Aptitude

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.

Key questions

  • What do parents, family and friends mean to the career seeker?
  • How do you apply the knowledge that you have gained about yourself?
  • How would you remove limitations to communicating and finding career opportunities?

2.1 INTRODUCTION

This module has two focal points.  It looks at the use of knowledge that you have gained about yourself (after working through Modules 1 & 2); and it looks at how to involve and inform parents and family. Up to this point you have gained some insight into personality, aptitude, abilities, interests, values and careers in general.  It is now important to apply the knowledge about these concepts to inform parents, family, and friends, to say thank you (do you remember how this was explained in PCAR03X: Unit 1?) and to attract resources to implement your work access campaign. Inform them regarding your personality, your abilities and values and what possible careers will suit you best. Remember that this is the same process your career seeker clients will follow. It is important for you to go through the same process to be able to help and guide your future clients effectively.

2.2 WHAT DO PARENTS, FAMILY AND FRIENDS MEAN TO CAREER SEEKERS?

PCAR03X, Unit 2, Activity 1

  1. Open http://en.wikipedia.org/wiki/Venn_diagram and http://www.logictutorial.com/ and study the Venn diagram again.  Also, refer back to Tutorial Letter PCAR01V/103/2007.
  2. You have already explored your interests, values, aptitude, and abilities.  Now you need to enter this into the Venn diagram to see how it overlaps and determines your passions.  Use the Venn diagram from Tutorial Letter PCAR01V/103/2007 and discover what it is that you have not yet shared with your parents, family and friends. Use the structured results from your exercises in Module 1 and preparation for communication in Module 2 and share what you have discovered.
  3. You will use the words which you discovered by completing Module 1 (use the adjectives from the Johari window from PCAR01V/103/2007 as a guideline) to enter in to the Venn diagram.  Use the Venn diagram below as a structure and let others complete it with you.  Discuss the results with parents, family and friends.
  4. Capture your personal experiences and discoveries in your MiCareerBook for the CV exercises.
  5. Record your experiences while completing the above activities in your MiActivity Book as part of your assignments

Feedback:

You will find that after completing the Venn diagram on your aptitude, personality, interest and values, you will be able to communicate your own personal qualities to your parents, family and friends more easily.

PCAR03X, Unit 2, Activity 2

  1. What do you think is the value of knowing yourself with regard to your personality, aptitude, interest and values, for a career choice?   Briefly write down five points about the importance of knowing yourself.
  2. Discuss your ideas about knowledge of yourself as a basis for a responsible career choice with your study colleagues, family or friends.
  3. Capture your personal experiences and discoveries in your MiCareerBook for the CV exercises.
  4. Record your experiences while completing the above activities in your MiActivity Book as part of your assignments.

Feedback:

Do you remember that choosing a career implies that you are going to be active in a certain career field for at least eight hours per day?  Will you be able to do the work that is expected of you and will you find it interesting enough to spend all that time at it? Do you have the necessary ability to use your talents or do you need training to become competent?

You must remember that the way that you see yourself should determine your career choice.  However, in the next section, attention will be given to the way that your parents, friends or family see you regarding your personality, aptitude, interest and values. Their opinion regarding your personal qualities will give you greater insight into yourself.

2.3 INVOLVEMENT OF PARENTS, FAMILY AND FRIENDS

You will gain access to social networks and support by informing the important people in your life about your work preferences and opportunities. The career seeker will, however, require firm support during these change processes.[1] You as career guidance practitioner should transfer your knowledge and skills of the processes involved in informing and support to your career seeker.

Keep in mind that parents, family and friends:

  • give verbal input regarding the different careers which you might be considering, and
  • unconsciously model their specific careers to you and your community.  Therefore, be careful not to explore too many other career opportunities and miss the obvious career choices around you!

PCAR03X, Unit 2, Activity 3

  1. Study the Johari window again.  Also, refer back to tutorial letter PCAR01V/103/2007.
  2. Use the Johari window from PCAR01V/103/2007 and discover what it is that you have not yet shared with your parents, family or friends. Use the structured results from your exercises in Module 1 in preparation for communication in Module 2 and share what you have discovered.  As author, I would like to thank Plug, Meyer, Louw and Gouws (1991:168) for their specific applications of the Johari window.
  3. Make a page with the four quadrants. Use the Johari window, (Figure 3.2 below) as an example) and let others complete it with you.
  4. Capture your personal experiences and discoveries in your MiCareerBook for the CV exercises.
  5. Record your experiences while completing the above activities in your MiActivity Book as part of your assignments.
  6. This is an example of a career related use of the Johari window as described by Gouws and Kruger (1994:164). Please complete it as part of PCAR03X, Unit 2, Activity 3.

Figure 3.2 The Johari window applied to a career seeker

ARENA

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BLIND SPOT

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FAÇADE

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UNKNOWN

Feedback:

Did you learn anything new about yourself by completing the Johari window?  You can use these processes with family, friends, family and local leaders in the workplace. As a result the people around you will get to know you and during your discussion with them, you will get to know them to a certain extent. Getting exposure to each other and your willingness to share your intrapersonal qualities with them will contribute to reducing possible prejudice and bias and the meeting might even provide a working environment that might be available to you in the future. Meeting each other, thanking them for the opportunity for discussion and sharing information about yourself make for a safe growing experience for all.

2.4 THE NATURE OF CAREER DEVELOPMENT

Unlike urban youths, young people in rural and remote areas generally have to leave home to attend secondary school. They most certainly have to go to urban centres to do any type of training, which can put them on a career path.  Children from the rural areas do not have the same background knowledge on career and study possibilities as their urban friends due to limited exposure to the few careers that their community members have. Obviously a smaller variety of job opportunities is available to them in their rural areas.   Most career-related information and resources are located in distant centres which are inaccessible to most rural families.  Professionals, who have the required career-related knowledge, are concentrated in larger urban settings (Jeffery, Lehr, Hache & Campbell 1992:240-241).

Jeffery et al. (1992:241) found from their research in rural parts that the major problems faced by rural parents were lack of career-related information and lack of knowledge on how to obtain available information.  They came to the conclusion that parents were not adequately equipped to assist their children in making job choices, e.g. in terms of information about the range of jobs available and in understanding what certain jobs entail.

Jeffery et al.  (1992:246-248) did research in Canada and listed a number of hypotheses (expectations) to be verified in interviews with parents in rural areas.  The list was split into two groups: family, community and cultural reviews and job, career and labour-related concerns.

It would be interesting to note the outcomes of similar research under South African circumstances!

Read carefully through the list of hypotheses/expectations.  What would you predict the outcome of research in South Africa to be? For interest’s sake indicate your view in the true or false column provided.
Family, community and cultural concerns TRUE FALSE
1           Problems result from very close bonding of the young person to parents, peers, home and community.

2          Widely held beliefs that home communities are the best or only place to be (ethnocentrism).

3          Fears held by young persons and perhaps parents that young people are unable to compete successfully elsewhere.

4          Situations where the young person is socialised into non-creative solutions/non-provocative stances when it comes to the pursuit of careers.

5          Many members of the community (the potential role models for both the parents and the youth) demonstrate that they have adapted successfully to what is, in many respects, a difficult local situation.  In other words, there are many role models who are “surviving” as unemployed people.

6          Many gender-related issues and problems.

7          Problems resulting from early pregnancies.

8          Widely held views that it is easier and cheaper to stay at or near home.

9          Inter-generational patterns of welfare or unemployment insurance dependency.

10         Common parental strategies, which encourage the young person to return home when there is stress.

11         A limited number of role models in communities capable of demonstrating good career decision-making skills.

12         Tendencies for young people (who leave the home community for career purposes) to go primarily to those settings where there already is a support network rather than to unfamiliar communities.

13         Greater problems for youths associated with leaving the old situation, than with their ability to cope with a new situation.

14         People have problems because of substance abuse.

Jobs, career and labour market information concerns TRUE FALSE
1           An absence of jobs available in the area.

2          An absence of information on places (local or distant) where one might get work.

3          A limited amount of knowledge about the wide range of career options that exist.

4          Limited parental and youth knowledge about how to identify persons or services that can supply them with or lead them to information.

5          A lack of parental and youth awareness that there are often support services in a new community from which they might seek help (i.e. churches and social clubs).

6          An extensive misinformation about what it is like in other centres.

7          A relative absence of “mentors” or persons who encourage or challenge youth to search more widely.

8         A relative absence of parents with strategies for finding work.

2.5 REMOVING LIMITATIONS TO COMMUNICATION

An analysis of the data collected in Canada by Jeffery et al (1992:249) supported many of the hypotheses in the above table. This meant that their expectations were well founded.

However, it was found that parents expected and supported youth to leave the community.  Furthermore, no support was found for the hypothesised notion that parents encourage their children to return home if confronted with stressful situations when away.   Parents also knew that career identification and problems existed and tried hard to identify solutions.

Parents also expressed the view that because of their lack of education, they did not see themselves as good role models for their children.  They also felt that they lacked adequate experience and knowledge to offer sound educational advice.

If the same problems regarding career guidance by rural parents occurred in South Africa, what assistance could be given to them to help them to prepare themselves to guide their children in a career choice? Remember, you intend to guide people in your community regarding their choice of careers!

Feedback:

I would like to make a few suggestions for you to add to the ideas which you might have. Is it possible to bring rural career seekers closer to the same processes that successful workplace families already have? This could be done by exposing them to successful and advantaged people.  How is this done? You could arrange to bridge the difference between them and successful workers by accessing successful work people through civil and civic organizations. You could help the rural career seekers to communicate their knowledge and interests to their parents, family and community members. Not only does this give them the opportunity to practise speaking about themselves, but it will prevent them from isolating themselves from the community. Instead they will raise the knowledge and awareness of the jobs to which they have been exposed within the community as a whole.

You also need to assist parents to assist young people during the transition from home to work.  Parents and leaders should be briefed during the processes to obtain and participate in the information exchange on careers and jobs.  Under your guidance, community leaders could assist parents to form groups for discussion about careers and educational activities. The following information is important and should be included in the communication:

  • finding career information
  • coping with the problems of registration, loans, insurance, etc.
  • helping children to leave home
  • coping with loneliness and relocation problems
  • helping young people anticipate and deal with their new freedom
  • helping young people maintain a pride in their roots
  • helping young people cope with fears of being “different”
  • communicating with and staying in contact when a young person is away

Remember that extensive web resources exist and the leaders’ involvement makes the choices safer.

2.6 SUMMARY

Successful families have structures in place which remove barriers to communication with their children. A circle of families can offer many possible opportunities to the children of their friends. Access and knowledge are shared freely for the sole purpose of adding value to young people and offering them opportunities in life.  In rural areas this is not possible. The only option is thus to increase knowledge about career opportunities by creating a partnership between the youth and the older community. Everyone learns and everyone grows and this will continue to benefit the community for generations to come.

It is therefore important for you as career guide to practise the process of informing the people around you about your own personal qualities (your own Johari window) and about the career opportunities which you can offer them.  You need to help the career seeker use the same strategies as successfully as you have done to avoid their isolation and to promote knowledge distribution among the people in the community.


[1] The change process refers to the transition from a current state to a desired state.  Explore this website about managing the change process.