How can you use the career pathing model to explore new career options?

Existem várias formas de avaliar suas competências essenciais. 1a. Como Coach, preparo um 360 com 5 perguntas para que pessoas que conhe?am o profissional possam preencher de forma confidencial. Isso ajuda a levantar as percep??es sobre os talentos potenciais. 2a. Uma outra forma é pedir que o Coachee preencha o questionário Triads, que apresenta seus talentos inatos e também o Triads 360, mesmo questionário preenchido que traz a percep??o sobre os talentos inatos do Coachee na vis?o de outros. 3a Outra alternativa é estudar a Biografia do Coachee, observando suas voca??es, competências desenvolvidas e trilha percorrida. Esse processo, leva a amplia??o da autoconsciência e possibilita a constru??o segura de um plano de carreira.

Identify your skills, interests, and values to understand what you're looking for in a career. Then, look into various career paths that align with your assessment results, focusing on roles that match your skills and interests. Create a plan to acquire necessary skills, including training, courses, or experiences. And NETWORK! Your network is a great pool from which to find your next opportunity.

Career pathing is incredibly important as the whole career landscape is shifting. There may be different ways an organisation will offer to help with this, but my invitation for you is to own your career personally, then have the discussion with your organisation. Identify all your skills, your strengths, feedback, and what kind of future you would like to have.

Boils down to Capability-Opportunity Fit! I request my clients to use DISC to determine their strengths. Then, map it to the existing job function to evaluate the next steps.

One can address core competencies through combinations of assessments like DISC, Gallup Strengths, and MHS EQ2.0. The results of the competency assessments can be mapped with competencies required in the desired career path and a development plan can be created to develop the missing competencies.

You can use a variety of psychometric questionnaires, 360 feedback, feedback from your team, colleagues, peers, and you can also self-review what went well, and what you'd like to improve on. Also remember to check in with your values.

Career anchors was a concept introduced by Edgar Schein. They are things that develop over time and include, talent, skills, abilities, motives, attitudes and values. I work with clients to help them identify this by working through all of the roles they have had, including voluntary ones. It's worth noting that sometimes the things that come easy are not the things you love to do.

Workplace is changing and with it new forms of work are being developed, as TaaS (Talent as a service), for example. Exploring alternatives other than the usual vertical track may bring more happiness and perspective to executives.

There are many options beyond the traditional linear career path. Think of your career as a plethora of skills and add, evolve, learn, towards the role you want to do next.

Some leaders don't plan or expect the plan to happen within a few weeks. Owning your career will help you plan for your future - don't forget to include your lifestyle choices. Be clear on what kind of future you want to live, work and be in, then you can devise your strategy.

I resonate with the following eight anchors very relevant: 1.technical/functional competence 2. general management competence 3.autonomy/independence 4.security/stability 5.entrepreneurial creativity 7.service/dedication to a cause 8. pure challenge 9.lifestyle. These are Scheins career anchors.Post this, one can evaluate one’s goals and priorities with one’s strengths and move forward with possible career options and do some experimentation too if possible