internal career transition
A healthy organisation will make sure their staff is challenged and exposed to new opportunities within that organisation. Looking at having four generations working within your organisation at the moment, especially the generations born after 1980 need to be challenged more frequently to keep them engaged.
Why is it important?
- Having the right person in the right role at your organisation
- Highly motivated staff
- Staff retention, with the emphasis on Generation Y and Z
How can we help?
- Offering one to one coaching
After an initial intake we will discuss the approach we will take and put together a customised coaching programme. Examples of tools we will use are the Wheel of Life, the Core Quadrant model by Daniel Ofman and StrengthsFinder by Gallup as well as other relevant coaching tools. In these sessions, the emphasis will be on your employee’s current status and which areas they would like to improve or develop further for their future career inside your organisation.
- SMART action plan
The results of the one to one coaching sessions will always result into a SMART action plan. This action plan should be Specific, Measurable, Achievable, Realistic and Time bound and will be monitored by the coach and employee.
- External Career Transition
If an employee cannot develop him or herself within the organisation we could offer an external career transition, looking at opportunities outside.