Careers at Standard Life
December 23, 2011
Check the latest jobs and careers with Standard Life here……
http://www.tcmo.co.uk/folio/careers-at-standard-life
Career Coaching for the over 50’s
December 13, 2011
Career coaching is a service that many people find great benefit from and in the 00’s is now not just an activity of high earning executives.
If you are over 50 and in the mindset of it’s not for me then read on……
Your first hurdle is to think long and hard as to whether your age is directly related to your need or want to seek out a career coach.
If you are feeling that you are ‘too old’ to consider career planning then you are wrong, just look at the unemployment statistics at present, nearly half of the UKs unemployed are under 24…….so your skills are sought after, valid and will add value to any organisation.
At 50+ you will have worked through very tough economic times before, this is a distinct advantage to an employer……don’t forget (although against employment law) people can consider potential employees as too young! not as you may feel as too old.
Career coaching can help you parcel up your skills, experiences and positive work ethic into a very marketable product.
So, now what do you think……. your age v career feelings are just a state of mind not a barrier.
Finding the right career coach career coach for you is the key to getting effective results, the match should be on character and personality rather than price.
You will learn more and quicker with a coach that is on your wavelength and appreciates your thoughts process around career and job seeking.
Within TCMO we always match the cultural and personality fit which ensures lasting and effective results. So forget that age is not a barrier to success when it comes to looking for a career coach
Career Coaching for the Technophobe
November 25, 2011
We’ve all been there!
Remember saying it’ll never catch on, it’s too complicated, it doesn’t work for me???
Mention these points today and you will usually get the answers “it did”, “it’s not” and “it does”! and they could be quite right…….however…….there is hope in the career coaching sector for the technophobe.
One definition of a technophobe is “one who is threatened or scared of technology” it could be just a fear of the unknown of a simply good level of ignorance. Career Coaching should never be fully technology led as it is a very personal experience that is best shared!
So how do we strike a good balance and encourage technophobes to embark on some effective career coaching?
Firstly you need to assess your learning style, think of the coaching you’ve have received before (business or leisure), what environment was it in, who did it and what results did you get?
Then think how the key points were communicated to you, written, verbal, face to face on the phone? By now you will know what enjoyed most and what got the best results for you.
Apply this logic when you are seeking a career coach, ask friends family, colleagues and your HR department , citizens advice, local libraries, careers centres and the job centre will all help pint you in the right direction .
When you meet / talk to your career coach tell them your learning style, how you don’t want technology playing a big part and what coaching you have received before that has worked well for you.
Taking all this into account you should now be able to get cracking with some good quality activity based career coaching with milestones and activity plans to complete between sessions.
If you are serious about your career my top tips for not techie career seekers are
1) Always seek face to face coaching with activity based actions
2) Networking works – research and attend conferences / events / business functions where decision makers will be
3) Don’t be shy of an approach by letter! Its stands out from a crowd
4) Aim to meet recruiters- ask for meetings
5) Plan to start using technology before it leaves you behind! Job boards and social media do work
Good luck and feel free to call us at TCMO 0131 201 0181 for some tech free, straight forward career coaching that genuinely gets results.
Six Best Practice Facts of an Outplacement Company
November 25, 2011
New Year – New career. With the year 2012 on the horizon, many individuals face the reality of a new year with a new career. With unemployment on the up, and many more redundancies forecast, now is the time to prepare for such an eventuality by assessing what the market place has to offer in the way of the best providers of Outplacement Services. This is where you must analyse what these companies can offer but more importantly what you need to succeed in your job search. To start the process, there are 6 key areas to be addressed before you select a suitable provider.
Accreditation: Make sure that the Outplacement Company has a Code of Practice and, like The Career Management Organisation Ltd, (TCMO) is a member of a recognised professional body such as the Chartered Institute of Personnel and Development.
Transparency: All reputable Outplacement Companies will offer a free, no obligation consultation prior to any commitment on your behalf. Take the opportunity to find out if they can meet your specific needs and if necessary ask for a follow up, free meeting to be re-assured.
People : Outplacement and Career Management is all about people. You must have the trust and belief in an individual or a team to deliver on your behalf. So before you commit, ask to meet the consultant or associate you will work with during the process. TCMO will not only invite you to meet their team, an invitation to see the operation is also included.
Technology : Compare the on-line offerings before you go-ahead. Are they relevant to you, accessible 24/7, or are there restrictions. Also, make sure that technology does not replace the human element. If it does, think carefully.
Services: What precisely does the Outplacement Company offer you? Having taken advantage of the free consultation, does there proposal (in writing) match your expectations. There proposal should represent “an investment in your career”. It should be tailored to you as an individual and not an “off the shelf” programme applicable to all and sundry.
Cost: How much do you want to invest in your career ? If your company is paying for the service, you may have little choice, but if you are funding the process, make sure that you get value for money. Also, insist on a cooling off period similar to that offered by TCMO. In addition, do they offer payment terms to suit your budget and your current financial circumstances? This will give you peace of mind should the initial investment be substantial.
Always take the opportunity to compare like for like, however, I would suggest that people are the key to best practice. When you leave your free consultation ask yourself this question : Did you feel that the consultant(s) had a “passion” for what they offered
Book now for the TCMO & Guardian Jobs Seminar
November 23, 2011
Public to Private Sector – Your Career Transition
Hosted by
Guardian Jobs and The Career Management Organisation
“An interactive seminar with five expert speakers to help you analyse skills, plan ahead for and deliver your career transition goals when moving from the public to private sector”
This seminar is designed for Public Sector Managers at all levels who are looking to move careers due to redundancy, voluntary severance or career progression.
Wednesday 25th January 2012
9.15am to 12.30pm
Monte CarloSuite, Blythswood Square Hotel,Glasgow
http://www.townhousecompany.com/blythswoodsquare/
Price £48
(Inclusive of VAT)
The Programme will include expert speakers covering CV Tips, Self Marketing Skills, Networking – on & offline, Managing Recruiters and Job Boards, Case Studies and Effective Career Action Planning
To book please call TCMO on 0131 201 0181 or email clients@tcmo.co.uk and visit http://www.tcmo.co.uk/folio/seminar for more details
Meet TCMO at the CIPD Scotland Conference 2012
November 23, 2011
8th & 9th March 2012 at Dunblane Hydro
The CIPD Scottish Partnership has secured a first class speaker line up for the event including Gary Kildare, Global Vice President of Human Resources at IBM; Sir William Atkinson, Executive Headteacher at Phoenix High School, London; CIPD Chief Executive, Jackie Orme; Veronica Hope-Hailey, Professor of Strategic HRM at Cass Business School; Dr Mee Yan Cheung-Judge from Quality & Equality, and Sonja Stockton, Director of Talent Acquisition, PwC. Keynote speakers and workshops will focus on a range of professional areas from CIPD’s HR Profession Map.
Full details will be available on the Scottish Partnership website from November
