Career Development

1. Transforming culture through
personal and career empowerment
Debbie Craig – MD Catalyst Consulting

2. Catalysts in creating high performance, high engagement
organisations through developing leaders, building capacity, and
leveraging talent
Experienced
team
CONSULTING SOLUTIONS
Partners in customised solutions
to people challenges
LEARNING SOLUTIONS
Break-through learning
to build capacity
REAL BUSINESS VALUE
Thought Leadership
Experienced Team
Practical Tools
Global & Local Track Record

3. Topics
New mind-sets and skills required for a shifting
landscape and an emerging workforce
Critical questions for career empowerment
– an approach to discovering the answers
I am Talent - design principles and
highlights
Impact on culture, engagement, learning &
performance

4. Surviving in the VUCA World
Volatile
Uncertain
Complex
Ambiguous

5. Surviving in the VUCA World
Volatile
Uncertain
Complex
Ambiguous
The perfect talent storm

6. The talent landscape is shifting
• Traditional career paths
• Work to earn a living
• Be thankful for a job
• Paternalistic career
development
• Limited access to career
opportunities and learning
• Baby boomers/Gen X – willing to
work hard and make sacrifices
• Wait and hope for opportunity
• Portfolio lives
• Work must be meaningful
• Attraction & engagement is king
• Individually driven career
development
• Global access to career
opportunities and learning
• Gen Y have different work and
lifestyle expectations
• Empower individuals to drive
own career and development
Power shift: from company talented individual

7. New mindsets and skills required?
awareness
decision making
change
responsiveness
influence
inspire
resilience
learning agility
collaboration
global mindset
tech savvy

8. My talent is …
I feel I am/am not optimising my
potential because …
I need to focus on new mindsets and
skills e.g. ….

9. From: waiting for or expecting
hand-outs or opportunities
To: creating opportunities
through my attitude & actions
• Entitlement
• Success is easy
• Unrealistic career
expectations
• Inflated view of
abilities/talent
• Intolerance of poor
leadership
• Top 3 things that irritate
managers = unrealistic
compensation expectations
51%, poor work ethic 47%,
easily distracted 46%
• Ownership – responsible
(victim to victor)
• Success = attitude + effort +
results = reward
• Realistic career expectations
• Realistic view of strengths,
development areas
• Seeking mentors, upward
feedback, relationships
• Ability to focus when
necessary
• Top 3 skills for millenials =
prioritize 87%, positive
attitude 86%, team skills 86%
GEN Y

10. South Africa Education throughput
100% 48% 37% 11%
Source: Institute of Race Relations, South Africa 2015
2012
Gr10 Enrolment
1.1m (100%)
2014
Gr12 Wrote Matric
(48.3%)
Gr12 Passed Matric
(36.6%)
Bachelors Pass
(13.7%)
Maths Pass
(10.9%)
Assuming 100%
Bachelors Passes
enter university but
51%
pass rate
2012 Gr10 school
entrants graduate
(6.9%)
“Put plainly, if 10 children enrol in grade 10 in any given year, one can expect five of them to reach matric,
three to pass, and at most, only one to pass maths with 50%.
7%
+ 1.2 million students drop out of high
school p.a. (+7,000 a day)
Only 75% graduate on time. 2000
schools are “drop-out factories”= only
60% graduate (32% minority students
vs 8% whites attend)
USA now 22/27 developed countries in
graduation rates
A dropout will earn $200,000 less than a
graduate over his lifetime
Dropouts commit about 75% of crimes.

11. Two stories

12. How do we create an environment
for self and career empowerment?
How do we act as Catalysts for
cultural and social transformation?

13. World of work
What are the drivers in the
world of work and how do
you create value?
World of Me
What makes you unique, what
drives you and how can you
make the most of what you
have?
What organizations
want
What are organisations
looking for when they search
for talent?
Differentiating myself
How can you build your
distinctive value and personal
brand?
My performance
How can you maximise your
performance?
My development
How can you fast-track your
development?
Qualities of success
What qualities are core to
becoming the best you can
be?
Choices & Transitions
How can you make the best
career choices and make the
most of transitions?
Critical questions to optimise potential?

14. 1. World of work
What are the factors and trends impacting my industry
and career?
How could I add value as an employee, entrepreneur,
contractor?
2. World of Me
Who I am – personality, EQ, unique features
What I want – goals, balance, vision board
What I value – top 5 most important values
My strengths - actual & potential (see over page)
4. What organizations want
How the organisation views me as talent
i.e. Performance, Potential, Readiness for next move
Action plan for my next career conversation – options,
evidence, requests
5. Differentiating myself
What are my key elevator speech/brand messages?
Action plan to build my 8 brand characteristics
(accessible, visible, reliable, service, quality,
distinctiveness, reputation, value for money)
6. My performance
What are my SMART goals and measures in my
performance agreement?
Action plan for performance improvement
(Individual, team, organisation, external)
7. My development
My learning gaps , opportunities and learning
preferences
Action plans to develop these i.e. activities, coach
8. Qualities of success & de-railers
Action plan to develop qualities i.e. aware, authentic,
integrity, drive, courage, humility, decisive, energy,
resilience, impact (role models?)
Action plan to get feedback on my derailers i.e Excitable
Sceptical, Cautious, Reserved, Leisurely, Bold,
Mischievous, Colourful, Imaginative, Diligent, Dutiful
.
9. Choices & Transitions
My next possible roles that match my skills & interests
are ..
100 day plan for my next transition?
3. Whole person approach
Mind: My positive vs negative thoughts & beliefs
Heart: My emotional unconscious reactions(victim) vs
conscious responses (victor)
Body: My health, time mgt, stress mgt, energy mgt
Spirit: My purpose, meaning, contribution, connection
I AM TALENT – MY PLAN TO BE MY BEST SELF

15. Self-
reflection
Stories
Feedback
fitness
Tools & Case
studies
Goal-setting,
development
planning
Group
work
Personal
profiling
Additional
resources
Take home
book & hand-
outs
Whole brain
learning 4Rs of learning –
repeat, recall,
review,
reinforce
Visuals,
videos, photos
symbols
Real
plays
Whole system
support

16. Highlights – Personal Empowerment
Success Enablers
vs Derailers
Inspirational
Role Models
PQ: Managing
energy vs time
SQ: Purpose, Values,
meaning
Change
Personal
Change Cycle
(awareness, insight,
willingness, action)
IQ: Victim to victor
mindsets
Realise 2 Strengths
Finder
EQ: E-motion =
energy in motion
What is success?
Wheel of Life
Assertiveness
how to say NO
Visual Goal
Sheet

17. Strengths Profile – CAPP Realise 2 (R2)
http://www.capp.co/R2StrengthsProfiler

18. Strengths Profile – Case Study Example

19. I AM TALENT - MY STRENGTHS
My key strengths
http://www.capp.co/R2StrengthsProfiler
http://www.catalystconsulting.co.za

20. Highlights – Career Empowerment
Brand Role
Models
Talent &
performance tools
pipeline, 9 box, potential
criteria, scorecards, PDPs ,
measures, ratings
Ingredients for
learning
Power of
feedback
Assessing
readiness
Factors impacting
Performance
Brand
characteristics
Self assessment
Career choices
Career anchors and seasons
Global trends
Career trends
The career is dead!
Career transition
My life-journey map,
100 day plan
Elevator
speech

21. Two stories (cont…)
*I love my job*

22. CULTURE TRANSFORMATION JOURNEY
2007–2015
2007 Strategic &
leadership
alignment
Diagnostic
interviews
Senior
Leadership
capacity
building
2008
2009
2010
Innovation
session to
inform
strategic
options
Talent
management
capacity
building
Change
management
capacity
building
Self-
leadership
Capacity
building
2011
2012
2013
2014
2015
Coaching
capacity building
Collaborative
Decision
making - TTT
I am Talent
personal and
career
empowerment
Strategic
reviews
Strategic
projects
capacity
building
Strategy
score-carding
& cascading
Next level
Leadership
capacity
building
Innovation
capacity
building - TTT
Strategic
reviews
Strategic
projects -
continue
Strategy on a
page – purpose,
vision, strategic
intents, values
Strategic
projects -
continue
Leadership dev
- TTT
Strategic &
Leadership
Renewal – 7Ss
of strategy, 3Es
of leadership
LEAN tools &
coaching – I,.e 5
Strategic
reviews
BHAG’s
met!!
New Strategic
projects
Bold talent
decisions
Strategic
reviews
Strategic
reviews
Strategic
reviews
Strategic
reviews
cont
BHAG’s
met!!

23. Post-workshop Impact Survey
0%
10%
20%
30%
40%
50%
60%
70%
80%
Understand
self,
strengths,
qualities, de-
railers
Confidence
navigating
career
transitions
Know how to
build my
unique brand
Confidence in
achieving
learning goals
Confidence to
influence
performance
& overcome
barriers
Improved
performance
results
Sense of
purpose and
clear goals.
Engaged with
& committed
to the org
Empowered
to develop
myself &
career
Strongly Disagree
Disagree
Not Sure
Agree
Strongly Agree
89% agree/strongly
(65% agree, 24% strongly)
35% response rate
GREATER
MORE
12-18 months post workshop
Across levels e.g. Laboratory
assistant, process technician, GIT
engineers, sales reps, BDMs, account
mgr, production mgr, R&D mgr, etc

24. Comments about your experience of I
am Talent
ngaged
nabled
mpowered

26. Thank You
Debbie Craig: Catalyst Consulting (Pty) Ltd
Phone +27 82 8725429
Email debbie@catalystconsulting.co.za
Web www.catalystconsulting.co.za
facebook.com/Catalyst Consulting Pty Ltd
twitter.com/@CatalystSA
linkedin.com/Catalyst Consulting South Africa
Contact Details

27. I am Talent: career and personal empowerment
On-line video based learning modules www.udemy.com
Workshops & info: www.iamtalent.co.za
Hard Copy Book: www.kr.co.za
eBook : www.amazon.com
Accelerated Learning
Information: www.accelerated.co.za
Hard Copy Book: www.kr.co.za
eBook: www.amazon.com
I am Alive: personal empowerment
Information: www.iamalive.co.za
Hard Copy Book: www.kimaglobal.co.za
eBook: www.amazon.com
Resources
Thank You 