Slide 1
Duration [D]Ask: Do formal project reviews occur regularly? If
the project will take more than two months to complete, what is the
average time between reviews? Response: Presently, project reviews
occur every 1-2 weeks, however, this duration will change to 0
weeks next week. Additionally, the project of career determination
will still involve several months of consultation on making a final
decision, balancing time between part-time teaching and finishing
my capstone. So, it is fair to say that the project reviews could
be estimated between 4 and 8 months.Score: 4 pointsIf the time
between project reviews is less than two months, you should give
the project 1 point. If the time is betweenv two and four months,
you should award theproject 2 points; between four and eight
months, 3 points; and if reviews are more than eight months apart,
give the project 4 points.Integrity of Performance [I]Ask: Is the
team leader capable? How strong are team members skills and
motivations? Do they have sufficient time to spend on the change
initiative?Response: I would like to presume that the project team
is led by a capable leader since I have 15 years experience in
career searching. Furthermore, from my current experiences, I
believe I am respected by peers. Unfortunately, although the
members have the skills and motivation to complete the project,
they cannot complete it in the stipulated time frame due to the
commencement of the Change Management class. Thus, 50% of the team,
Ronda and students will b dropping off in a week. Score: 4 pointsIf
the project team is led by a highly capable leader who is respected
by peers, if the members have the skills and motivation to complete
the project in the stipulated time frame, and if the company has
assigned at least 50% of the team members time to the project, you
can give the project 1 point. If the team is lacking on all those
dimensions, you should award the project 4 points. If the teams
capabilities are somewhere in between, assign the project 2 or 3
points.
Senior Management Commitment [C]Ask: Do senior executives
regularly communicate the reason for the change and the importance
of its success? Is the message convincing? Is the message
consistent, both across the top management team and over time? Has
top management devoted enough resources to the change program?
Response: Since I serve as the CEO and sole proprietor of my
organization, I will give myself 1 point since I am clearly
communicating the need for change with my outsourced network.Score:
1 pointIf senior management has, through actions and words, clearly
communicated the need for change, you must give the project 1
point. If senior executives appear to be neutral, it gets 2 or 3
points. If managers perceive senior executives to be reluctant to
support the change, award the project 4 points.Effort [E]Ask: What
is the percentage of increased effort that employees must make to
implement the change effort? Does the incremental effort come on
top of a heavy workload? Have people strongly resisted the
increased demands on them?Response: The percentage of increased
effort necessary for employees to implement the change is 100%. The
incremental effort comes on a very heavy workload. James P. Gonyea,
the online career consultant has resisted due to work constraints.
Additionally, 50% of the organization will be leaving.Score: 4
pointsIf the project requires less than 10% extra work by
employees, you can give it 1 point. If its 10% to 20% extra, it
should get 2 points. If its 20% to 40%, it must be 3 points. And if
its more than 40% additional work, you should give the project 4
points.Dice Score: Freds Outsourced Organization Scored 19
Points-Headed for the Woe Zone 1Possible Reasons for DICE SCORE
Dice Score: Freds Outsourced Organization Scored 19
Points-Headed for the Woe Zone Will Lose 50% of My Outsourced
Organization (Ronda and Class) When CMP Class Ends.
Less Time for Regular Project Reviews and Larger Gaps in Project
Reviews.
Need More Organizational Members to replace the 50% Loss.
2Change Management Plan- Career Determination for Fred
CarbineCurrent State of My Organizationmazed and confused!!!
Hot job!Be a lawyer, like your dad!$$$ Job!Scattered Career
Research Data, No Formal Career Evaluation in place and Vocational
UncertaintyCareer Tests Say Do This!Vocational Fulfillment!Career
Stall : (
Stick with Sales Jobs!Organizational ProblemWhat Needs to Be
Fixed??!!
Updating Job Search Materials and Implementing an Effective Job
Campaign
Career Decision Evaluation ProcessJob
Campaign_______________________-Cold Call 10 employers of Interest
Today-Visit 6 Employers in person with resume.-Contact Family,
Friends, and Relatives, Inform Them of the Job I Am Seeking.
Root Causes: WellHow Did I Get
Here?___________________________________________________________________Poor
Vocational and Job Search Education in High School and College
Years
Why dont you be a lawyer like your father Vacillation
Chasing The Hot Career Trends
Going For The "Big Money Jobs
Career Stall
Organizational View of My ProblemNot So Simple. I Have No
Organizational Setting From Which to Operate, I Am the Sole
Proprietor!
What Organization I Have is All Outsourced. These Are:
MAT613/MSM608-Change Management Class
Online ConsultantInstructorHeadhuntersOnline Career
SitesClassmates6
MAT613/MSM608-Change Management
ClassConsultantInstructorHeadhuntersOnline Career
SitesClassmatesOrganizational View of the Problem
MeJames Gonyeas View: Use My Internet Career Connection
Site.Follow My 5 StepsGet It Together!Rondas View: Lose the
Self-Imposed Putdowns in Your Change Management Process!Forget the
Past ConfusionFred, What Is Your Focus! Headhunters View: So Sorry
To Hear About Your Problem, Dont WorryWe Can Get You a Job! Lets
Talk, Would You Like Some Coffee!Online Sites View: Unhappy With
Your Current Job? Post Your Credentials With Us and We Will Solve
All Your Career ProblemsInstantly!FredYour Career is Calling!!!CMP
Students View: Fred, Career Indecision Does Not Make You the
Elephant Man! We Have Been In Your DilemmaSome of Us Still Are! You
Can Get Through This! Go FredGo!My View: I have so many ideas,
information and career tools at my disposal to determine my next
career move, but I have no clue on where or how to begin?!7
Committed Leadership and Energized People, Fred and The
Gang!
MAT613/MSM608-Change Management Class
James P. GonyeaRonda BernstenHeadhuntersOnline Career
SitesClassmates
MeIf You Lack an Organization, Reach Out and Outsource
Someone!8The Ideal State/Vision Opportunity to eliminate my years
of career indecision and determine my next career by narrowing my
job options to 3-5 job choices.
This will happen before obtaining my Masters in Internet
Technology at Marlboro College Graduate School.
Will Accomplish This By Establishing
A Method to Evaluate Most Suitable Vocational Aptitudes, Career
Interests, Values and Personality Traits
A Proven and Thorough Career Evaluation Tool
Matching Career Profiles to My Needs
An Effective and Proven Job Campaign
Structural ConsiderationsVertical Coordination Methods
Decisions: Decisions made primarily by mefeedback from the
instructor and classmates were weighed throughout the CMP
development process. Decisions based on previous and proven success
of case scenarios or articles involving career evaluation, search
and selection methods. Sources came from web articles, job web
sites, job publications, career counseling organizations and other
articles by career search authors. Personal values and passions
were also given weight throughout the decision process. (Right
Kate?)Boundaries For Rules: One boundary-No job will be considered
solely on one specific criteria, such as job popularity or big
bucks, as this contributed to the current state of my problem.
Boundaries For Policies: No policy can be negotiated to fit my
subjective whims. For instance, if a proven job search policy is to
mail out 5 resumes a day, I must do this. I cant opt for, Well, I
will just send out 3 today because I am tired or busy. Must follow
career website's instructions verbatim!Boundaries For People:
Solely responsible for the development and draft of the CMP,
others remain outside.
Stakeholders Map Formal and Informal Roles
MAT613/MSM608-Change Management ClassJames P. GonyeaRonda
BernstenHeadhuntersOnline Career SitesClassmates
MeFuture EmployerFormal and Informal AuthorityJust Formal
Authority11Change Management Plan- Career Determination for Fred
CarbineLateral Coordination MethodName of Activity/MethodUsual
PurposePurpose during Change if DifferentLogistical
InformationMeetings-Formal/Informal Regular meetings making policy
to ensure organization is stable and remains this way in turbulent
environments.Meetings really wont be conducted based on sole
proprietorship of this CMP. However, weekly, informal posts between
me, students and instructors will be performed for CMP development
and troubleshooting. Moodle Website ForumE-MailTask ForcesTackle
new problems and synchronize development of methods and policies.No
Task Force is available; career counselor could be hired to tackle
impasses or snags on policy and method development of the
organization.Internet Career Connection WebsiteHire Personal Career
Consultant Locally Coordinating Roles/UnitsPersuade and negotiate
to help pull together specialized functions of CMP.Will be done
solely by me to pull together information from various career
resources-online job sites, career tests, career authors, career
organizations/counselors, instructor, and students.Moodle Website
ForumVocational Aptitiude Data from Johnson OConnor FoundationMyers
and Briggs Personality Test ResultsInternet Career Connection
WebsiteHeadhunter WebsitesMonster.com/CareerBuilder.comHuman
Resources Consideration of Change Management PlanName of Person
NeedsPossible ReactionsJames P. GonyeaMay want testimonials on
the success of using his career site. May have some personal
interest in finding my career, but probably more focused on the
business relationship of making money from my dilemma. Eager to
contact me repetitively. This could be motivated solely by
money-making me come back repeatedly to maximize profits. Or, may
have a personal passion for his profession and wants to see me
achieve my goal of finding a career.May be too busy, offers very
general help to assist me in career determination. Or, completely
ignores me. Ronda BernstenNeeds to see me develop and achieve my
CMP career change goal, per the objectives of her class.Eager to
see my developments as I use the CMP to my current situation. Hopes
that fruits of my work could be used for future classes to teach
other students working on a project like mine. Concerned that I am
getting overwhelmed with all the initiatives built into my project-
hopes that I stay focused on achieving the critical milestones in
the plan. Hopes I use classmates as a sounding board to get as much
helpful resources and direction possible.StudentsMay need to
observe and witness how I apply my CMP to give them helpful and
insightful information on how they should apply their CMP. IMay see
my project as ineffective or a bad choice. May encourage me as I
try to struggle through setbacks, confusion or frustration when
working on my CMP.May not even care about my project as they become
more engrossed with their CMP-could be too stressed or busy to
offer me assistance.Monster.com/CareerBuilder.comWant to establish
a successful track record on matching job candidates with their
clients job openings. Wants to earn this track record so they can
be the primary web source to post jobs. By doing this, they can
draw many fees from their clients and get paid advertising on their
sites.Have no concern for my job satisfaction and career
determination. They are a business focused solely on conversion,
and they compete for conversions with many, many sites. They are
also my least priority since they promote instant jobs, but they
are highly selective for their clients. In fact, I have never found
a job on the national job sites since their onset in the late
1990s. HeadhuntersWant to serve their client first, by getting job
candidates, like me, in their door to get hired.Like Job Sites,
they have no concern for my career search and career goals. They
want to turn over applicants for a finders fee from their clients.
May be worried that a site could draw me away from client, so may
try to be overly ingratiating while working with me.Stakeholders
Map:
Political Consideration of Change Management Plan
The only possible jockeying for position among competing
stakeholders would be between the job sites and the head hunters
since both have a stake in getting me a career to satisfy their own
marketing and financial agendas. Otherwise, they have no stake in
my career search and career goal.
Stakeholder Competition is Minimal Based On Outsourced
OrganizationSymbolic Consideration of Change Management Plan
Change Management Tasks
Career Determination-Using The Tools and Methods of The Internet
Career Connection Web Site To Determine My Best Career ChoiceStep
1: Define Personality Style
This will involve taking the sites career interests, skills,
values and behavioral trait surveys. The surveys will create a
ranking system where I choose the top 5 out of 21 potential career
clusters. These 5 clusters will have an extensive list of potential
careers. From these clusters, I will create a master list of
potential careers. To assist me, the site will even suggest some
careers that I found most appealing based on its survey metrics.
Additionally, during this step, the site will also require me to
provide 5 subjective career statements, in 5 vocational areas-my
Interests, Skills, Values and Behavioral Traits. For instance, with
Interests, I would state, I enjoy creating ideas. This type of
information will be entered in a preformatted form provided by the
site (See Form I) that will be later used in Step 4 to further
pinpoint career choices
Required Steps:
Art & EntertainmentJobs dealing with creating or expressing
ideas.Athletic & RecreationJobs dealing with athletic or
recreational activities.Building, Construction &
MaintenanceJobs dealing with erecting/maintaining/destroying
buildings and structures.Business Administration &
ManagementJobs dealing with upper level business
management.Business Operation & SupportJobs dealing with mid to
lower level business operation.Communication & MediaJobs
dealing with the communication of information and data.Computer
& Information ManagementJobs dealing with computers and
managing information and data.Equipment Installation, Operation
& RepairJobs dealing with installing/operating/repairing
equipment.Industrial Production & ManufacturingJobs dealing
with the production of goods and merchandise.Legal, Law Enforcement
& Public SafetyJobs dealing with legal systems and protecting
the public.Marketing, Sales & PromotionJobs dealing with the
selling of ideas and merchandise.Math & Science -
ProfessionalJobs dealing with advanced math and science
concepts.Math & Science - TechnicalJobs dealing with technical
math and science concepts.Medical & Health Diagnostics &
TreatmentJobs dealing with advanced diagnostic and treatment of
illness and injury.Medical & Health Technical & SupportJobs
dealing with supportive care of sick or injured people.Military
ServiceJobs dealing with military service.Personal Care &
ServiceJobs dealing with helping people with basic needs.Plants,
Animals & OutdoorJobs dealing with plants, animals or the
outdoors.Social & Community ServiceJobs dealing with helping
people, especially those with problems.Social ScienceJobs dealing
with understanding human history, culture and
behavior.Transportation & Materials HandlingJobs dealing with
the transportaton of people or materials.Career Cluster:
Communication & MediaJobs dealing with the communication of
information and data.Listed below are occupationsrelated to this
Career Cluster.Advertising Copy Editor Announcer (Radio &
Television) Art Critic Broadcast News Analyst Caption Writer
Columnist Creative Writer (Author) Desktop Publisher Dispatcher
(Police/Fire/Ambulance) Editor (Film/Video) Editor
(Magazine/Newspaper) Film Critic Interpreter (Translator) Literary
Editor Medical Librarian Narrator Newscaster Photojournalist
Proofreader (Copy Editor) Public Address System Announcer Public
Relations Specialist Reporter (Correspondent) Research Librarian
Script Writer Technical Writer Theatrical Critic Traffic Reporter 5
Subjective Career StatementsInterestsMatchingScores1. I like
thinking of creative, entertaining and funny ideas2. I like writing
and public speaking3. I like communicating with people through
stories and analogies4. I like entertaining people through telling
stories, comedy and music.5. I like working with technology and
staying abreast of the newest communication and media tools.
Skills1. I am good at basic skills-writing, reading, monitoring,
active listening, active learning, reading comprehension and
learning strategies. I am good at oral and written communication, I
can speak well in front of a group.2. I am good at complex problem
solving. I am good at solving problems creatively.3. I am good at
systems evaluation. I am good at developing models to improve or
teach things.4. I am very good in all social and people
skills-coordination, instructing, negotiation, and perceiving
social situations. 5. I am good in technology, working with tech
design and some programming. I can learn technology based systems,
tools and programming quicklyValues1.Salary-Its important that my
work pays a higher salary, above 50K, one where I can have a
comfortable existence with a good retirement by the time I retire,
age 60.2.Independence/Autonomy-Its important that my work allows me
to set my own schedule and provides me autonomy. It is important
that I am in charge of determining how I will carry out my duties
and responsibilities3.Creativity-It is important that my work
allows me to use my own creative imagination in carrying out my
work, rather than following the plans and ideas others have
previously developed.4.Change/Variety-It is important to me that my
work and how I carry out my work changes frequentlyInfluence
Others-It is important to you that your work gives you the
opportunity to influence the options and behavior of others.
5.People Orientation-It is important to you that the main focus of
your work requires you to interact frequently with people,
interaction with data and things comes second.Public
Contact/Recognition-it is important to you that your work offers
frequent interaction with the general public, and that you are
frequently in the public eye. I want to work for a horizontally
structured organization that is ethical, where unscrupulous CEOs or
managers are more accountable to their employees and have to answer
to the collective whole of an organization.Behavioral
Traits1.Extrovert-I am outgoing, sociable, and prefer to work with
people.2.Indpendent-You prefer working alone, following your own
lead and setting your own direction.3.Risk Taker-You are willing to
take chances, even when the odds are against you.4.People
Oriented-You are sensitive and responsive to the needs of others.
5.Persuasive-You can easily persuade other people to agree with
your line of thinking.Total matching score >>Career
DeterminationStep 2: Identify Possible Career Options
Using Form I, I will also be required to brainstorm a list of
related keywords based on my 25 subjective statements from the 5
previously stated vocational areas. Upon determining a keyword
list, each keyword will be run through a search engine field on
O*Net, a pubic, career research site. The keyword search will yield
a list of related careers to each keyword. These potential careers
will also be added to the master career list generated from Step
I.
Since I also possess previous career data, I will be using
career suggestions generated from my Myers and Briggs and Johnson
OConnor test findings. These suggested positions will also be added
to the master list of potential careers. They will be given the
highest ranking on the master list of potential careers.
Upon finalizing the master list, every job title will be entered
in another preformatted form on the career website (See Form II).
In Form II, to the right of the page, I will boldface the
consideration option yes or no, depending on my initial interest in
the occupation. Possible career options for Fred Carbine, Interest
Code- ASIWilling to consider further:
1.Network Systems and Data Communications Analyst- ICYesNo2.
Film and Video Editor- AEIYesNo3. Reporter
correspondent/E-Journalist- AEIYesNo4. Computer Programming-
ICYesNo5. Network and Computer Administrators- IRCYesNo6.
Elementary School Teachers, Except Special Education- SACYesNo7.
Interpreters and Translators- ASYesNo8. Foreign Language and
Literature Teachers, Postsecondary- SAIYesNo9. Middle School
Teacher- ASYesNo10. Instructional Coordinator-
SIEYesNo11.Advertising Promotion Manager- EACYesNo12.
Actor/Comedian- AEYesNo13. Lawyer- EAYesNo14. Kindergarten,
Preschool Teacher- EAYesNo15. Director-Stage, Motion Pictures, TV-
EAYesNo16. Program Director- ECAYesNo17.Producer/Director-
EAYesNo18. Creative Writer- AIYesNo19. Multimedia Artist/Animator-
AI YesNo20. Graphic Designer- AREYesNo21. English Professor-
ASIYesNo22. Elementary School Teacher- SACYesNo23. Librarian-
CSEYesNo24.Web Developer- CIRYesNo25. Anthropologist- AIYesNo26.
Market Research Analyst- IECYesNo27. Communications Teacher-
SAYesNo28. Public Relations Specialist- EASYesNo29. Advertising
Sales Agent- ECAYesNo30. Copywriter- EAYesNo31. Public Relations
Manager- EAYesNo32. Education Administrator- ECSYesNo33. Speech
Language Pathologist- ASIYesNo34. College Communications Professor-
SAYesNo35. Broadcast News Analyst- ASEYesNo36. Radio & TV
Announcer- AESYesNo37. Network Designer- CIRYesNoCareer
DeterminationStep 3: Research Your Career Options
From step 2, all job titles that had yes options chosen in Form
II will require profiling. This will be performed on the
Occupational Outlook Handbook website. The site provides the
following information on a career:
Nature of the work (duties and responsibilities) Entrance
qualifications Training requirements or recommendations Future
employment projection (need) Advancement opportunities Typical
salary levelsBest U.S. Locations for chosen occupation
I evaluated each jobs particulars to ensure how they fit into my
desired vocational lifestyle. Any career that didnt fit into my
vocational lifestyle was eliminated, focusing the list of
considered careers. For example, if the career demands a 70 hour
work week, it will be discarded because I dont want a 70 hour work
week in my occupation.Career DeterminationStep 4: Select A Career
Goal:
After this step, I will need to further narrow my career
considerations. This will require more detailed informational
loopback that will be resolved by reapplying Form I, my 25
subjective statements on the 5 Vocational Areas of Interest- my
Interests, Skills, Values, and Behavioral Traits. Each statement
will be posed against the considered career, and a psychometrical
point system will be applied by the career website. I will rank
these scores in order, narrowing potential careers to a top 10
list.
However, since I am considering instructor and student feedback
through this change management plan, I will add an additional
loopback tool to reduce the top 10 career choices to a top 5. This
will be accomplished by filtering the 10 careers through a career
matrix that I developed with Ronda Bernsten (See diagram I). This
matrix provides a big picture canvas where I can review all my
career variables at once. By reviewing this canvas with each
potential career, I can make it easier to identify more common
threads for the best career choices
Once I have 3-5 final career choices, I will need more
professional assistance in making the final career choice. I plan
to do this by one or more of the following options:
Work Directly with a Hired Career ConsultantConsult with a
Professional in My Considered CareerConsult with Close Family
Members and Friends Top 10 Career Choices for Fred Carbine
Possible career options for Fred Carbine, Interest Code-
ASIWilling to consider further:
1. Foreign Language and Literature Teachers, Postsecondary-
SAIYesNo2. Actor/Comedian- AEYesNo3 .Producer/Director- EAYesNo4.
Creative Writer- AIYesNo5. English Professor- ASIYesNo6. Elementary
School Teacher- SACYesNo7. Communications Teacher- SAYesNo8.
Reporter correspondent/E-Journalist- AEIYesNo9. Public Relations
Manager- EAYesNo10. College Communications Professor-
SAYesNoHolland Codes represent a set of personality types described
in a theory of careers and vocational choice formulated by
psychologist John L. Holland. [1] Holland's theory argued that "the
choice of a vocation is an expression of personality" and that the
six factor typology he articulated could be used to describe both
persons and work environments. [1] His typology provides an
interpretative structure for a number of different vocational
interest surveys, including the two measures he developed: The
Vocational Preference Inventory and the Self Directed Search. His
model has been adopted by the U.S. Department of Labor for
categorizing jobs relative to interests. [2]Holland's theory does
not assume that a person is just one type or that there are "only
six types of people in the world." [1] Instead, he assumed that any
person could be described as having interests associated with each
of the six types in a descending order of preference. This
assumption allows the Holland Codes to be used to describe 720
different personality patterns. As the theory is applied in
interest inventories and job classifications, it is usually only
the two or three most dominant codes that are used for vocational
guidance.The six personality and work environment types described
by Holland are as follows:Realistic - practical, physical,
hands-on, tool-orientedInvestigative - analytical, intellectual,
scientific, explorativeArtistic - creative, original, independent,
chaoticSocial - cooperative, supporting, helping,
healing/nurturingEnterprising - competitive environments,
leadership, persuadingConventional - detail-oriented, organizing,
clericalSource: WikipediaCareer Determination- Apply Freds Career
Matrix Neo!
Values/PassionsVocational Skills-Johnson OConnor Test Results
& Suggested Careers& Previous Work
ExperiencesPersonality/Behavioral Traits Myers and Briggs Myers and
Briggs Suggested Careers for ENFP, ESFP & ENTP TypesInternet
Career Connection- Suggested Career by ClusterThe Final 3-5 Career
Choices!Final Career Determination- 3-5 Possible Career
Options-Interest Code: ASI1. Elementary School Teacher - SAC2.
Advertising Promotion/Public Relations Manager- EAC3. Foreign
Language and Literature Teachers, Postsecondary- SAI4.
Writer-Copywriter/Screenwriter/E-Journalism- AI5.
Communications/Media/IT Post Secondary Teacher- SACareer
DeterminationStep 5: Develop A Career Plan At this stage, I needed
to develop a job campaign. It involved two elements-vocational
preparations and a job campaign. The first element is using Form 3
on Gonyeas career site (See Form III). This is a comprehensive and
preliminary checklist form to ensure I have covered every detail on
the pursuit of my chosen career, such as finding a college for
further schooling (if necessary), applying to a school, securing
financial aid, etc. Once the checklist is completedI can move on to
the actual job campaign.
For the job campaign, I decided to use one proven resource to
determine this. It will be from Richard Bolles book, What Color Is
Your Parachute. The campaign will involve the most modern job
search strategies that yield the best results. This information
will be stored in my career data so it can be used again for future
job searches.Structural Consideration of Change Management PlanName
of PersonFormal Role to Play in ChangeInformal Role to Play in
Change
Fred CarbineCollects, Reviews, and Implements All Career Data
Through Career Evaluation Process. Determines 3-5 Career Choices
and Initiates Job Search Campaign.Uses Personal Criteria to Assist
in Loopback Evaluation Process, such as, Am I Passionate About This
Type of Work?, Do I Want to Relocate for This Type of Job?, etc.2)
James GonyeaCareer Counselor-Provides Me the Necessary Career
Evaluation Method to Narrow Career Choice to 10 Possible
Careers.
May Provide E-mail Correspondence with me to Determine How Well
His Plan Worked. 3) Johnson OConnor FoundationProvided Vocational
Testing to Determine Careers Most Suited to My Natural Lifelong
Aptitudes, Will Assist Me in Prioritizing My Potential Career
Choice.
Interested in Hearing From Me on Career Progress and Vocational
Choices Based on My Initial Test. 4) Myers & Briggs Provided
Vocational Testing to Determine Careers Most Suited to My Work
Personality, Will Assist Me in Prioritizing My Potential Career
Choice.NoneName of Activity/MethodPurpose during Change Logistical
Information
Career Interpretation Report/Done Through QuestionnaireCareer
Evaluation ToolMetrics and Point System Evaluation, Narrowing
Careers Into Smaller Clusters, Leading To Focused List of Desired
Jobs.Vocational Aptitude Testing/Random Tests Using Pegboards,
Overhead Projections, Photos, Headphones, and Building Blocks to
Assess Physical and Mental Aptitudes Suited for Specific
Jobs.Vocational Aptitude Evaluation Tool10 Proven Tests Designed to
Evaluate the Following Aptitudes:Visual PerceptionDivergent
ThinkingConvergent ThinkingNumerical RelationshipsSpatial
RelationshipsAuditory SensesMemory CognitionMotor SkillsRed/Green
VisionPersonality Tendencies/Word Association4) Career Personality
TestingCareer and Workplace Evaluation Tool.Survey That
Matriculates Your Work Personality Based on a Combination of 4
Predominant Psychological Tendencies.Human Resources Consideration
of Change Management PlanName of PersonHow I Will Meet NeedsHow I
Will Manage Possible ReactionsFred CarbineProvide Career Websites
To Review That Offer Support and Encouragement On Career Change and
Job Searching. Ensure Review of Helpful/Supportive Comments from
Fellow Students in Moodle While Working Through Frustrating,
Confusing and Arduous Elements of Determining Career.In Information
Overload Scenarios, Where Stress From Too Much Data and Evaluation
Begins to Confuse Thinking and Decisions, Will Permit Unwind Time
to Clear and Refocus Thoughts.James GonyeaProvide E-mail Feedback
on Performance of His Career Evaluation Tool.If No Response, Will
Still Provide Thank You E-Letter For His Help and Mention How It
Aided Me In My Change Management Plan and Helped Other Students.
Change Management ClassmatesWill Provide Mutual Feedback for Other
Students CMPs as They Offer Assistance to Me.Will Accept All
Feedback Graciously, and Thank Them For Their Input and Time. Will
Not React Negatively to Any Criticisms. Will Try to Assist Them
With Feedback on Their Change Management Plans. Political
Consideration of Change Management PlanName of PersonHow I Will
Meet NeedsHow I Will Manage Possible ReactionsJames P. GonyeaWill
Provide Him An E-Mail, Informing Him of How Effective His Site Has
Been For Me, and How I Appreciate His Work and Time In It, Making
Him Feel Appreciated. This Ego Stroking Could Compel Him to Assist
Me in Personal Consulting via E-Mail for $125 in the Future. Not
Certain About This Since He Has Other Obligations and Many
Competing Online Applicants!Should He Fail To Respond, I Will Thank
Him Once More Via E-mail or Letter for His Sites Contribution. I
Will Tell Him of My Career Transition and How His Site Has Been A
Great Learning Tool For Our Class. He May Be Very Flattered By
This, Since He Teaches at a in Fellow Change Management
StudentsWill Provide Mutual Feedback for Other Students CMPs as
They Offer Assistance to Me. May Take Them Out For a Beer or Buy
Them Lunch as They Further Help Me with My CMP. May Give Them More
Incentive To Participate and Assist Me in My CMP Process.Will
Accept All Feedback Graciously, and Thank Them For Their Input and
Time. Will Not React Negatively to Any Criticisms.Symbolic
Consideration of Change Management PlanName of PersonHow I Will
Meet NeedsHow I Will Manage Possible ReactionsFred CarbineWill
Eliminate All Previous Methods of Collecting Job Data. Will
Eradicate All Previous Job Selection and Search Methods.To Prevent
Longing or Reversion to Using Old Data Collection Methods, I Will
Destroy Them, Most Likely By Burning or Trashing Them, Eliminating
the Confusion of Trying To Use Dated, Ineffective Methods With
Newer, More Effective Methods.Will Apply More Modern, Effective
Methods. For Instance, Ensuring Keywords Being Used In Future Cover
Letters/Resumes to Ensure Employers Resume Scanners Spot My
Resume.Major Tasks/MilestonesTaskPeople InvolvedDue DateDefine
Personality StyleFred Carbine07/10/09Identify Possible Career
OptionsFred Carbine07/13/09Research Your Career OptionsFred
Carbine07/20/09Loopback to Career Matrix to Filter Down Job
SelectionsFred Carbine07/30/09Select Career Goal(s)Fred
Carbine08/02/09Develop A Career PlanFred Carbine08/07/09-may be
ongoing due to extensive research required beyond scope of
class.Communication PlanNamePhoneEmailContact formPreferencesFred
[email protected]/APhone or Email
Correspondence Acceptable.James P. Gonyea (Online
Consultant)N/AN/Ahttp://www.iccweb.com/contact.aspContact Form Only
for Correspondence.Ronda Bernsten
(Instructor)[email protected]://www.berntsenconsulting.com/contact/Phone,
Contact Form or Email Correspondence Acceptable.Headhunters
Directory
(Headhunter)N/AN/Ahttp://www.headhuntersdirectory.com/USA/jobs_careers_in/Vermont/area.htmContact
From Only.Online Recruiters Directory
(Headhunter)N/AN/Ahttp://www.onlinerecruitersdirectory.com/contactus.phpContact
Form Only.Monster.com(Online Job
Site)866-767-8445N/Ahttp://hiring.nytimes.monster.com/contactusform.aspxPhone
or Contact Form Correspondence Acceptable.Career Builder.com
(Online Job
Site)1.866.438.1485N/Ahttp://www.fuzeqna.com/careerbuilder/consumer/question.aspPhone
or Contact Form Correspondence Acceptable.Stakeholder Contact
ListCommunications OrganizerKnowledge/InformationType of
CommunicationFrom/To WhomDue DateFocus of CMP/Career Decision
MatrixFace-to-FaceRonda Bernsten to Fred Carbine07/10/09Career
Evaluation Data ResultsWeb InterfaceInternet Career Connection Site
to Fred Carbine07/10/09Effectiveness of Internet Career Connection
SiteContact Form via WebFred Carbine to James P.
Gonyea07/31/09Cover Letter and Resume from Fred CarbineContact Form
via WebFred Carbine to Monster.com and Career
Builder.com08/15/09Cover Letter and Resume from Fred CarbineContact
Form via WebFred Carbine to Headhunters Directory and Online
Recruiter Directory 08/15/09Almost Home!Not so fast FreddyStill
Need to Determine The Final Choice!
My Chosen Methods Used to Determine The Final Career Choice
With my 3-5 career findings, I will use the following resources
to finalize my career decision.
Work Directly with a Hired Career Consultant
Consult with a Professional in My Considered Career
Consult with Close Family Members and Friends
Time to Implement The Job CampaignNext StepsImplement the Career
Planning Guide Checklist
ThenBegin the Job Search Campaign
Keep Fingers CrossedBegin The New Career Endeavor!!!
Besides All ThisNeed Faith, ConfidenceAndPersistence!Career
Planning GuideCommon Career Planning Decisions and
TasksCompletionorder
Timeline
Obstacles & resourcesStartdateEnd dateSchooling/Training:
Check those items below that you want or need to complete in order
to develop the necessary training or schooling to prepare for your
career.[ ]Select a school or college that offers the program of
study that I want to complete.[ ]Visit the school or college in
person or online to ensure it's right for me.[ ]Apply for
admissions.[ ]Gain admissions.[ ]Apply for financial aid.[ ]Receive
financial aid.[ ]Obtain housing arrangements.[ ]Secure
transportation.[ ]Complete the schooling or training program.[
]Other:[ ]Other:[ ]Other:Reality testing: Check those items below
that you want to complete in order to learn more about and/or test
out the wisdom of your career choice.[ ]Get an internship
position.[ ]Get a cooperative education position.[ ]Get a volunteer
position.[ ]Get a paid position full or part-time.[ ]Spend a day
with someone in my career field.[ ]Interview someone working in my
career field.[ ]Other:[ ]Other:Employment: Check those items below
that you need to complete in order to find a position in your
career field.[ ]Get approval from my references to use their names
with employers.[ ]Develop a list of personal and professional
contacts to create my "network."[ ]Prepare my resume.[ ]Prepare
sample cover letters.[ ]Prepare a portfolio either in electronic
and/or print format.[ ]Practice my interviewing techniques.[ ]Find
and apply to "help wanted" ads.[ ]Seek out hidden job opportunities
by contacting employers directly to inquire about employment.[
]Register with several employment recruiting agencies.[
]Participate in interviews.[ ]Reply to job offers and notices of
rejection.[ ]Follow up positions that I have applied for, but have
not yet heard regarding a decision.[ ]Other:[ ]Other:Other:
Describe below additional decisions and tasks that you need to
complete (not listed above) to prepare for your career goal.[ ]Job
Search CampaignJob Search MethodProven Success RatioAsk for job
leads from family members, friends, people in the community, staff
at career centers-especially at your local community college or
college were you graduated.33%Knock on door of employer that
interests you, whether they are known to have a vacancy or not and
ask about current openings, providing information how you can help
their organization.47%Research employer of interest and call them
directly to inquire about possible openings.69%Form Job Club to
Cold Call Employers of Interest84%Source: Richard Bolles, What
Color is Your Parachutte, pg. 13-14, 2007According to Richard
Bolles' findings, there are many misconceptions on what serves as a
successful job search campaign. For instance, it can eventually
become less productive by using more job search methods than less.
He states, research revealed that your chances of uncovering a job
does indeed increase with each additional method that you use-but
only up to 4 in number. If you use more than 4 methods of job
hunting, your likelihood of success begins to decrease, and
continues to decrease with each additional method that you add to
your job search, beyond four. (Bolles, What Color is Your
Parachute, pg. 13-14, 2007).