Unre Visagie

career development plan

The Career Builder System Applied With Careerdevelopmentplan

Career development plan as the project managers for sustainable community capacity development. The Career Builder System is being used to in their projects to enable people to get access to work.

Careerdevelopmentplan.net offers the foolproof Career Builder System, where people move from their perceived career boxes that are all mind-based and self-made. They move easily, safely, smoothly, to having great careers of their choice and growing their list of skills and what they can add to the world. We look at career choice, access and ongoing growth. Career change, career growth and career choice can be a very exciting experience.

The Career Builder System makes it clear and easy. This is the secure and safe way towards your ideal work, career, job, company and even more. The process is also on the web, as you learn it you can take it to people around you basically free. You can determine where they want to join and understand their own direction, their own measurements, and their own solutions. They participate in the program and help the people who deliver make a living.

Careerdevelopmentplan.net offers the model: Towards my ideal job. At any stage of life, from primary school all the way to retirement and beyond. We find that the biggest obstacle is that people perceive career boxes, it’s like a glass plate, where they can see everything that can be, they see others have it and they don’t understand why it is not theirs as well. What careerdevelopmentplan.net’s product Career Maker does, it makes that box disappear by removing fears, the concept of failure and the perceived risks.

We find that people need clarity about their work in their job, their job in the company and their location. Everybody has a store, so do you. Your store needs to be identified, and we find people find it very tough to identify their own store. This is universal: professors, rich business people and the poorest of people. Everybody is created as great people; the difference is just their experiences, expertise, interest, aptitude and relationships, some of us at home get in bigger doses.

The resources you need are all out there. It’s all available, easily accessible, no problem at all if you know how to do it. In the process of moving from where you are to where you want to be, you make your own staircase and you climb it. Making and climbing at the same time could be a very scary thing; therefore we have made the process simple and clear. This process comes from Hewlett Packard where I worked, all the companies I’ve been involved in, that grew to multi-million dollar companies, coaching for many people afterward and much pro bono work at universities, schools, communities. The process is now very clear and simple.

It starts with exploring with the aim of identifying your real needs. Reassess the work you do, your job, the company and the industry you’re in, ensure that it suits you and align with your wishes. You then prepare this information in a very simple way with people around you and people you choose. You get your communication clear so you can engage the right people. In the process of going external to the resources you internalize the competencies, the knowledge, the insights; you grow your store all the time. Your assets grow in every action that we take in this process.

You will end having up your job, industry and company perfectly aligned to your needs, it’s not instant but it’s very simple to do, it may take 18 months to 3 years. You are in charge or your future and your career aims, to align them and to keep them aligned. You will get your career aims so clear, it’s almost like a beacon that you can put out there, that shines for you. This beacon must go out to the people around you; it must preferably go out on the web, where we include web reputation management.

You gain the insights, you gain the knowledge, and you gain absolute confidence because you are a man with a clear plan. A man with a clear plan grows without stopping, he is welcome everywhere, while people usually run away from a man that asks for help. Thus, you’ve moved and escaped from the perceived career box all the way across to an almost limitless world. This world is available and accessible to anybody that follows these steps with us. It doesn’t matter where you start from, if you have fewer assets in the beginning, it just takes a little longer.

We offer a process where you earn while you learn, so you can pay for this yourself all the way through. The process is an organized process where the career owner is in charge. The career builder, the career maker is in charge. There are detailed processes that we must keep ordered, and if these processes are not completed you simply loop back and do it again, while you acknowledge the learning and you help us with new groups. In the end you end up with practical work experience and you are ready to go to the workplace.

This is organized in four levels and four phases. It doesn’t matter how long you take at any one of these, you repeat it until you are successful and you know where you know, you know what you want, you can communicate what you want, and you are a man with a plan. In the process you have moved from the career box all the way through to a great place where careers become simple and straightforward with no perceived problems. If you look at the career box, it has definitely disappeared because it was perceived.

Once you have moved clearly you can see this move means you invest with others, it is an investment, and it is a commitment. People must be committed to their own future to complete this process.

In conclusion, the foolproof Career Maker System was developed and driven by Unre Visagie with many other people. The career box was broken and you move to a great space. With Prof. Japie Kroon we offer a community gap year with an approved program. It is linked to short courses that he developed specifically for this gap year process. You end up with a university level 6 short course certificate.

Explore the opportunity with Secoza.co.za. We offer community upliftment that goes home to people, into their schools and into their leaders. It‘s always supervised by their leaders. Let’s have a look at the process offered by them, by looking at this early stage actual brochure.  They move from exposure to opportunities to earn and learn. They explain investors from scorecards; this is integrated in a very unique way which we have tested with Inala technologies, spending their money very effectively over time. The process took about 4, 5 years.

Other investors could be embassies which we have engaged with in the past, and we have several philanthropic people who are very happy to invest in a clear program. The investors are insured of great returns. Returns on their investment means more business and better employees, they can’t lose. It also means investment in community economic capacity growth which means their business can grow in the long-term. The return for investors is high, clear and now very safe.

The impact is very wide: we train the trainer, and from train the trainer the process keeps rolling at very low cost. There’s even matric bridging courses at under R1500 for the year. The school earns most of the 1500 and the people from Touching Africa and their offices they operate from, engineering offices, where they have resources to make sure this is on track.

With Prof. Japie from North-West who ensures the learning experience stays on track. And with Unre Visagie from business to ensure the business processes stays on track. As a team we were inspired from many years of tackling unnecessary divides and stratification in our communities. We cannot lose. The reasons for failure are articulated with the initial outcomes, and an industry accepted speech test and an ebio learning methodology supervised by Prof. Japie from North-West University.

Phase 2 gets them closer to work ready; they become a worker that acts as an owner. I have learnt these words from David Packard: “An army of owners”. This is from Hewlett-Packard in the late seventies. If you go onto Dave Packard’s site you will find those words; it’s what Hewlett Packard created. Your company will get an army of owners from us. It changes their attitude completely, where they are intrinsically in control of their own future, they realize that the door to success has a handle on the inside only.

Those glass plates just disappear, those perceived boxes are gone. They are in a great space. They master communication skills; they are clear about their industry, career, job and work. They have willingness; they absolutely have the skills to be highly employable. We have a long record with various government programs and companies, where our people stand out and win out as top performers. I really hope you will join us in this process, how can you possibly lose? I don’t see how.

Thank you very much, I hope you have enjoyed the story, and if you are interested in community upliftment programs, talk to Touching Africa. If you are interested in business programs, talk to Unre Visagie. We will work with Touching Arica and we used to work with Prof. Japie Kroon. A very effective process: earn while you learn is included for community gap years in your community at. Contact careerdevelopmentplan.net and we will work with Prof. Japie to deliver the community gap year. I thank you so much; I hope you enjoyed it as much as I enjoy bringing this to you. This program is a passion for me, I’m really retired, but I work 70 hours a week to help people break their career boxes, move into great spaces and I can’t think of anything else that I will enjoy more.

How to Change Careers

How can you change careers safely and securely?

Let master career change coach, Unre Visagie, show you how to approach your career change for maximum gain. People that follow the Career Maker process typically earn the same and sometimes even more after their career change. This happens because they clearly communicate the skills, resources and attititude they bring to their new job, career and company.

Watch this expert video from Master Coach, Unre Visagie below:

We are talking today about careerdevelopmentplan.net and its product: Career Maker System. This is a safe, secure, proven and now foolproof system on how to change careers. Change careers safely, securely, calmly and with a plan. The issue is the plan can only come from you. Or shall I say the content of the plan must come from you.

We have found over the years that the thing that stops most people is fear, fears are from perceptions, they are not real, they are just perceived. It’s really important to know that these fears are never real. FEAR simply stands for False Evidence Appearing Real. Fear generates perceptions of risk, huge risks, and the risks are perceived since the fears are perceived. One of the many fears is fear of the unknown and fear of failure.

Fear of failure, where FAIL is a First Attempt In Learning. During everything we’ve learnt in life, from walking, talking, bicycle riding to driving a car, we have failed, and we have learnt from this failure. The Americans in California call it very nicely failing forward. With bicycle riding you even lost some skin. What happens to people is that they feel safe in some job or career, and they perceive that change is going to mean losing that safety, instead of the view that change creates new safety. You can see it as a box that you’ve got to escape, or a prison, and all you need is the key because the key to success can only work from your hand opening the door from inside. It can never be opened from the outside.

The other way to look at this whole safe career change is to realize there’s a lot you can see up here that you cannot really touch. It’s the glass plate principle, you feel you can touch it but you bump. What you bump against is that glass plate or the box or the prison that consist of these perceptions and fears which are not real. When you look at career change, midlife career change, change at 40, it is an issue of the work you do, the job within which you do the work, the company within which you have the job, and a company is always part of an industry. If you can get this aligned to suit you, life must be very close to perfect.

We like to break into a second area where your work aligns with your job and then with your long-term career aims, and if that aim is clear it’s like a beacon you put out there. You can publish it on linkedin, you can tell your friends, you can send letters, and all the people you know who know people can send it, because you are clear. That brings us to the challenges of career change in this model that I have briefly touched on.

The first challenge is to reach this clarity, and that is why part of the process is to search for information, prepare the information, and choose where you want to be engaged: job, company, industry. Make sure it lines up with your long-term career, so that you continuously aim for your career beacon. All of us can do that.

We have achieved this with thousands; thousands in our companies, because we realized that when people have this alignment and they have sufficient new challenges their productivity jumps. We also realized that if we can get people productive quickly it is very beneficial for the company. It was very expensive to hire new people; we had to get them productive quickly. This is where these processes were born.

The processes have been honed during the last 12 years in coaching at a high end but we have engaged in a lot of pro bono work at schools, universities and communities as well. I must admit the communities were the toughest, that is where the processes really got simplified, and became foolproof. Clarity is critical. That clarity must be prepared and communicated and the alignment must be kept. Through communication you clearly engage the company and industry, you engage the teams you work with, and you communicate and engage with the people around you.

A young lady, Laura, came to me and said: “My husband says if I keep on working in this company I’ll be stupid, I must leave immediately.” I sat down with her and we went through this process, we looked at the plusses in the company and we look at the minuses in the company, we made a balance sheet. She went home and told this new story to her husband. As it turns out, she was mostly focussed on the issues and problems that she had, and as we addressed a lot of the problems, it helped clear the minuses. Afterwards they said that if you leave this job you’ll be a fool.

It is a change in perception, using the information, preparing the information, communicating the information. You will hear those three steps in many different models and guises, but it’s always just the three steps. Get hold of new information and facts, organize the information, and communicate what you’ve organized.

It’s always just three steps to maintain alignment, provided you know what you really want, what makes your eyes light up, what makes you happy to go to work so you never feel like you work a day in your life. I sometimes almost feel a bit guilty to acknowledge that for nearly 25 years I’ve been working in that space where I never felt for a moment that I am working. 20% to 30% goes into work I would like to delegate. I try to delegate since I believe if I don’t delegate I steal somebody else’s work, but you can’t always delegate so a percentage will always be tough.

You can view this alignment and clarity as overcoming the challenges which makes your fears disappear. It’s not as if you address them, by getting clarity and information the fears simply go away.

The following is an equivalent model that you can use. The purpose of your career, your career aim, your career beacon during the short term is to choose the work you do, in the job you do, for the company and the industry you want to do it in. This should align with your long-term personal wishes for earnings, career, how much you work, where you work etc. That means that strategically you keep your long-term career aim, it’s your long-term career vision and mission, almost like a company vision and mission. In the short-term your objectives and your tasks always align with your strategic plan.

That plan, just like in any company, you must be able to communicate succinctly: why and what about your career, why and what about your job, why and what about your industry and why and what about your choice. All of this is about you; you are the centre of this always. However, if you put yourself first you come last.

What is important is the service you’re going to deliver to the team around you, your company and your industry, and back home. From that service you will get your returns. Always look at what you can contribute, how you can grow what you contribute. Look at your store of goodies that you can use to be productive, that store will grow very fast. You can choose where you apply your store, who buys in your store what you offer.

We hope we’ve made it clear that a career change at any time in your life can be a safe and secure process and your fears could disappear, provided you realize you’ve got to be aligned, you address the challenges, you communicate with the people around you, your purpose of career, your career beacon and your career aim is clear. You can have a long-term plan to keep you aligned with your work, job, company and industry. I hope I will see you again down the line in our Career Maker System which is foolproof.

Midlife Career Change Reasons

The Top Career Change Triggers

In our coaching we have found that people want to make a midlife career change for very specific reasons. We have made a short list of these initial midlife career change triggers. To help you get started with a successful, safe and secure career change, please view the video below. In the video master midlife career change coach, Unre Visagie takes you through an introduction of the top reasons.

In careerdevelopmentplan.net we offer the foolproof Career Maker System, which helps people during their midlife career change. I have been there myself and so have many others around me. It takes you from the perceived box on limitations right through to a successful place where we typically see a 20 – 30% increase and we see big moves towards doing work people enjoy with confidence. We would like to see this for everybody.

I have the privilege of having lived there for almost 25 years now. Let us take a brief look at what drive these career changes. We have created a list and we ask you to please consider each item on the list below and start on the road to your successful midlife career change. Should you not find your reason for your midlife career change on this list, which is possible, please help us to help you and others by posting a comment about it and we would love to address the reason with a specific answer as soon as practical or possible. We hope that your change process could start with understanding and defining these reasons, what we call triggers that drive the need for a midlife career change. Once we have found these triggers, you can identify and design a solution that best fits your unique situation.

We have been successfully coaching people through midlife career changes for the past 30 years. In our multi-million dollar companies we were privileged to build, then through professional coaching, also pro bono work at universities, schools and in communities. The process is now really foolproof. In Career Maker Systems we see it as a bridge for people to move from triggers of discomfort and perceptions or interpretations, like being behind a glass plate. They then identify and take the right actions and they never stop moving again. We have people that we have coached for over 30 years, and it never stops.

The solution will be your identified choice of the best work, job, company and industry, to build your ideal, enjoyable career where you never have to feel that you have to work very hard a day in your life, yet you add great value with great income. That’s the goal. We have found three types, three main categories of changes:

  1. The ones that are so urgent they burn
  2. The ones that are just getting warm: “I want to change.”
  3. The ones we can see that will get warm in the future, we know change will be good.

Let us start with urgent change. This typically comes from companies that downsize and industries that change; the key thing is the job may disappear very soon. “I better make a plan before it gets too urgent.” The other way of thinking is:” I had enough of this job.”, “My job sucks.” That’s what we often think. I often found that it isn’t the job so much that sucks; it is the work that sucks. I had situations of people coming to me at work, in my companies, that say: “My husband says that if I don’t change this job soon, he is going to kick me out of here.” We went through the detail, they go back home, they tell a different story, the next day they come back and say: “The husband says I will be a fool if I leave this job.” It is merely a change in thinking.

It is often the work or the way we look at the work that sucks, but something sucks, it has to be changed. Let us look at one of the most urgent needs in our 40’s: I really must earn more money right now. It typically comes from the fact that many issues drive that change. However, what we found more often than not, people are responsible for a whole bunch of upcoming people, they are responsible for people seeing their life out, and even somewhat responsible for people in their current generation who’s not doing so well. The responsibilities at 40 and after 40 could be quite daunting. If you simply want to change because you’re not paid enough, it is often a very simple communication problem, and I like that one because it’s the quickest to address.

Another reason: people frustrate me. This can be for many reasons. Often we find that looking at things a bit differently solves this problem, but often it has gone so far that changing company, or at least changing the vision in a company is practical.

People stay in the same circumstances; mostly they just realize they are not happy, the travel bugs them, the workplace bugs them, the industry bugs them, and there are so many possibilities. They just feel they carry a very heavy weight. To get rid of this weight can be done in a number of ways. A change of company may be necessary, but often it is just a change in perception and looking at things differently.

Let us look at people who are really happy in their job, career and industry, they just need more challenges. This is also a very straightforward process, typically achieved in a few months, that usually leads to a 20 – 30% salary increase within 18 months. Making the change and communicating properly with a proper plan.

There is also the natural change; it’s just a restless feeling, I can do better, I can do more. The other one is that the job has become too easy, it’s repetitive, and repetitive is never good for us. We always say repetitive is like a groove, there’s an old adage that says the difference between a groove and a grave is just the depth. It’s like you are not alive anymore and you need to change that, you need to get out of the groove. It is simply a process that follows the same steps as the others.

In each of these cases the solution consists normally of three broad steps. We apply each of them for change, growth, issues etc. It’s to one way or another identify the root causes, prepare a lot of information and facts, think of possible alternative solutions, communicate that with the right people, and you have a fantastic solution. We find that when a man arrives with this clear insight and a clear plan, he is never refused.

Six years ago at North-West University in South Africa they couldn’t find practical work in the industry for students. Today 700 students find their own practical work simply because they know where they are going, they know why they want it, they can say why and what about a company, why and what about an industry and they talk to the right people. What makes it so exciting, about a third of them get jobs at companies that didn’t even have a position, but when they meet this enthusiastic, sorted-out person they create a job for him.

In summary, I would like to say that a career change can be an exciting experience. The Career Maker System makes it so clear and so easy. It’s not always quick, but it’s always clear and always easy. We call it a secure and safe way towards your ideal work, job, career, company and industry. I really hope you will make your choice and I hope that you will identify one of the items on the list below or please communicate with us, challenge us to see whether we can answer you. I hope one of the videos on the list below will encourage you to stay in the process, and complete it.

Career Change at 40

Is career change at 40 possible?

Let master career coach, Unre Visagie, guide you through the process of getting started with a career change. If you apply these steps, you will create an effective and peaceful start to your midlife career change.

Watch the video below to get started with your career change at 40…

Career Change at 40

We are looking at the subject of career management and career change at the age of 40. I have gone through that myself and looking back at my life I would never have started all those businesses, I would have managed my career towards wealth, fun and profit, if only I knew how at the time. Let us look at typically what defines the age of 40.

If I remember all the people and myself in our companies it is an age of big responsibilities; where we are busy helping the new generation, being responsible for the current generation and its difficulties and we are helping the old generation on its way out. It is something we want to do. It is also the time I am forced to look at the rest of my life, we have found that it always happens around age 40, plus or minus a few years.

We are mid-career when we are in our forties and we have to look at what we are going to do for the rest of our working life. We are often in a trap where I have become my job title and my job title defines me. Whereas I am actually many things: I am a friend, a parent and so many other things. Work is just one of the things I do; it does not define me.

What I am, what I think, what I feel and what is within me define me and work as a small part of me. What I would’ve liked to see when I look back, I would’ve like to have seen that my work was more aligned, with nice challenges, while having fun, earning more money and building wealth. I would have liked to see that I have grown in myself, in what I do, with whom I do it, where I do it, and that I had more choices about it. Choices really are the spice of life.

Let us look at a quick process to define and start your career change at 40.

  • What I would have liked to do differently for all the people in the companies I built over the past 30 years.
  • What have I done in coaching since then have been very successful.
  • Typically, the people that follow this process grow their salaries by 20 or 30% over 18 months.
  • They look at work differently, they approach challenges differently and always respond in any situation to grow their options and increase their choices.

You always have a very big in internal “store” consisting of:

  • Your natural talents,
  • Your work and personal skills
  • Your work and personal relationships

You have built this big store using external resources and internalized it over time. To increase our the process all we have to do is identify what we enjoy doing, what the current situation is, what we feel and what we perceive. We can turn those into prepared action with the aim to engage, it only takes a little bit of effort. We talk to friends, do a bit of research, think about it a bit and then talk to people around us, remembering it is all externally available. All you have to do is get it and make it internal. The actual process consists of:

  1. Identify
  2. Prepare research
  3. Engage, communicate with the world

Where I personally coach people through the Career Maker process, I regularly work with people who never realized that they had choices. I recently had somebody who has so many choices and never realized that he had all these choices. All the choices threatened him, because he saw them as difficult choices to make. When we turned it around and aligned the choices with what he wanted, the choices quickly reduced to two or three. These we investigated and he engaged. He is on his way to double his salary from $150 000 per year to probably $300 000 per year by just looking at things differently, he went external to trusted advisors, and he internalized the advice they gave him. He is now comfortable that the road forward is clear, he knows what to do next.

Outcomes of the Career Maker process

The outcome is that you are organized, you take action and you ensure your growth. Everybody loves a man with a plan. Everybody loves a man who is positive, clear, committed, who finds joy and things to do and contributes. For whom there is always a solution, but at the same time, he clearly knows what work to say no to.

Change is so fast today that you may have to choose again in five years. When you have applied this process a few times, change becomes a simple and fun matter. If you look at your career, the company you choose, the industry you choose, yes you can choose them all, that is for sure. It is just a process of identify, prepare and engage. Go external, bring it internal, and at 40 you typically have most, if not all, of these skills and access to these resources.

The Career Maker Process in Short

When considering a career change at 40, you do not want to jump ship. You want to progressively change ships. Most people at 40 have big responsibilities. You need to view your career change as a process, rather than a moment’s choice.

You will use your current work base to gently shift careers. You do more and more of the work you want to do, and less of the work you do not like doing. I found in my coaching that many people can make small changes in their current careers which leads to them becoming very happy right where they are! They never had to change careers, just recognize the opportunities they already had in their current jobs differently.

If it turns out that someone really must make a career change at 40, they have no obvious opportunities in their current jobs, I coach them to use their current job platform and reach out to external sources of knowledge and opportunity. They do this while they stay at their current job and steadily build connections to the right people and places.

In both cases we need to align the work you want do with the job you want to do in the company you do it, even if you remain with your current company. There are some very simple, easy processes to delegate what you do not like. Well-executed delegation frees your time so that you can focus on the work you want to do. View delegation from the perspective of “Others must grow, do not steal other people’s work”. While you delegate the work you do not want to do, volunteer for the work you want to do. Also, get further expertise outside of the company, in specific places, investing in yourself, or just participating for the benefit of those you want to learn from; grow the skills that let you move the job progressively to what you really want and what aligns with you.

When you are clear on your career, company, industry, work and job in the company, you are on your way to building a long-term career, remembering a job is just something you do on your career road. If you look at a career aim once you are clear about industry, company and yourself, it is so simple to make your career aim visible. Use online tools like LinkedIn to make your career aims visible. You will find that jobs come to you to fit your career aim. The real change happens when in a few months you announce your career aim, your support structure: your family and friends are with you and you are prepared for a career change.  You have done your thing, you have engaged, and you are ready with the resources, to move in the direction of your career aim.

Remember that career aim is something that keeps on moving, because our environment keeps on changing. However, at any one time, you must have a clear career aim. You are going to adapt it to embrace change, love change; change is so exciting for the prepared. Change is so threatening to people who are not prepared, remember that fear of change at 40 is simply facts that present themselves as if they are real and they are actually perceptions. Therefore, if you overcome fear, that nasty four-letter word, you overcome the risk you perceive and the risks are never real.

If you move progressively, you identify, prepare, and engage, you never take a big risk. It is an incremental process, you move towards your career aim. You should probably aim to align your career every two to three years; that is about the change cycle now. New opportunities arrive as the industries move, some disappear and some industries arrive. Humans always need a challenge, a change, remembering that change is as good as a holiday. I hope we have shown you that at 40 there are typically these things happening in peoples’ minds. They can align with what, who, where. They can do a quick start, moving from their basal store, they can organize, take action and grow, and they can align perfectly towards a long-term career aim.

More career change at 40 resources:

Delegation resources:

7 Habits of Highly Effective People

Trust in the Workplace

Grow your influence by using trust effectively in the workplace

  • Do people trust you in your workplace?
  • Do you know why they trust you or why they do not trust you?

When people trust you, you are smoothly promoted, you get easier salary increases and your team know they can count on you.

Use the four elements of trust to communicate effectively in the workplace and grow your influence.

Use the element of trust in your cover letter and your resume.

We are here to talk about the importance of trust in the Career Maker System; this concerns any career growth and any career access. We have to engage and relate to many people in whichever career, in this case changing or growing your career. Trust basically consists of four elements: openness, reliability, congruence and acceptance. Openness plays a role; it is how you communicate your cover letter, and how you communicate your CV and your references. You have to be open about what went really well, and also be open about a number of situations where things did not go so well. That’s your opportunity to build trust with openness and share how you handled the not-so-good situations.

Reliability happens when your documents, information and attendance is always on time. You also demonstrate reliability with stories from your past. You will notice that we have storytelling as a very important element. Those stories must reflect reliability. You need to able to be absolutely congruent, when you are; people find it very comfortable to talk to you. Congruency also means to reflect what you hear, and that the question is clear. You answer the question and check that the question was answered, it closes the loop and creates and fosters congruency.

Let’s look at acceptance, acceptance of the other, acceptance of the self. Self-acceptance of both strengths and weaknesses clearly show in your cover letter and CV. Also, when you are talking to people over the phone or during an interview, it needs to show that you accept others as they are. It must also show that you are capable to work, fit, adapt and find ways and solutions forward because people are not perfect. I have never met any perfect people. When you work together or you have applied to change jobs it also shows that we are not as perfect as we would like.

I will briefly mention a few notes on this document. Trustworthy is different from trust and the two are linked. Many people are trustworthy, but they can’t build trust, because they don’t practice to be open, ask questions and share information about themselves. If you ask and share you are two-thirds on the way to success. Be reliable and communicate when things don’t always work as planned, but keep ownership. You can be very trustworthy, but to build trust you have to implement this practically in your daily life.

In this case, it must show in your cover letter, I know it’s tough, but that’s why you tell a story. It must show in your CV and every change in your CV must be told in a few words, but it must build your story. If we read CV’s honestly, many of them do not demonstrate openness, reliability, congruence and acceptance. I hope I’ve briefly covered trustworthiness. On the website we give you a whole document to read, there’s more things you can do if you feel this area needs more attention and you want to grow more skills. The more skills and insight you grow about what trust is and how to build trust, the more you can contribute to the team around you and to your family. In the meantime we want to use it to improve your cover letter, your CV and your current job.

The Work Environment

Earn a higher salary by understanding the systems around you in your work environment. Understanding these systems means you know where you fit in the machine that makes up your company. Understanding where you fir tin the machine enables you to participate more effectively in teams. You know which people are key people connected to you and your job in the company. Knowing which people are key people means you can communicate with these people effectively and keep them informed about the work you are doing. This in turn keeps you on the career growth fast track because you make yourself an invaluable asset.

This also means you do more and more of the work you enjoy doing, the work you are good at because your team and managers know what kind of work to pass on to you.

Career Change Cover Letter

Craft your career change cover letter

A carefully crafted cover letter gets your resume noticed. A carefully crafted resume gets you the interview. Having your story straight, with examples, in the interview lands you the job.

It does not matter how old you are or if you little industry related skills. It is more about what work experience you bring with you. Scroll down to watch a video of Master Career Coach, Unre Visagie explain how to craft your career change cover letter.

The career change cover letter is meant to get you the job you’ve chosen at the company you’ve chosen, in the industry that you’ve chosen. We’ve found that if the cover letter is clear it demonstrates that the man has a plan and he is clear on the why and what about the industry, the company, the job and himself.

If this is clear then invariably people get hired and we even found that with this clarity people get jobs at companies where no jobs existed or was planned, because they see wow, this man is enthusiastic about my industry, my company, his job and himself.  I have to have such a person in my company, I cannot let him pass. I know I don’t have a job right now, but I’m going to make one for him. This happens with about a hundred students a year under Prof. Kroon at the North-West University where we’ve been developing and running this program for seven years.

This happened after we used the process to build our companies. We’ve used it for the last ten years in our pro bono community work where we’ve empowered people to get jobs starting from nothing. Today young people with very bad home conditions and education are fully qualified mining engineers. The process truly works. It also works for several people we coach at a $100000 plus level that gets 30% increases in the jobs they want towards building their career; it’s always aimed at the long-term career.

If you look at a cover letter it’s you choosing the job, the work you want to do, choosing the company you want to do it in or with, and the industry you want to operate in. When you look at a company you must be very comfortable with the company’s clients. You must be comfortable with the way they serve clients and the way they approach clients.

If you then look at your career change cover letter, it must have a maximum of three paragraphs; it cannot be more than three paragraphs. You must state that you have a plan, that you are excited; it must contain facts about the job, the company and the industry. Job, company and industry always stay together. The second thing that your cover letter must show is that you have a clear thread in your past decision making, to actually get you to this point. The cover letter must then state any TRUST. Trust is about four elements: reliability, acceptance, openness and congruence and openness. It must be clear in your cover letter. To get it clear, be ready with factual stories, remembering that we are still a story-telling society.

Career Change Cover Letter

The Power of Storytelling

I think we must add something about the power of good stories. A clear, good story has awesome power.

Here is a link to a video of Peter Guber: Peter Guber on The Power of Storytelling.

So what are the stories you require?

You require stories that show your manageability, stories that show your willingness to be involved, stories that show commitment, commitment to results, stories that show initiative. These are the things they interview for. They will ask you three sets of questions in the interview. They will ask open questions, for which you must have ready answers. They will ask you closed questions, for which you must have facts or one of these short stories.

Here is a link to Peter’s book “Tell to Win”:

Q: You must get ready for the interview in your cover letter?

A: Thank you, very importantly, I would advise that you have this clear because what I found is that this has a huge input in the words of the cover letter. The main reason for doing it at this time is to ensure that you are actually backing up your cover letter. This back-up gives you absolute confidence. The company may have a process of pre-screening: telephoning etc. If they call you and you are not ready, you’ve lost. We’ve worked through thousands of CV’s and interviews in our companies and if there is a lack of clarity it goes to the bin. The people who stated clearly in their cover letter why they wanted to work for our company in our industry they got an interview without exception.

Q: These stories, are they supposed to be long? How would they look in the cover letter? Are they paragraph stories?

A: No, the stories don’t get into your cover letter. The cover letter gives a strong indication that you have the stories. The words in your cover letter reflect your confidence, that’s why you must gain the confidence. That’s why you must get your stories ready. Written is better, but if you are like me writing is not always easy. Keep your stories ready.

If your stories are ready and you can tell me why the job, why the company, why the industry and why you, I’ve hardly ever seen anybody fail to even create a job where none existed. That is the power of a well-constructed cover letter. Getting somebody to craft you a clever letter which is not your words is a very dangerous thing. We can assist you, or many other coaches can assist you to help you find your words. On the website you will find further techniques to help you get your words.

Secondly, what I find people have great difficulty with is that most of us can’t talk about ourselves, we get totally stuck, so I find that you’ve got to have a soundboard, somebody you trust that is able and capable. In recent examples for instance, the best soundboard we found for a guy that’s earning $140000 was one of his clients. Why would a client help him? It’s a simple technique, to go and say thank you to the client, and to say wow, it’s really great what you are doing and I want to ask you a weird question today. What do you think I do differently, what do you think my next career should be.

What does that show to the client that you approach? That you recognize him, he’s a significant person and you really respect and accept him. When you approach people for advice and input, those three things are the most important. Significance, recognition, acceptance and respect are the most powerful approach to humans. Hardly anybody can say no to that. When we get the younger or older people that we coach to get into companies and jobs that didn’t even exist, this is one of the things we prepare them with. To approach with the right approach, only you can help me because you are so great. That comes back to gratefulness. When you approach the person you’ve got to be extremely clear on what you want.

Q: Why would I approach a client and ask them how am I different? How does that relate back to the cover letter?

A: It is for you to understand and communicate your possible contribution, your unique approach, why you are a valuable addition. It’s very hard to find this by yourself. It’s a bit like a brain surgeon doing brain surgery on himself; not a good idea. And very often, constructing your own stuff is like doing brain surgery on yourself.

Q: And specifically in a career change situation? You’ve got to now indicate what your skills are, because you bring a skill set, it’s not like your bringing industry knowledge as such, because you’re making a career change. But you bring who you are to the company.

A: Then you find an advisor in that industry, the one that you want to change to, that is how you engage in the industry. Be clear about the how and what. The how and what process must be applied to every phase. Your cover letter must show why you are excited. How are you going to show it if you don’t engage people in the industry, read the magazines, go to some trade shows? You may even meet your next employer at a trade show.

Q: And the reason you want to spend this amount of time on your cover letter is that your cover letter gets your CV into the interview bundle?

A: Yes, you’ve got to get your CV out of a huge pile into a shortlist, survive the shortlist and then get into an interview.

You have to spend time on this. Otherwise you will appear like everyone else. You are going to keep on begging and pleading, and no-one will understand you. They want to help you, but you don’t allow them to. That is why we say the door to success has a handle on the inside. This process of having clarity on the how and what of each element we call the golden key to success. It’s your golden key. To craft the key, to make the key is effort, but it’s the rest of your life. And today is the first day of the rest of your life. Can you put too much effort into this? I don’t think so.

We find that people with this clarity are very successful in our second process, where once you have done this, we can assist you to get into companies that don’t even advertise for a job. If you want to really join accompany and you are clear on this, there’s a process whereby you hook yourself in. You go with respect, you go with knowledge, you go with enthusiasm you are irresistible, and you have it in you. I haven’t met a person that doesn’t have it in him.

Extra resources:

The elements of trust

The issue resolution model

The power of storytelling (Peter Guber and Tony Robbins)

hate my job

Do you currently hate your job?

Are you seriously considering a job change in the very near future?

Let career coach, Unre Visagie show you how to manage your current situation to your greatest benefit!

Scroll down for the video.

We are here today to look at careerdevelopmentplan.net, the Career Maker system that assists people to move from perceived career boxes all the way to great careers as we will see in the next ten minutes. We’re specifically here today to look at your career direction and possible job change; you’ve had enough of the job and the way it works at the moment, we have agreed that something must change, and soon.

Typically what creates this perception of a career box are all kinds of fears from which follow many perceived risks. There are the fears of failure and the fears of change looming large for most!. If we just look at fear itself, it is simply false evidence appearing real, it’s rarely got substance to it, and even if it’s got substance, it can be managed. These perceived fears are the well spring of perceived risks and therefore risks are not real. Of course there are the fears of failure. In this situation we are just going to look at failure as a first attempt in learning. You have learnt this way all your life, from walking and talking to everything you can do today, it all went through a process of trial and error until you succeeded. It’s like learning to ride a bicycle; all we’re doing is holding the bicycle a little bit during this process of change. Safe bicycle riding; you shouldn’t lose any skin.

There are three situations we would like to look at:

  1. People can sometimes just change their job in the company, or even just change the way they approach the job.
  2. Some of you may be in a situation where they need to change the job and the company.
  3. Sometimes we find, and some of you may have today, where you want to change the job, the company and the industry you are currently working in.

Now where do we change from and what are we changing to?

We begin with the store each one of us here has; a store of assets. We can typically look at those assets as experience, expertise, industries, aptitudes and relationships. Those are things you’ve accumulated and we find that very few people can articulate these experiences into identifying which job it will fit, which company it will fit, which industry it will fit. Therefore we start by looking at the external world, where all the resources are available that you could possibly imagine. There must just be a process for you where you can take these resources and internalize it, we will show you here. To achieve this process view it like a staircase. Each of you is going to make your own staircase. You’re going to then climb you own staircase, hence the perceptions of big risks.

That is what we have learned from the people in our companies, that we have coached since to professional master coach; that this scary process, once it becomes known, all fear, all risks disappear. Career Maker system makes it clear and real and straightforward. Let’s get started by exploring your exact needs today. We typically like everybody to go through a review, even if you know you want to change your job. You may be any of the three situations. It’s still very good at this time to just do a proper exploration, re-check each element, and by checking it you grow anyway.

The second step is to use this information you’ve accumulated and state clearly why and what you choose each item of information. You typically discuss it with some people around you. It’s all part of your preparation. Then you go to respected people; I know each of you have respected people that you admire. With a clear plan you’ll be able to approach them. They are then the people you want to engage to take you on your next level, job, career direction, the company and the industry. Also the work you choose on a daily basis. This process grows your store.

You already grow in your various assets, you become more visible, and more people know that you are ready for this new thing. By the end of it you align your job with the industry and the company clearly. You can tell anybody that asks very quickly: “I like this company because…” “I like this industry because…”  “I like this job because…” You’ve got to be very clear. It’s just like selling a product; in this case, you are the product. You’ve got to be clear, or they can’t help you. If you are clear everybody wants to help you.

Secondly you do the same process in your current job, you are clear about the work you like and this process is to align your work, do less of some, and do more of others. You will see the process in the next inbox. You aligned that within your job, so you moved your job a bit. Most jobs today are portfolio jobs, I realize all of you do things outside your job definition and some things in the job definition are done by others. That is how the concept of the portfolio job came about, that everybody talks about today. With this alignment and clarity of your process, you now have a clear career aim, you can even call it a career beacon, and you can put the beacon anywhere, and you can see it and other people can see it and you can aim directly for it. You end up in charge of your future.

Never again will you be worried that you can lose your job. Losing your job is almost an exciting thing. You will never be scared again that you will not be paid for what you do, because you will learn how to ask for what is due to you. It’s all part of the process in the next inbox.

You end up with clear insight, knowledge and confidence. The confidence comes from being able to say who am I, what is the job, what is the industry, what is the company, where’s my career going, what tasks do I like doing. This clarity you can call a man with a plan. A man with a plan we found is welcome everywhere. Prof. Kroon couldn’t get holiday jobs for his students six years ago. Today 700 of his students get holiday jobs using the process. All Prof. Kroon does is; he helps the students become clear about the company, the industry, the job, which they approach with clarity, and all of them get their own internship or holiday job, which is part of the curriculum; they must gain experience.

You can’t fail to get the job you want and hopefully you will never in your life use the words again: “I had enough of my job.” You will know how to move from that box, because we see it as a box, all the way through to this great process. We find that people walking the road with us typically get 30 – 40% increases in the next 18 months to 2 years. Several of our people in the program during the last few years got between 20 and 30%, even recently when the company gave no increases, they laid some people off; the people who knew where they were going still got their 30% increase. It’s quite amazing.

It is now as near full-proof as we can get it. Let’s look at where we go from here. Moving from the career box to the great space, with your great asset list, never again using the words: “My job sucks.” Because you will be in charge, you will choose the job you like, how can such a job suck? Change then becomes the excitement it should be with the Career Maker System, the clarity of steps, the ease of execution, the assistance, makes it very straightforward. The next step towards your midlife career change to a job that doesn’t suck will be in your inbox tomorrow. I hope you watch out for it and you are with us forward.

Midlife Career Change

We have coached many people from all walks of life through midlife career changes in different companies and in our personal career coaching practice. Eventually we came to a standard template that works for most people thinking of changing careers.

The key issue we found is that many people think they are their jobs. When asked them who they are and most people answered I am a “Doctor”, I am an “IT Professional”, or “I am a Teacher” they in some way link their person to their job or their last qualification.

The specific work you feel you can do the best or want to do the best defines who you are. For example, a project manager answered I am an accountant 20 years ago.

During a midlife career change, it is critical that you know what kind of work you want to do more of and what kind of work you want to do less of.

Exploring what you want to do less of and more of in your new career

If you are clear on exactly what you want, it becomes easy to communicate your “Career Change Message” to the right place and the right people. With a clear message, you can make smooth transition in a midlife career change. You have years of work experience and abilities and these skills are worth much to companies. Even though your current work experience might not overlap 100% with your new direction, your skills and workplace experience is still worth gold.

If you are planning a midlife career change, it is very important to get the exact job you want in the precise industry of your choice and in the geographical area, you want to work. The chances that you will make a major career change again later in your life are small, which makes the career change choices you make now incredibly important.

Remember you are the only steward of your work life, what you do and what you earn. No one else really cares.

Let us begin to get clarity on your mid life career change

First, let me ask you a very important question.

Do you believe you have a choice? It is extremely important you absolutely believe you have choices, be confident in yourself and your life experience. To make a midlife career change is a major move; you need to get your mind in the right place. Your confidence will shine though in everything you do from here on forward.

We truly live in the best time ever in access to knowledge, communication and travel resources.

Now let us follow a process to gain that critical clarity in your communication on the industry and the work you want. Clarity is vital in middle-life career changes.

  1. Which industry do you enjoy working in? Identify the products, services, development, people and the contribution you will make. Be sufficiently clear and be ready to adapt your message with input from others in friends, family and colleagues. Once you are clear on where you want to go, you must clearly communicate how the company, division, team, suppliers and clients you want to join and serve will benefit.
  2. Communicate your message to people you know and ask them to send it to people they know. Identify and engage key people in the company, team of division you want to join. Be clear how the company, division, suppliers and clients will benefit.
  3. Be visible and get involved, engage in the places and work you want to do.

About career change and resumes

Too many people hope their resumes will find work for them. Your resume is important, but it is much more important to be clear on what you want. Before you start writing your resume, get your story straight, know what kind of work you want and be 100% sure in which industry you want to work.

Notes for midlife career changers:

  • Be flexible on starting salary and expectations of compensation for work done.
  • Communicate the work you did before, during and after the tasks above.

Useful tools for career changes:

  • Do a sweep of what you know and who you know.
  • Do a sweep of what is in your diary that does not belong there and say no to the things that does not move you forward.
  • Search for what should be in your diary and schedule it.

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For a more recent detailed Mindmap summary of the seven habits click this link:

Seven habits of highly successful people

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The summary of implementation of the seven habits of highly effective people could be printed and view as reminder and re-inforcement.

The seven habits starts inside your mind and work outwards to the people you interact with. Remember:

  • You never require permission to do the right thing.
  • You require the seven habits and loads of skills.
  • The people from successful families get the skills at home.
  • Now all people can acquire the same success skills.

A.  Implement the habits driving your actions

  1. Take action aligned with a communicated plan and be pro-active
  2. Always align the actions with the end goal in your mind
  3. A clearly defined and communicated plan let you keep first things first

B. Implement the habits where you interact with others

  1. Grow your space to learn more, do more and earn more. Think win/win in all your interactions.
  2. Learn a lot from others and increase the access to resources and opportunities. Seek to understand others. Reflection and questioning skills.
  3. Work interactively with others to contribute more and thus gain more. Synergize and collaborate nnn

C. Keep it going and keep growing. Sharpen the saw

Please use the printable version as a reminder.

Click here to start implementing right away. Remember it all starts with your habits. You can accquire new habits in 28 days using the simple three steps to move from unconsciously aware to sub-consciously competent.

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