Home
The Trainer
The Business/Executive
Coach
The Career Coach -
Outplacement/Redundancy
The Career Coach - Career
Management/Resilience
The Facilitator
Contact Me
Articles


Rich Questions in Coaching

“Rich questions demand rich answers, which are unfamiliar and sometimes even unexpected”

NLP in Training

How can NLP help to design and run a course that has a positive result for everyone – including you, the trainer? Deni Lyall outlines the processes, gives plentiful advice and shares her personal experiences.

Facilitation: more than a process

Facilitation requires attention to five key aspects if it is to deliver actual results which are taken forwards by the group.


Recommended Books

Read More...



©2011 Winning Performance associates Ltd All material published on this website is copyrighted unless otherwise stated. Unauthorised copying of any material is forbidden.
There is a new balance at work where employers are supportive of their employees development and yet expect the employee to own and drive this process. They expect employees to keep up with the requirements of their role, both current and future and in return the employee expects there to be provision for their development either internally or through funded external options. Employees which do not maintain CPD and manage their own career development may find themselves overtaken by others thus facing redundancy or lower career prospects.

As a Career Management coach, I have helped employees look at their career development in a structured way, developing a long term plan for working towards their desired outcome which helps to develop their current and future employability.


Career Management
This area focusses on the career progression for the employee within their current company and is suitable for accelerated employees or those at a career cross-roads. Topics for discussion include:
  • Long term career path options and requirements for these
  • Expectations of employer verses employee
  • 360 degree feedback and personality questionnaires
  • Action planning


Networking & LinkedIn
Whether you are within a role or looking for a future role, networking is becoming an increasingly important aspect of working and career management.
  • Within a role your network can provide up to date and quality information and contacts for a variety of uses.
  • Within a company a strong network will mean that opportunities are offered to you from which you will have a greater choice of possible career paths.
  • A well maintained external network will increase the chance of you understanding what is happening in the market place within your sector such that you keep your thinking and knowledge fresh; can assess your marketability; and keep up to date with future trends and developments for both new advancements and career oppurtunities.
Many people theoretically understand how to network and the benefits of doing so and yet do not. With my insight into people and the experience from a wealth of years in career guidance, I can help you to explore how to network and what barriers there are for you to overcome to increase your networking activity in a way which works for you and your current situation.


Career Resilience
This area focusses on how a person responds to and handles changes within their career situation and their role requirements such that they remain valuably contributing to their employer as well as keeping themselves marketable. After initial discussions around transferable skills and current contribution to your company, the action plan is focussed on developing both a robust attitude to change as well as ensuring the employee is maximising their contribution both within their role and within their company.


Perception & Promotion
Many people assume that it is their performance/ output that will get them promoted and this is certainly true for about the first 5 yrs within employment. However once people move into a supervisory or management role performance becomes increasingly a given and promotion is based more on how you are perceived and whether the ‘right’ people know who you are?

360 feedback and feedback interviews with key superiors form the starting place for a conversation about how you are currently perceived and what would need to be different for your next or future promotions. Working together we can discuss your reactions to this information and what that means for you as well as formulating an action plan which will build on your current strengths and looks to address your development needs.