cmha - career development - james van doren

Building Your Foundation

A Focus on Career Development and You

James Van Doren, Career Development Manager copyright: J. Van Doren 2017

Our Agenda• Overview of the day: Agenda, Ground rules, Outcome

• Introductions

• Career Development: What is it

• Focusing on Aspirations

• The Development Process

• Assessment: Where am I now, Where do I thrive

• Identifying Our Skills

• Identifying Spaces for Growth

• Applying SMART to Our Aspirations

• Review components of our development plan

• Resources for You copyright: J. Van Doren 2017

Ground Rules

copyright: J. Van Doren 2017

1. The same time for everyone – everyone should have the opportunity & time to speak and participate.

2. Be positive and constructive – when commenting, sharing, or offering suggestions.

3. Share your own story – feel free to share what you said & what you learned.

4. Be present & ready to participate – please turn off your phone.

Outcomes for Today

• Be energized, excited, and ready to move forward

• Understand what career development means for you

• Have an understanding of what you’re good at now

• Outline 2 – 3 ideas of what you want to do next

• Know what resources are available to support you

• Have concrete actions you can take to grow yourself and your career over the next 6 months

• Begin creating a development plan for yourselfcopyright: J. Van Doren 2017

Introductions

Groups of 3Interview the person to your leftFirst nameHow long with CMHA

1 thing you are happy for todayand/or

1 thing you’d like to learn from today

You will introduce the person you interviewedcopyright: J. Van Doren 2017

Career Development – what is it?


What is a career to you?

When you think about career development, what do you think it means for others and for you?

Career Development – why?


The Individual in the Changing Working Life, 18 – Enhancing work engagement through the management of human resources, W.B. Schaufeli and M. Salanova, 2008

Measuring Career Self-Efficacy: Promoting Confidence and Happiness at Work, K. O’Brien, 2003

When people have the opportunity to take control of their training & development, and when they feel invested in by their organization they are more productive because they are Happier and Healthier and More Satisfied.

Career Development – why?


Career development can offer you a pathway and a road map to achieving your dreams. Investing in you and your future makes you more successful.

Focusing on Aspirations

If you want to learn about failure, study failure.

If you want to learn about success, study success.


Focusing on Aspirations - exercise

1. Close your eyes.

2. Think about a time when you’ve were really happy and felt good because of the work you did, a problem you solved, or something you accomplished.

3. What were the circumstances? What did you do, & how did you feel?

4. Write down a few notes about that time, so you can share your story.


Focusing on Aspirations - discussion

For the group:


What do these stories have in common?

Focusing on Aspirations - exercise

In 6 months I want:


In 1 year I want:

In 5 years I want:

to Be, to Have, to Do

A Development Process


A Development Process - simplified


ideal

the real

3 things

to focus on

my plan

how I know I made it

who is supporting

me

Assessment – rhythms of my career


1.My current job:Start date:highlights of the experience:

2.The job before that:Start date:highlights of the experience:

3. The job before that:Start date:highlights of the experience:

Becoming a Resonant Leader, A McKee, R. Boyatzis, F. Johnston 2008

Where Do I Thrive?


Assessment – where do I thrive


1.What do I like about my current role?

2.What makes me feel unique in at CMHA?

3.Which of my abilities, interests, and/or values does my current role allow me to express on a regular basis?

4.What are the challenges of my role?

5.Which of my abilities, interests, and/or values would I like to be able to express more in my work?

6.What occupational fields do I feel most drawn toward?

7.What work environments do I enjoy the most?

8.What kinds of people do I most enjoy working with? Why do I feel this way?

9.At this point, do I feel attracted to a leadership (supervisory or managerial) role? Why?

10.What steps can I take to gain clarity as I answer these questions?http://hr.berkeley.edu/development/career-development/self-assessment/role-fit

http://hr.berkeley.edu/development/career-development/self-assessment/role-fit

My Assets My Liabilities

My Distinctive Strengths: things I know I do well & strengths others see in me.

My Weaknesses: things I know I don’t do well & I want to do better.

My Potential Strengths: things I could do better or more often if I focused, or things I do well in some situations & could begin to apply more broadly.

Weaknesses I want to Change: things I know I don’t do well & want to change, or things I do that are unhelpful/productive & that I want to do less often.

My Enduring Dispositions That Support Me: traits, habits, behaviors that I do not want to change & that help me to be successful.

My Enduring Dispositions That Sometimes Get in My Way: traits, habits, behaviors that I don’t want to change & that sometimes cause me to be less effective.

My Personal Balance Sheet

copyright: J. Van Doren 2017Becoming a Resonant Leader, A McKee, R. Boyatzis, F. Johnston 2008

Space for Growth Tools I have to help

1 thing I don’t do well: Strengths I can apply to help me do better:

1 thing I do that I want to change: Strengths I can apply to help me change:

Ideas for ways to improve, who can support me, & other tools/tips to try

Identifying Spaces For Growth

copyright: J. Van Doren 2017Becoming a Resonant Leader, A McKee, R. Boyatzis, F. Johnston 2008

Skills I Have


• Review the skill sheet hand out

• We want to identify the skills we use now

• The skills we enjoy using most

• How we use those skills In our current job

• What other jobs at CMHA might use those skills

Discuss It In Your Trio

SMART Goals


Have a plan or goal that is SMART:

1.S2.M3.A4.R5.T

pecific:easurable:chievable:ealistic:imeframe:

what do you want to do and how will you do it?

how often are you going to work on this goal?it must be important to you and something you are committed to doing.

it must be something you feel you can do.

when do you want to reach your goal? Without a time frame some people feel they can start at any time – but then they don’t!

Your Learning Plan – SMART Goals


In 6 months I want:Applying SMART to Our Aspirations

Different steps I need to take to achieve this, as well as tools and resources I can use:


In 6 months I want:Applying SMART to Our Aspirations

What 1 step to take towards my career goal

I want to complete this by

I’ll start this by How I’ll measure my progress

Your Learning Plan – SMART Goals

Your Personal Board of Directors


Who Can I Count on To Support MeAt CMHA, in my department

At CMHA, but outside my department

Other professionals outside CMHA

Family and Friend in my Personal Life

Other Resources at CMHA


CMHA Career Development Manager, James Van Doren (phone, email)

CMHA Talent Acquisition Manager, Lonnie Brown (phone, email)

Jobs at CMHA - https://www.cmha.net/application/index.aspx

Lakeland Community College Courses - http://lakelandcc.edu/web/about/degrees-certificates-academics

Tri-C courses - http://www.tri-c.edu/programs/

Cleveland State Professional Development - http://www.csuprodev.com/

https://www.cmha.net/application/index.aspx

http://lakelandcc.edu/web/about/degrees-certificates-academics

http://www.tri-c.edu/programs/

http://www.tri-c.edu/programs/

http://www.csuprodev.com/

In Review – your plan


ideal

the real

3 things

to focus on

my plan


who is supporting

me



ideal



the real



3 things

to focus on



my plan



who is supportin

g me


Questions, Thoughts, Comments

cmha - career development - james van doren

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