Jobs

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)

You earn according to a self-driven identified and claimed results.

Basic principles

Investment in your effort, growth, team, etc.

Direct contribution paid when the money is in.

Longer term impact less cost of getting the results

Apply eclectic innovation and delivery

Grow core capacity

Deliver projects

Develop suppliers.

Develop clients.

Claim your compensation

The production loop elements included choosing, planning, identifying, delivering and claiming.

To identify and claim your slice of the results is an enriching experience in many ways. You learn what others think and you get more money!

Use the team help processes as in the performance management system of Next S. (Ask for the performance review process from Next S human development.)

Gather information:

You gather the information similar to a practical “Portfolio of evidence”.

It is discussed in the team, agreement is reached and the pie is sliced. The money is paid. CONCLUDED!

In case of differences we grow even faster by getting external views and expertise. The external uninvolved person listens, integrates to interactively give a considered solution. Typically we agree at this time.  CONCLUDED!

Should we not agree, each party get their own expertise, they listen and ask again. The three makes a final decision.  CONCLUDED!

While this exiting learning experience runs, we can already work together since the challenge moved external.

  • List your key personal passions and interests
  • Look at the past year and try to identify and describe definitive growth and performance.
  • What are your current task opportunities in the projects?
  • Industry fit: It is necessary to ascertain your position, task and goals in relation to the industry requirement.

Search for jobs that more or less describe what you are doing, or what you think you can do / want to do.  The jobs you find might be in a different industry, but the job description itself fits your skills and you can apply it in any industry.

  • Make use of jobsites
  • Put your CV up at a job search site or with a recruiter.  Go for interviews!  This is a great way of ascertaining your industry worth.
  • Especially if you are considering a mid life career change

Get the name of the position, the approximate earnings, the job responsibilities and requirements for the following questions.

4.1  Find out what growth areas are important to you (You will find this out only when you make contact).

What of the above industry related responsibilities are important for you and for growth in your job?  What other areas are important that is not mentioned in your newfound knowledge?  Discuss this with the group working with you and/or your team members.

4.2  Find out what skills and industry knowledge you need.  What are your gaps?  Make a list of the competencies and people you require.

4.3  What is your industry worth?

  • Actions:  How would your company compensate in money, personal growth and possible participation in greater returns?
  • Discuss with your co-workers and get their impressions and input.

4.1 BACKGROUND

In the changing world of work there is almost unlimited work available for people with the right competencies. How does it happen that people are perpetually complaining that there is not enough work to do? Perhaps the problem lies with the skills and competencies a person has to offer to the workplace. This means that you need to gain the right competencies along with work access and work experience in order to ensure a job for yourself (and your future clients). You can do this by exposing yourself to different work situations and by doing work with people who are already have a measure of success in their work situation.

This unit illustrates the importance and reasons for you and your clients to work with someone. Preferably this should be someone close to you or someone who is one level superior to you as you will have to take up some of their time in the workplace and time is money!

How do you convince them that you are serious about your mission? Show them that you and your career seekers are doing peer group learning and need to learn with them (Module 1). The benefits that they will get out of the experience are personal growth from explaining and talking about their jobs and they can earn money from recruitment and placement fees. You need to empower them to share their work experience with you. Remind them that we are always the owners of our own choices and actions. Their decision to allow you to enter their world of work (as an observer) can make or break you (and your future clients). Our beliefs and attitudes keep us doing what we are currently doing. You can tactfully point out to them that you would not have approached them if you did not know/believe that they are successful role models whom you would like to follow and you know they are certain of their success and will not be threatened by your presence in their work situation.  Refer back to the attitude module (PCAR 01W Unit 5) in order to use the information which you studied to strengthen your argument and to convince them of your seriousness.

Don’t we often wait for something to happen and then we are disappointed when nothing happens or no one intervenes to change our circumstances? Now you are in the process of getting the tools which make it possible for you to choose to take action and make a difference to your own life and to the lives of others!

You can to refer to stratification and communities in PCAR3X Unit 3 to remind yourself of what separates the rich and the poor.  It is beliefs and habits which include lack of exposure to different work situations. If you decide to create work related experiences for yourself and others, you have demonstrate an attitude of, “I can” vs. one of “They must” in which you sit back and wait for opportunities to come to you.

The difference between South Africa and the United States of America is that South Africans often see work as punishment and something to be avoided. This statement is based on the personal experience of many of our family and friends who have visited or immigrated to the United States. This is prevalent among many young people across all the races. A young South African who only gets his/her first work experience at the age of 18 or higher is literally 3-5 years behind their average American counterpart who will start working in low level minimum wage jobs as early as 15 years. They build up references and preferences from an early age which enable them to make more informed and reliable choices by the time they reach the age of 18. Follow the link below and briefly familiarise yourself with the concept of work ethics and the difference it can make to an individual and a country.  Unfortunately, it is difficult for young people to become productive because of unique factors in our country but it is up to you as career guide practitioner to be part of the solution.

4.2 FACTS REGARDING ACCESS TO THE PRESENT AND FUTURE WORLD OF WORK

Competencies determine where and if you can enter the world of work.  However, you also need to become aware of the facts regarding the present and future world of work AND increase your knowledge and skills regarding the present and future world of work to change people’s opportunities.

All the motivation and reasons for knowledge acquisition are found in the reports in Activity 1 below. These reports are published every year and they keep you up to date with the size and nature of our gaps. Both reports state that access to knowledge and the ability to grasp or interpret that knowledge is the key separator or stratifier between rich and poor.

PCAR03X, Unit 4, Activity 1

  1. Download the Global Entrepreneurship Monitor Report and view the gaps between rich and poor to become aware of the level and reasons why the rich and poor stay apart.  Consider how this knowledge can assist you in motivating people to gain the competencies and join the successful communities and societies matched to their personal choices of industry and work. You will use the same techniques to convince career seekers to build bridges and make their own plans for work access and growth.
  2. Discuss what you have learnt with your study colleagues.
  3. Use Dictionary and Wikipedia or Google search to explore and discover matching areas. Remember that you are exploring and discovering. The information will inspire you to think about the manner in which you formulate questions that you ask your clients. It should also create an awareness of the level at which you function.
  4. Answer the following questions:
  • How can you use the above information to convince people we are separated by what we know and by our exposure? Write down two specific uses for each.
  • Think about a structured way to use the information to enthuse people into taking action. Write down two actions they can take right now!

Capture your personal experiences and discoveries in your MiCareerBook for the CV exercises. Record your experiences while completing the above activities in your MiActivity Book as part of your assignments.

Feedback:

You should now know that all resources are readily available and accessible by people with workplace exposure and requisite competencies. If you approach a company or government with no experience or no qualifications asking for help, they will most certainly not pay much attention to you let alone give you access to resources. If you, however, approach them with a plan with experience or with credible qualifications, they will see you as part of the solution to a problem and not the problem itself. You thus come with the support of the leaders in your community and/or a company or institution which makes you a safer investment rather than a risky expense. As career guidance practitioner you should be able to see where you fit in and how you should present yourself as part of the solution and not the problem.

This is the way in which you should gain access and exposure to work opportunities:

  • Awareness through engagement and exposure [please refer to unit in which student was taught to do this],
  • Acquire knowledge about the workplace
  • ICT competencies and access by using the web (World Wide Web or WWW)
  • Communication competencies and communication with leaders
  • Relationships with working people and leaders
  • Practice in peer groups at home and with friends

The working people in your close proximity form part of the broader successful community. They have access to their workplace and from there can generate further access for you to investigate.

The gaps in the CV/resumes of those not finding jobs clearly show that they have not shown initiative to gain work experience. Remember that if you start as a poorly paid messenger, this does not mean you will stay at that level for the rest of your life.  Typical gaps in a CV are regarding the following competencies:

  • Access to knowledge
  • Past experience or exposure enabling one to grasp and apply the knowledge.
  • English language comprehension and a reading speed of at least 250 words a minute and with an 85% comprehension score
  • Internet access to access the knowledge
  • A desire to serve others to build relationships in chosen communities of industry, expertise and support
  • Knowledge of the gaps and a plan to bridge these gaps.

When you yourself as PCAR student have mastered these competencies, you are guaranteed access to a vast range of job opportunities. In turn, you can now guide career seekers to help them highlight their gaps and find the solutions by filling the gaps. Remember always show the solution first.

PCAR03X, Unit 4, Activity 2

  1. How can you facilitate access to the world of work for career seekers?
  2. Opportunities are almost limitless for the right competencies.  However, how do you use self-drive and self-education to get there?  In addition, what opportunities exist with the necessary resources and structures?
  3. Discuss what you learnt with your study colleagues.
  4. Use Dictionary, Wikipedia or Google and
  5. Answer the following questions:
  • How can a better work ethic benefit both young and old? Name two factors for each (Refer back to Module 1 Unit 5 to recap values).
  • Taking the above information into account, make a list of five prominent gaps that you yourself have in your own personal CV. With the new knowledge, give five solutions to filling those gaps. These can include further education, more work experience or extending your network.

Capture your personal experiences and discoveries in your MiCareerBook for the CV exercises. Record your experiences while completing the above activities in your MiActivity Book as part of your assignments.

Feedback:

Do you agree that:

  • People are isolated from work opportunities through the lack of communication skills, ownership for themselves and clear plans of action to bridge the divide?
  • Jobs, resources, opportunities and challenges are freely available in South Africa?
  • Your own awareness and courage to use the resources to fill the gaps in your CV is all that was missing? If you feel that you still are not sure how to fill the gaps in your CV, you need to work through this module again, and specifically mention your problem in your MiActivityBook.

4.3 SOLUTIONS TO THE CURRENT SITUATION

We often make the mistake of concerning ourselves with the problem to such an extent that even the solution eventually becomes part of the problem. The above information should get you into a solution based frame of mind, where the focus does not lie in defining the problem but rather in finding a logical solution. Such a solution should provide a means to an end. The solution is simple in its essence but complex in its implementation.

It is up to you as career guidance practitioner to

  • Use the tools you have acquired in previous exercises to increase an individual’s awareness of the opportunities around him/her.
  • Guide him/her regarding what needs to be done and how to take advantage of the solutions.
  • Instil an attitude of personal ownership, planning and initiating.
  • Help the career seeker to approach his/her leaders and those with resources with a plan that warrants attention and success.
  • Introduce people to the internet and its benefits.
  • Mobilise your community.
  • Help people realise the value embedded in their extending communities.

4.4 HOW TO THRIVE IN THE NEW WORLD OF WORK

The economy grows to accommodate all people. This is due to the new world of work’s ability to change rapidly. Type “economy grows with competencies” into Google search and see what happens!

“The world of work is changing”. Type this phrase into Google; choose some web sites that interest you.  Can you see how much the workplace has changed, and the fun you can have once you understand this? However, if you do not embrace change and prepare for continuous change, it is not exciting and exhilarating but threatening. Be aware of change, stay with it, and drive it. When you initiate change, you will always be at its forefront. Otherwise, you might become the victim of change and by doing so you set yourself up to be left behind. This is the nature of the new world of work. The only way you can stay ahead is by keeping yourself up to date with the latest knowledge and growth trends within your chosen profession or industry.

PCAR03X, Unit 4, Activity 3

  1. View the changing world of work web site and view the preparation required for the new world of work. There are limitless jobs and business opportunities for people with the right competencies.  Consider how it can assist you in motivating people to gain the competencies and to join successful communities and societies. Which are matched to their personal choices of industry and work?  You will use the same techniques to help career seekers to build bridges and make their own plans for work access and growth.
  2. Discuss what you learnt with your study colleagues.
  3. Use Dictionary and Wikipedia or Google search to explore and discover matching areas. Remember that you are exploring and discovering. The information will inspire you to think about the manner in which you formulate questions that you ask your clients. It should also create an awareness of the level at which you function.
  4. Answer the following questions:
  • How can you use the above information to convince people that everyone can know what they want and plan for the new world of work? Write down two specific uses for each.
  • Think about a structured way to use the information to enthuse people to take action. Write down two actions they can take right now! An example is creating motivation through relevant information and exposure.

Capture your personal experiences and discoveries in your MiCareerBook for the CV exercises. Record your experiences while completing the above activities in your MiActivity Book as part of your assignments.

Feedback:

Module 4 guides you to help your clients implement what they learned from you about the aspects of the self, skills and knowledge. You and your clients will:

  • Grow your awareness of the world of work
  • Grow your knowledge to access the world of work
  • Use ICT for communication and access to the WWW (to keep moving life long)
  • Communicate using understandable English and suitable numeracy
  • Build relationships with people in work and with right resources
  • Make a contribution to others close to you
  • Practise these skills at home, with friends and use them in the work place.

Is this a difficult task? Not if you serious about becoming a worthwhile career guidance practitioner. The easy things you can do immediately to prepare, enter, and thrive in the new world of work are described and explained from Module 1 through to where we are now. We were careful to ensure that you and your career seeker clients can master each step. Here are the steps you need to take:

1.         The first step is for you to believe what you have read and learnt in PCAR.

2.         The next step is to help other people come to similar conclusions and realisations.

4.5 CONCLUSION

You now know there are many jobs available in South Africa. People who come to you as clients seeking jobs should also know this. You know that specific competencies coupled with an action plan ensure access to jobs. Your clients need to know this too. In order to do this, you must help your clients become aware of their work preferences and to be knowledgeable about their industry of choice, specifically their work of choice within that industry.  Then you should assist them to plan a written work access plan which they are prepared to follow and implement.

At this stage of the Programme for Career Guidance Practitioners, you know enough about the world of work to give your clients a vision of themselves in a specific job in the world of work. The competencies which you have acquired for yourself as career guidance practitioner will set you on the path to join successful people. Your success helps you to invest in the future of others and achieve further personal success! Just like Bill Gates did.

Adapting to change
Being effective means adapting to a changing environment
Chapter 11 p.2
Agile?, Me?! What do you mean? I have built stable relationships with my customers and increased my competencies to serve their needs as effectively as possible.
For the past year I have supplied them with the products they have asked for and had no queries o complaints. Now you imply that it’s that it’s not good enough…!
The need for adapting to a changing environment applies not only to you, but to the company as a whole in order to thrive and be successful in business.
Agility means effectiveness – one has to be able to adapt to the environment as it changes. In such an envirinment one needs information to make quick decisions.
An agile company is often characterised by being lean and mean, and operating in terms of virtual teams.
Getting another team on board is an example of adapting to a changing environment. We had to go through a process of change to get the new team integrated and effective at their jobs.
Ok, decision making and dealing effectively with change are key aspects of adapting to a changing environment. But isn’t there perhaps a key skill on which I can focus that will put me on the road to becoming agile?
Individuals in successful agile companies have at least one thing in common:
The intent and ability to listen effectively to customers.
Maybe the diagram below will help you to understand. At any moment in time your business and the role of active listening can be represented as follows:
You don’t know what active listening is? Why not actively reading the relevant section in this book and enhance your own understanding?

Being effective means adapting to a changing environment

w&t_question

I Ask

Agile? Me?! What do you mean? I have built stable relationships with my customers and increased my competencies to serve their needs as effectively as possible.

For the past year I have supplied them with the products they have asked for and had no queries and no complaints. Now you imply that it’s that it’s not good enough…!

_

w&t_exclamation

I Answer

The need for adapting to a changing environment applies not only to you, but to the company as a whole in order to thrive and be successful in business.

Agility means effectiveness – one has to be able to adapt to the environment as it changes. In such an envirinment one needs information to make quick decisions.

An agile company is often characterised by being lean and mean, and operating in terms of virtual teams.

Getting another team on board is an example of adapting to a changing environment. We had to go through a process of change to get the new team integrated and effective at their jobs.

We had particular challenges with people considering midlife career change.

_

w&t_question

I Ask

Ok, decision making and dealing effectively with change are key aspects of adapting to a changing environment. But isn’t there perhaps a key skill on which I can focus that will put me on the road to becoming agile?

_

w&t_binoculars

I Explain

Individuals in successful agile companies have at least one thing in common:

The intent and ability to listen effectively to customers.

Maybe the diagram below will help you to understand. At any moment in time your business and the role of active listening can be represented as follows:

w&t_ch11_a_agility_a_core_aspect_of_the_entrepreneurial_mindset

w&t_elephant

I Advise

You don’t know what active listening is? Why not actively read the relevant section in this book and enhance your own understanding?

The Process approach
A way of viewing the company and your role in it as a whole
Chapter 10 p.3
I’ve heard people refer to the “Process Approach”, but I don’t understand what it is all about and how I can benefit from it.
The Process Approach is about a way of viewing the company and your career as a whole. Explore the diagram below. Remember that you are looking at a simple and logical framework for all business activities and initiatives. The approach applies to all activities (from selling, ordering, admin, etc.) and can be uniformly applied.
When processes are in place, people know what to do, when and for whom, eliminating the need for process loss and uncertainty.
It also eliminates fragmentation of departments/teams and reduces the possibility of empire-building. People can take charge of their jobs, freeing up their manager’s time to enable him to concentrate on the improvement of business processes.
Central to the process approach are five simple rules that introduce order into chaos:
State the objective of the process – what must be achieved?
State the reason – why must the objective be achieved?
Formulate how the process is to achieve this objective (the process requirements) What must be done in what way to achieve the objective? Focus specifically on what the desired output and required input is.
Design the primary process to handle the requirements – what must be done
by whom, by when, for whom, and with what?
Define the process control mechanism – what mechanism(s) will be used as an indicator(s) of how well the process is working?

A way of viewing the company and your role in it as a whole

Chapter 10 p.3

w&t_question

I Ask

I’ve heard people refer to the “Process Approach”, but I don’t understand what it is all about and how I can benefit from it.

w&t_exclamation

I Answer

The Process Approach is about a way of viewing the company and your career as a whole. Explore the diagram below. Remember that you are looking at a simple and logical framework for all business activities and initiatives. The approach applies to all activities (from selling, ordering, admin, etc.) and can be uniformly applied.

When processes are in place, people know what to do, when and for whom, eliminating the need for process loss and uncertainty.

It also eliminates fragmentation of departments/teams and reduces the possibility of empire-building. People can take charge of their jobs, freeing up their manager’s time to enable him to concentrate on the improvement of business processes.

w&t_ch10_d_the_process_approach

Five simple rules that introduce order to chaos:

  1. State the objective of the process – what must be achieved?
  2. State the reason – why must the objective be achieved?
  3. Formulate how the process is to achieve this objective (the process requirements). What must be done in what way to achieve the objective? Focus specifically on what the desired output and required input is.
  4. Design the primary process to handle the requirements – what must be done, by whom, by when, for whom, and with what?
  5. Define the process control mechanism – what mechanism(s) will be used as an indicator(s) of how well the process is working?
Effective processes implies that the need for control diminishes
Chapter 4
p.7
Is it true that if effective processes are in place in the company, the need for control diminishes?
If internal processes are well-established, the results potential of the company is correspondingly high. Effective processes have two major effects on the way the company and its people function:
People know what to do, when to do it and how to do it.
They are enabled by having access to the information needed to perform their jobs.
By introducing effective processes, employees know who is responsible for what. This contributes to better relations in the workplace.
With effective flow of correct information; the right vision and actions follows. Therefore having a greater potential for results in a team and company:
Thank you to: Jobau Gray for the graphic presentation
If strong processes are in place, employees in the company know who must do what by when. This results in efficiency and order within the company, which obviously impacts positively on the results potential of the company.
If everybody shares the same vision, purpose and values, the need for control is drastically diminished, without compromising the high results potential of the company.
On the other hand, if processes are not in place, employees won’t know exactly when to do what. This can lead to weak relationships, confusion,
a high need for control and, inevitably, a low results potential for the company.

Effective processes implies that the need for control diminishes

Chapter 4 p.7

w&t_question

I Ask

Is it true that if effective processes are in place in the company, the need for control diminishes?

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I Answer

If internal processes are well-established, the results potential of the company is correspondingly high. Effective processes have two major effects on the way the company and its people function:

  1. People know what to do, when to do it and how to do it. They are enabled by having access to the information needed to perform their jobs.
  2. By introducing effective processes, employees know who is responsible for what. This contributes to better relations in the workplace.

With effective flow of correct information; the right vision and actions follows. Therefore having a greater potential for results in a team and company:

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Thank you to: Jobau Gray for the graphic presentation

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I Explain

If strong processes are in place, employees in the company know who must do what by when. This results in efficiency and order within the company, which obviously impacts positively on the results potential of the company.

If everybody shares the same vision, purpose and values, the need for control is drastically diminished, without compromising the high results potential of the company.

On the other hand, if processes are not in place, employees won’t know exactly when to do what. This can lead to weak relationships, confusion, a high need for control and, inevitably, a low results potential for the company.