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The Careers Professional as a Change Agent - changing competencies for changing times
Joy Packard Career Management Fellow
qualification credential
certification
PG Dip GC GCDF Instructor
Career Management Fellow
A change agent, or agent of change...
... is someone who intentionally or indirectly causes or accelerates social, cultural, or behavioural change.
dilemma of the change agent
how to influence without authority
“Careers rise prospectively in fragments and fall retrospectively in patterns - a mixture of continuity and discontinuity.”
Karl E. Weick
Nottingham Trent University : Dip CG
me
On Planned Happenstance…“We do not always need a plan to create a career. Instead, we need a plan to act on happenstance— to transform unplanned events into career opportunity.It’s both attitude that you gain and actions you take. It is the view that you can create opportunities by taking action on your curiosity and on chance events.”
John Krumboltz
Sometimes we experience slow shift that results in us drifting off course without realising it, and sometimes our careers have dramatic (fast shift) changes which completely turn our world upside down.”
Jim Bright
GCDF Instructor
2011
2013
a qualification a certification
1 increase urgency
8 make it stick
2 build guiding teams
3 get the vision right
4 communicate for buy-in
5 enable action
6 create short term wins
7 consolidate, keep going
implementing & sustaining the change
engaging & enabling the organisation
creating a climate for change
Activity using Kotter’s 8-steo model
• What is the Change Problem?
• How do you convince your manager?
• How are you going to create change readiness?
• What is your strategy?
• How are you going to implement it?
• How do you make it stick?
Activity: Creating a compelling vision. (Kotter’s 8-step model for change )
“You must be the change you wish to see in the world.”
Mahatma Gandhi
“If you always do what you’ve always done, you’ll always get what you’ve always got.”
Henry Ford
“Every pupil should have multiple opportunities to learn from employers about work, employment and the skills that are valued in the workplace. This can be through a range of enrichment activities including visiting speakers, mentoring and enterprise schemes.” Gatsby Report, Good Career Guidance, 2014
Benchmark 5:Encounters with employers and employees
Benchmark 6:Experiences of workplaces
“Every pupil should have first-hand experiences of the workplace through work visits, work shadowing and/or work experience to help their exploration of career opportunities, and expand their networks.”
Gatsby Report, Good Career Guidance, 2014
Enterprise Activity - Bags for Charity
Enterprise Activity - Bags for Charity
Enterprise Activity - Bags for Charity
Q: If you could talk to your 16-year old self, what advice would you give about jobs and careers?
Q: When you were at school, what did you want to do? Did you even know that at the time?
Q: Where are the jobs in your industry?
Q: What is the best thing about your job? the worst thing?
What would YOU like to ask this person about their career...
School images courtesy of Lisa Mescus
conversations
September October November December January February March April May June July
Yr 11 interviews
VMG Assembile
s
w/c xIntroductio
n to careers
(LM)
Pathways Event
October
Year 7Year 8Year 9Year 10Year 11
EMPLOYER NETWORKING
AND EMPLOYABILITY
EVENT ALL YR 10s
W/c June ?
Yr 10 interviews
Yr 11 interviewsPriorities:; Maths and English list; SLT Mentor List, Bridge students
Yr 11 Enrichment: CVs, Apprenticeships,
Yr 11 Emergencies: 1:1s, drop in clinics
Information, Advice and Guidance Timeline
GCSE exams
Yr 8 Parents Evening
developmental process
reflective practice
peer learning
support and challenge
community of practice
international network
continuous learning
rigorous
inspiring
world class credential membership of
CDI
process is as important as the certification
• Fellow Mentor as Sponsor and review by Fellow
• Mentor Programme for CMA to move to CMP
• Certified by the ICCI Board
• Developing strategic alliances and increased global reach
• Leadership in professional practice.
The certification process is an opportunity to look back…
“Careers rise prospectively in fragments and fall retrospectively in patterns - a mixture of continuity and discontinuity.”
Karl E. Weick
levels of certification
• Career Management Associate (CMA)
• Career Management Practitioner (CMP)
• Career Management Fellow (CMF)
9 validation methods
•A. Courses/training attended and completed
•B. Courses/training presented
•C. Career management materials and/or tools developed and used
•D. Case studies
•E. Assessment by direct observation
•F. Research and publishing
•G. Presentations delivered to third parties
•H. Reviews of books, publications and other materials
quotes from recent certificant
• It such an exciting document to have complete. Not only is the feeling of accomplishment and having a thorough document which validates your competencies but it also allows those career practitioners who are working in less traditional roles, to set the bar higher and to inspire other and or future practitioners to the types of work we do, to support, navigate, strategize and empower our clients to achieve not only their career goals but largely their personal. It is a wonderful feeling having a document validated on an international level. The more people who complete this certification in both traditional and non-traditional roles, the more attention will be placed on the importance of staying current, sharing innovative ways to service our clients and setting higher standards on national and international levels.
• Visit: www.careercertification.org or see handout for specific competencies.
“It also seems probable that the most creative thinking occurs at the meeting place of disciplines. At the centre of any tradition, it is easy to become blind to alternatives. At the edges, where lines are blurred, it is easier to imagine that the world might be different. Vision often arises from confusion.”
Mary Catherine Bateson
• Arthur, M.B. & Rousseau, D.M. (Eds.) (1996). The Boundaryless Career: a new employment principle for a new organisational era. Oxford University Press
• Colin, A. & Young,R.A. Ed. (2000).T he Future of Career. Cambridge University Press.
• Holman,J. (2014). Good Career Guidance. Gatesby Foundation.
• Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.
• Ofsted Survey Report. (2013). Careers Guidance in Schools: going in the right direction?. GOV.UK
• Department of Education. (2015). STATUTORY GUIDANCE. Careers guidance and inspiration for young people in schools. GOV.UK
• Shaw, P. (2002). Changing Conversations in Organisations: A Complexity Approach to Change. Routledge
• Weick, K.E, (1979). Sensemaking in Organisations, Thousand Oaks, CA
References
The Careers Professional as a Change Agent - changing competencies for changing times
Joy Packard Dip CG / GCDF Instructor / Career Management Fellow
[email protected] ++ 44 7801 821 988
Skye: joypackard