career planning and team intervention

7/23/2019 Career Planning and Team Intervention

http://slidepdf.com/reader/full/career-planning-and-team-intervention 1/21

CAREER PLANNING &

TEAM INTERVENTIONDANA CALICA

BSLM – 4A



CAREER PLANNING

A comprehensive, formalized written plan (that learne

alone and with the help of others) that relates learn

career goals . The plan is based on both formal and in

assessments and should include areas in which a l

needs to increase knowledge and skills in order to

documented goals.



CAREER PLANNING

Rule#1: Choose a career that is something you really like to do

Rule#2: Do your research and choose carefully and thoughtfully

Rule#3: Make it meaningful to you.



FACTORS TO CONSIDER:

DO: explore a number of careers

and majors

get involved

Get advice from people in yourtarget occupation

follow your passion

Dare to try something new

DON’T: focus on a major just to ge

out of it

select a major just becaus“cool” or seems to promis

let someone else push yojob

Assume that you have it aout



FACTORS AFFECTING CAREER SELECTION:Interests

Skills

Aptitudes

People skills

Experience

Family traditions

Personality

Life goals and work values



TIP: (KEEP YOUR OPTIONS OPEN)

It’s a good idea to have several careers in mind rather than just one in

your first year of college.

Approximately 60% of students change their major at some point during

their college career.

It pays to be knowledgeable about more than just one career field. Theaverage graduate changes their job seven times in their life.

It also pays to develop a wide variety of general skills, particular those

related to communication.



ASSESS YOUR SKILLSAcademic Strengths

Reading, Writing, Speaking, and ListeningMathCreative ThinkingProblem Solving and Decision Making

Personal QualitiesSelf-Esteem, Self-Management, Responsibility

People Skills

Social, Negotiation, Leadership, Teamwork



CAREER COUNSELING

The career counselors at your college are trainedprofessionals who can help you

discover your strengths and weaknesses

evaluate your values and goals

sort through what type of career you wantThey will not tell you what to do, they will simply help

identify what factors may lead to successful and interestingcareer options.



GETTING EXPERIENCE

Volunteer or service learning Study abroad

Internships/co-ops

On-campus employment

Student projects/competitions Research

On-the-job training

Apprenticeships



RESEARCH THE JOB

Identify the skills and experience necessary to perform thjob you want.

Determine the general requirements of the job.

Learn about the day-to-day tasks and responsibilities.

Research the company and employer.Determine the company’s philosophy.

The more you know about the job, the stronger the candidatyou will become.



EMPLOYER REQUIREMENTS Potential employers will look for evidence of your accomplish

experiences.

Did you hold leadership positions?

Were you active in campus organizations or extracurricular activities?

Did you have relevant experiences in co-op, internships, or part-time w

Did you make good grades?

The more you have of these experiences, the better.

Go by incognito and get the “lay of the land.”

How do the employees dress, interact with each other, look for com

wall signs and so on.



JOB INTERVIEW

Be able to answer basic questions:

Why do you want this job?

What are your strengths? Your weaknesses?

What sets you apart from other candidates?

If you decide you want the job, you may want to ask for it at the close of

the interview.

Type a brief follow-up letter to mail within 24 hours.



TEAM INTERVENTION

The purpose of this team is to help Employees

Members of the team that are struggling in some wa

This usually refers to performance but can includ

emotional/behavioral/social concerns.



GROUP vs. TEAM A work group is :

- a number of persons

- usually reporting to a common superior

- persons have some degree of interdependence in carrying out tasks for the

achieving organizational goals

A team is :

- a form of group

- has some characteristics in greater degree than ordinary groups

- and a higher degree of interdependency and interaction



DIFFERENT TYPES OF TEAMS:

Cross-Functional Teams: comprised of individuals with functional hombase (Manufacturing, design, etc.) but they meet regularly to solve ongo

challenges requiring input from a number of functional areas

Effective Teams: are relaxed, comfortable and informal

High-Performance Teams: have strong personal commitment to each

commitment to other’s growth and success



EFFECTIVE TEAM

An effective team has certain characteristics that allow the teamembers to function more efficiently and productively.

An effective team develops ways to share leadership roles and ways

share accountability for their work products, shifting the emphasis frothe individual to several individuals within the team. A team al

develops a specific team purpose and concrete work products that th

members produce together.



In a study of 569 managers, they reported that they limited their effor

or input in over 56% of the teams in which they participated. The maj

causes for giving up were cited as:

• Presence of someone with expertise (73%)--I wasn't needed• Presentation of compelling argument (62%)--I didn't have other

information for an argument

• Lack of confidence in ability to contribute (61%)--I wasn't prepared or

there were other "high power" people.• Unimportant or meaningless decision (52%)--why waste my time?

• Pressures to conform to team decision (46%) --groupthink at its best!

• Dysfunctional decision making climate (39%)--you want me to risk

what?!



This Intervention can be used effectively to:

Engage and align individuals, or cross-teams, to

collaborate effectively

Bring in high energy and charge up the team to

achieve stretched goals

Set up a high performance climate in the

organization



Team interventions usually focus on the following:

Clarify Direction: often facilitate teams, to clarify their visions and goals, and

understanding of the business environment, market and competitor forces w

their operation.

Inspiring Performance: This involves clarifying individual and team roles,

interdependencies and communication between them.

Building Relationships and Trust: use techniques such as sharing information, gand receiving feedback, as well as practical behavior to help colleagues under

each other better.



Conflict Management: help clarify the rules of engagement and,

necessary, use conflict management techniques to help protagonstand back and take a fresh look at how they are behaving and work

together, and explore options for change.

Relating to the External World: identify the key external stakeholdersthe team, how communication occurs between them and individual te

members, and facilitate changes which simplify and enha

effectiveness.



-END-

career planning and team intervention

Documents