The following questions are often raised when the employees think of their career:
- Do I really fit for what I am doing？
- How soon will I be promoted?
- What will be my next job?
- Should I change to a new track or maintain at my current job?
- Why do I feel losing interest? Is what I am doing still meaningful to me?
These questions which are very important to the employees are not easy for the managers to answer.
The organizations hope that their talented employees will stay long in the organization. However such might not always be appreciated:
- The employee with limited knowledge of himself and the organization wants promotion so eagerly that the organization cannot retain him.
- The employee, faced with setbacks, gets frustrated and stuck, and misses the chance of developing himself.
- The employee prefers short-cuts and quick bucks.
If such situations are not solved properly, employees will gradually drift away from the organization.
How to appeal to the employees’ career development need, guide them out of those career myths, and plan their career development based on good self-understanding? How to remove the unnecessary barriers between the employees and the organization, and facilitate smooth career dialogues for the benefit of organization development? AMA’s “Career Navigation Program (the Employees Version)” will help build the bridge.
Through the two-day program, employees will become more intelligent at their career choices:
- See their organization from multiple perspectives and seize career development opportunity
- Recognize their attributes through MBTI personality test and value assessment
- Recognize their experience, capability and potential, as well as strengths and weaknesses by reviewing their education and working experience
- Identify their unique advantage and career best fit
- Recognize their current career position, and plan development actions
- Accept their weaknesses and utilize workplace challenges to improve
- Call upon internal drives to learn from setbacks and get through career valleys
- Communicate personal career development desires with their superiors and gain support
- Enjoy the meaningfulness and contentment from career development
The organization and the employees will be better aligned on development initiatives:
- Employees will be able to evaluate themselves more objectively, manage their career expectations more maturely and develop themselves with more concrete actions;
- Employees will be able to face frustrations and challenges more positively, and make adaptations more proactively instead of complaining;
- With the employees improving their career management capability, it will be easier for the organization to retain and develop people.
Why do I choose The Career Navigator Program for Employees from AMA?
- This program is local-developed based on AMA US material by HR directors, senior line managers and seasoned career coaches through 12 months’ effort.
- The program is designed based on Chinese employees’ actual situation. It aims at broadening participants’ career mindset and challenging their paradigms.
- It is delivered by AMA senior consultants with people development and career coaching experience in Fortune 500 companies who are ready to dialogue with the participants about their career confusion.
- Participants will reach a deeper level of self-awareness and growth.
How you will benefit
For the employees:
- Understand what is career planning, and plan for yourself
- Explore your personal strength and career fit
- Assess your current career position, develop challenging and feasible career path and action plans, and value every chance available to you
- Remove career confusions, develop mature career mindset, keep self-motivated, take the best out of career peaks and valleys, stay away from stagnancy, and obtain career contentment
For the origination:
- Enhance employees’ satisfaction toward the job and the organization
- Facilitate employees to manage their career with a positive and mature mental so that unnecessary talent loss is avoided and talents are well retained and performing to their potential
What you will cover
Module 1 Understand career planning and be accountable for your career development
- For yourself: “external job satisfaction” vs. “internal career contentment”
- 6 dilemma in career development
- Career development and career planning
- Personal responsibilities for career development
Module 2 Design career path
Assess personal assets
- Elements of superior assets:Traits, values & aompetence
- Assess personal assets:
Pass Experience: Experience at peaks and bottoms
Assessment: Understand personal features
Understand career values
Conclude core capabilities
Check: Identify superior assets
Understand organizational needs
- 3 situations covering expectations of both organizations and employees
- 3 steps to understand organizational expectations
- Obtain career opportunities
Prepare for journey
- Mental models in workplaces
- Good mentality in workplaces
- Leverage internal power: Power in reflection, study and control
Model 3 Discuss development plans; win leadership’s supports
- Employees’ typical errors
- Appropriate mindset for face-to-face talk with supervisors
- OCEAN dialogues
- 3 situations on OCEAN dialogues’ application
Close
- Summarize learning and discovery
- Complete personal development plans