guy troupe 4-28-22 presentation

8/6/2019 Guy Troupe 4-28-22 Presentation

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GUY TROUPEDIRECTOR, CAREER AND BUSINESS DEVELOPMENT



STAGE 1NFL Career Transition Program



` Conducted SWOT Analysis of the NFL¶s Career Transition Program

` Secured the following corporate partners for internships and employment:

Adecco, Career Builder, City National Bank, Coffee Bean, CVS, ICEE, Starbucks, Turner

Broadcasting, U.S. Department of Commerce & Waddell & Reed

` Secured Fairleigh Dickinson University as vendor for Stage 2

Distance Learning Curriculum²Continuing Education and Academic Credits

` Working with you (Chapter Presidents) to identify program participants



Strengths1. Player focus and participation.

2. Rich and relevant content.

3. Excellent group learning environment.

4. Alignment with first-class university.

5. Significant player interests in continuing

education & post-football employment.

Weaknesses1. Program design failed to address multiple

intelligences and various learning styles.

2. Failure to create measurable

programmatic outcomes.

3. Diversity of presenters; no African-

American faculty.

4 Limited contact with participants following

December program.

5.Counseling and psychotherapy issues not

accounted for in program design.

Opportunity1. Space for additional participants.

2. Readiness of participants²coaching, mentoring,

structure programming.

3. Opportunity to tweak & improve curriculum by

using participants from the June and December

sessions.

4. Integration of corporate executives into

curriculum design (e.g. lecturers, facilitators,

networking events, shadowing, etc.).

Threats1. Perception that NFLPA is not at the table.

2. Timing and consistency of follow-up

communication.

3. Identification and training of career coaches to

provide practical support.

4. Failure to monitor, track and document program

results.

5. Serious player issues, which surfaced were

handled jokingly or not all.



STAGE 2Distance Learning/Career Coaching



` FDU as the fir st Univer sity in the United tates to r equir e that all

under gr aduate students take one online cour se per year since 1999

` Thr ough 10 gr ants fr om the Department of Def ense, Department of

ducation and the Department of Justice, FDU has developed 60 Gr aduate and Under gr aduate online cour ses

` Curr ently, FDU has over 160 online cour ses at the Gr aduate and

Under gr aduate levels ith mor e than 1000 students enr olled fr om 20

tates and sever al other countries

` In eptember 2011, FDU and the ew Yor k Times will off er 12 Online

Under gr aduate cour ses thr ough a new partner ship



` FDU will build, administer and teach an online cour se f or f or mer FL

player s

` The components of the 30-hour online curriculum will include (1)

gener al business, (2) finance (3) car eer selection` The online cour se will be deliver ed asynchr onously (any time, any

place)

` FDU will design and document the desir ed lear ning outcomes and

develop a system f or gr ading achievement

` FDU will pr ovide quarterly r eports on the pr ogr ess of each cohort of

f or mer player s



` Stage 1: FL Car eer Tr ansition Pr ogr am

1.5 Continuing ducation Units

` Stage 2: Distance Lear ning/Car eer Coaching

3 Continuing ducation Units

3 cr edit hour s can be applied towar ds under gr aduate degr ee

4.5 combined cr edit hour s can be ear ned at the conclusion

` Entr ance into Stage 3 (Placement) Stage 4 ( usiness Development)



CAREER COACHINGResume Preparation and Interview Skills²Preparing Participants for the Marketplace

Prerequisite for Stage 3



` Pr ovide a compr ehensive pr of essional coaching experience f or

each participant to include r esume development and inter view skills

pr epar ation.

` Develop str ategies f or successf ul matriculation into a second car eer.

` ctively engage participants in managing their car eer tr ansition thr ough coaching, benchmar king, r esume pr epar ation, and str ategic

planning.



CompanyCompany

EngagementEngagementesume esume

uildBuild

SWOT nalysis

C orporate

C oaching

Chapter President

Referral



` How to eliminate nervousness and stress, before and during the interview. Going on an interview can beextremely nerve-racking! We·ll discuss tips to go from being a jittery job applicant to a cool, confidentcandidate, faster than you can say, "I'm hired!"

` How to mentally prepare for the interview, before it even starts. Utilizing my brain teasers the nightbefore an interview is strategy before your interview and you'll be ahead of the game!

` The proper way to dress for your interview. Learn exactly what you should wear to your interview, andhow you should be groomed.

` How to research a company before going on a job interview. Learn why research is really SO important,and how to do it the right way!

` How to answer questions without sounding scripted. Rehearsing your answers before your interview is anabsolute MUST, but come off sounding scripted, and you will blow your chances of getting the job!

` What you should NEVER bring with you to your interview. Bring this to your interview, and you mightas well say to the interviewer, "Please don't hire me!" because you won't be!

` How long you should take to answer the interviewer's questions. Don't take enough time and you'll comeoff as being boring and stiff . Take too long and you'll put your interviewer to sleep! Learn exactly how longyour answers should be in order to be most effective!

` How to let your interviewer know that you REALLY want the job, without coming across as desperateor needy. Communicate in the right way that your REALLY want the job, and you'll probably get it. But do itthe wrong way, and you're headed for disaster!

` The differences between behavioral and situational questions, and how to answer both types . Thesetwo types of questions are completely different, and if you don't understand the purpose of each type, andknow exactly how you should answer each one, your chances of getting the job will plummet!

´COACHINGµ AT A GLANCE:´COACHINGµ AT A GLANCE:



CHAPTER PRESIDENTSDuties and Responsibilities

� Ser ve as the primar y liaison to FL Player Development Dir ector s with a primar y

f ocus of developing r elationships with tr ansitioning player s in the local mar ket.

� Develop str ategic partner ships with local youth, secondar y educational and college f ootball playing or ganizations.

� Manage local oper ations including br and management, sponsor ship, chapter

member ship and pr ogr am implementation f or local car eer tr ansition initiatives.



Ref er enceRef er ence

PagePageCover Cover

Letter Letter

**

J ob Offer!!

Executed by

Chapter President



CLOSING-QUESTIONS-

-COMMENTS-

-CONCERNS-

guy troupe 4-28-22 presentation

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