the tools and support to put the plan into action, this program provides the practical assistance and know-how to make a transition with confidence. In this course participants will learn: How to build effective career marketing material (including a resume and LinkedIn profile) that tells his/her story in the most compelling way for the role he/she is looking to land. How to build a Networking with Intent plan that ensures great results instead of endless coffee dates. Transition tips and approaches that build on individual strengths and style The importance of Peer group support and partners with whom to celebrate. This course is offered online, in-person and in-house with new start dates every month.

9 204 - Legacy Entrepreneur Support Many people decide to launch new businesses as part of their Legacy Career. For emerging entrepreneurs, this course addresses topics often not included in traditional start-up training. In today s freelance economy, it is common for friends and family to suggest launching a business or hanging out a shingle as a consultant. But is this the right step? This course will: Work with the participant s business idea to ensure it will meet SweetSpot criteria. Define the participant s unique differentiator Identify launch and marketing strategies that build from the participant s differentiator Explore how partnerships, thought leadership and other strategies can accelerate a participant s business success. This course is offered online, in-person and in-house with new start dates every month. 205 Leaders Helping Leaders This six-month program brings two distinct groups of career explorers together: Corporate Executives looking for their Legacy Career and Veterans transitioning into meaningful civilian leadership roles. The program integrates the content and tools offered in courses Participants are either corporate leaders who anticipate making a transition sometime in the next 5 years or are Veterans who have recently left the military. The course begins with a 2.5 hour workshop in Toronto to build camaraderie between participants and introduce the core concepts, methods and tools. The rest of the course is delivered via the web with opportunities to meet as available based on the geography of participants.

10 211/212 - Career Exploration This 1:1 coaching package includes the material and methodology of courses 201 Defining Your Legacy Career and 202 Planning for Legacy Career Transitions. All coaching sessions are completed individually with a dedicated Challenge Factory Career Coach. The individual plan will include: One-on-one coaching sessions Complete individual, formal leadership and competency assessments Define their Career SweetSpot criteria including needs, talents, passions and the market Identify the impact participants want work to have in their lives Explore up to five SweetSpot careers that meet a participant s criteria Learn how to avoid falling victim to doubts and limiting yeah, but thoughts Learn how to evaluate opportunities based on criteria to make great decisions How to maintain adequate income during transition. Identification of the right training at the right time in the transition plan to maximize tuition ROI. How to balance hobbies and interests while pursuing a new career direction. How entrepreneurial ventures fit into the mix of activities. How to discuss the transition with a partner / spouse Achieve Power Pack This 1:1 coaching package includes the material and methodology of 203 Launching your Legacy Career. All coaching sessions are completed individually with a dedicated Challenge Factory Career Coach. The individual plan will include: Four one-on-one coaching sessions Up to three professional marketing documents created by a Challenge Factory Marketing Coach How to build a Networking with Intent plan that ensures great results instead of endless coffee dates Transition tips and approaches that build on individual strengths and style The importance of peer group support and partners with whom to celebrate.

11 214 - Legacy Entrepreneur Foundation and Plan This 1:1 coaching package includes the material and methodology of 204 Legacy Entrepreneur Support. All coaching sessions are completed individually with a dedicated Challenge Factory Career Coach. The individual plan will include: Work with the business idea to ensure it will meet the SweetSpot criteria. Define the unique differentiator Identify launch and marketing strategies that build from the differentiator Explore how partnerships, thought leadership and other strategies can accelerate the business success.