People

free own website creationIn todays extremely competitive career world you MUST have a strong online presence. The first place companies look when doing research on people they want to hire is the Internet. And you know how that saying goes:

“If you do not exist on the Internet, you do not exist.”

To understand a bit more about why it is important to get your online presence in order, please read “Making Your Own Website” first.

If you are convinced that you must have a strong web presence, and believe me you should, then the only question remaining is where do you start? Please go and jou this community: “Making own Website”.org and just follow the step by step guidelines. It is a growing community, and new content is being added every day, but you can freely ask questions and get expert help.

To get you started have a look at “Making Your Own Website – The Overview

We strongly recommend you start your own website and not use any free website services. Learn more why we recommend you do not use free own website creation tools.

Your website should be very industry niche focused, do not try to be everything to everyone. Choose a niched in your indstry which you are passionate about and focus on that only.

To get started, join the Making Your Own Website community and freely ask questions, publish your website and boost your career.

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.

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?
Conflict management
Conflict management for win-win solutions
Chapter 6
p.9
Conflict makes me nervous! How do I thrive on it, especially in the business environment?
The main aim of managing conflict is to ensure that a Win-Win solution is reached through mutual cooperative and assertive behavior, where the value on the table for both parties is maximized and they get more than they contributed in terms of effort, risk and cost.
Forcing (Win-Lose)
The stronger sister takes the orange – grabbing it from the hand of the other, or possibly using some threat.
Assertive but uncooperative.
Avoiding (Lose-Lose)
Both sisters leave the orange rotting on the table. For one to claim it would raise conflict with the other.
Unassertive and uncooperative.
Soothing or Yielding (Lose-Win)
One sister gives in to the other.
Unassertive but cooperative.
Compromise (Win-Lose)
A compromise solution would be for each sister
to take half the orange.
Problem solving (Win-Win)
A problem solving solution would be to discuss why the other wants the orange. (One sister wanted the skin to make a cake, the other wanted the inside to make juice).
Assertive and cooperative.
Often people deal with conflict in ways which do not result in maximum gain for all parties involved and prohibit reaching Win-Win solutions.
Do you recognize any of the following behaviours in the “Tale of the Two Sisters and the Orange”?
How can I enhance my ability to solve problems and manage conflict?
Why don’t you explore the Issue Resolution Model further?
Conflict in an organization is not necessarily unhealthy if.
The essence lies in how you manage “letting it out…

Conflict management for win-win solutions

Chapter 6 p.9

w&t_question

I Ask

Conflict makes me nervous! How do I thrive on it, especially in the business environment?

w&t_exclamation

I Answer

The main aim of managing conflict is to ensure that a Win-Win solution is reached through mutual cooperative and assertive behavior, where the value on the table for both parties is maximized and they get more than they contributed in terms of effort, risk and cost.

Often people deal with conflict in ways which do not result in maximum gain for all parties involved and prohibit reaching Win-Win solutions.

Do you recognize any of the following behaviours in the “Tale of the Two Sisters and the Orange”?

Forcing (Win-Lose)

The stronger sister takes the orange – grabbing it from the hand of the other, or possibly using some threat.

Assertive but uncooperative.

Avoiding (Lose-Lose)

Both sisters leave the orange rotting on the table. For one to claim it would raise conflict with the other.

Unassertive and uncooperative.

Soothing or Yielding (Lose-Win)

One sister gives in to the other.

Unassertive but cooperative.

Compromise (Win-Lose)

A compromise solution would be for each sister to take half the orange.

Problem solving (Win-Win)

A problem solving solution would be to discuss why the other wants the orange. (One sister wanted the skin to make a cake, the other wanted the inside to make juice).

Assertive and cooperative.

w&t_question

I Ask

How can I enhance my ability to solve problems and manage conflict?

w&t_exclamation

I Answer

Why don’t you explore the Issue Resolution Model further?

w&t_elephant

I Advise

Conflict in an organization is not necessarily unhealthy.

The essence lies in how you manage to let it out…

four levers of control

Four levers of control

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Simons Four Levers of Control

In this article you will find a question and answer style explanation of the four levers of control.

levers of control

Ask

I often hear people say that the company is on track. How do they know that? What mechanisms exist that guide the company, its people and its business to stay on track?

levers of control

Answer

As a fast growing company in an ever-changing environment your company focuses on the effective utilization of , as  R.Simons from Harvard Business School calls it, the four levers of control.

Within the company, mechanisms exist to ensure that four things happen effectively:

  1. Obtaining commitment to the purpose of the company
  2. Staking out the territory
  3. Getting the job done
  4. Positioning for tomorrow

For each aspect there is a lever of control to ensure it Stays On Track.

This diagram identifies the four levers of control and gives you a Holistic view of the dynamics of controlling strategy:

levers of control

Levers of control

simons levers of control

Ask

I can see that we are dealing with four sets of systems – the four levers – that work together to ensure that the business strategy stays on track. I recognise some of the terms, but can’t you give me practical examples that will enable me to get a better picture of what the Four Levels of Control consist of in our company.

simons levers of control

Explain

See the link with the symbols and the culture of the company? Remember the balance scorecard?

It’s a very useful diagnostic control system…and do you realise that the key result areas process is also a diagnostic control system for individual performance and career management.

Lets explore the What, Why and How of the four levers of control in the company:

LEVER 1: Belief systems

What:

Explicit sets of belief that define basic values, purpose and direction; including

Why:

To provide momentum and guidance to opportunity

  • Mission statements
  • Vision statements
  • Credos
  • Statements of purpose

LEVER 2: Boundary system

What:

Formally stated rules, limits and prescriptions tied to defined sanctions and credible threat to punishment

Why:

To allow individual creativity within defined limits of freedom

  • Codes of business conduct
  • Strategic planning systems
  • Asset acquisition systems
  • Operational systems

LEVER 3: Diagnostic control system

What:

Feedback systems that monitor organisational outcomes and correct deviations from preset standards of performance like:

Why:

  • To allow effective resource allocation
  • To define goals

How:

  • Set standards
  • Measure outputs
  • Link incentives to goal achievement

LEVER 4: Interactive control system

What:

Those systems that team player skills use to advance and develop.

Why:

  • To focus organisational attention on strategic uncertainties
  • To provoke the emergence of new initiatives and strategies
  • To ensure that the way we do business relates very closely to the changes in customer needs

How:

By ensuring that:

  • Information regarding changes in technologies, customer requirements, supplier strategy, competitors strategies and team skills are adequately and proactively incorporated into the strategy process
  • The chosen strategy remains appropriate to the business reality and overall company objectives
4 levels of control

Advise

Much of the How of Lever 4 is achieved over a cup of coffee through interaction during team discussions, and through listening to your customer…

Try some active listening and productive questioning techniques on your customer, you’ll be amazed at what you learn!

Thinking about changing careers? Read this next: What career is right for me

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