Career Coaching

Career coaching is such a peculiar, over used and often misunderstood term, phrase, or function. All too often, the executives that we eventually work with have in the past only received or been given the simplest and perfunctory resume writing tips, “job search” primer or “life” coaching suggestions by others.

Our basic coaching concept, at Transition Compass, is that our job, our professional purpose, is to allow our executive coaching clients to survive, indeed thrive, emotionally and financially in the current career transition environment. Just as in any professional arena, there are personal achievement coaches, professional athletes are a great example of this, so to in career growth and transition there are those coaches as well. Career coaching, or executive career coaching, as you will see below, is actually a very broad concept. We have taken career coaching to whole new level. Our goal was to create a "Transition Success Roadmap" for our candidates.

When we first sat down to write our website, book, cd and seminar materials about career coaching, we listed words, ideas, or concepts that seemed to make sense that every candidate had to go through to “get that next job.”

Eight basic concepts emerged and we built our Personal Marketing Strategy Program system around those concepts. They include:

Termination & Transition
Personal Analysis & Introspection
Market & Job Analysis
Preparation, Development & Marketing Skills
Presentation & Interviewing Skills
Evaluation of Opportunities
Negotiation & Acceptance
Commitment to the New Job or Career Path

As an executive career coaching firm our job is clear, to allow, lead or force our clients to prepare and complete each of the stages above. We have chosen specifically not to focus on only one coaching component, but to allow our clients to view transition in its entirety, our 8 fold path. As professional career coaches, anything else would be a dereliction of our professional responsibly and role as a methodology career coach.

As the managing partner of our firm and as a former recruiter, it is very clear that emotions, sometimes raw, affect my coaching candidate’s ability to re-enter the job market. My first task is to redirect them to the central theme of our initial approach with all my coaching candidates. Indeed, that central theme became one of the pillars of my unique coaching style, born of the mentoring abilities of a former teacher; that in every hiring process "Tasks are normally dismissed, measurable accomplishments are always recognized." It became incumbent on me to teach, discuss, and allow my client’s to understand the impact of the concept of “risk of hire” for all the potential hiring authorities and the coachee’s, and the knowledge that my coaching clients must be able to convert that “risk of hire” to a “reward of hire” for both the hiring authorities and themselves.

As we were developing our system, it became apparently obvious that we needed to illustrate, explain, and prepare all our coaching candidates for the three unique paradigm shifters in our career coaching approach. Our coaching methodology system is wrapped around those paradigm shifters: Introspection, Presentation and Questioning techniques. Our coaching philosophy is based on the concept that the successful candidate’s role can best be summed up in three phrases: “get noticed,” “get interviewed,” and “get that next job!”

As we coach, we are constantly focused on the eight basic concepts that all our coaching clients must master to be successful in this era of highly competitive candidates.

Our commitment; to the ideal that a good career or executive coach must endeavor to allow their client to thrive long after that coachee has left the career coach.

The other vital ingredient that was missing in most coaching relationships was that the coaching client’s were many times bereft of the monitoring and tracking tools, procedures, and evaluation mechanisms necessary to manage the entire transition or job search process. We purposely put those procedures in place, as well, to make our coaching clients as self-sufficient as possible. The final tool that was and is always lacking, in many career coaching relationships in the inspection phase is the work of the coaching client actually getting done. At Transition Compass, we carefully inspect each coaching candidate’s work casually daily and in-depth weekly to ensure the results.

We look forward to helping our transitionees make that leap back into the world of success.

Bruce Dreyfus, Managing Partner

Buy Now ! Career Coaching Hours

Contact Us for additional information regarding our Career Transition Coaching services.

See First Session: The Candidate's Transition Inventory http://www.get-that-next-job.com/pages/333/default.aspx

Personal Marketing Strategies BOOK - A step-by-step guide on how to move from the HERD to be HEARD!

Candidate Initiative Search Assignment - The CISA process allows us, as your advocate, to penetrate to the invisible positions that are only created by the decision makers and get you noticed, get you interviewed, and then get THAT NEXT job.

Copyright Notice:

All materials herein are under copyright protection and may not be duplicated except for personal use. Any other use; is expressly prohibited by law without the express written consent of the author. Address all inquiries for exceptions to:
The Transition Compass® 782 Bayliss Suite C Marietta, GA 30068 770-579-6050

ALL RIGHTS RESERVED

Unlike our print and CD products our Transition Methodology Coaching Services cannot be warrantied; as we have no way to insure our client's adherance to our Personal Marketing Strategy Program© and methodology.