The document describes a career decision workshop to help participants make informed career choices. The workshop uses a 4-phase model to guide participants through understanding change, assessing their goals and skills, exploring options, and creating an action plan. The workshop addresses coping with transitions, evaluating personal and professional goals, identifying transferable skills, and financial planning. It provides frameworks and resources to assist participants in effectively navigating their career decision-making process.
Understanding Women's Career Choices in Chemistry. By Megan Grunert and Georg...ADVANCE-Purdue
The goals of this research study are to better understand the choices women in chemistry make with regards to career, to identify rewards and obstacles associated with available career choices in chemistry, and to compare graduate students’ perceptions of careers with the descriptions of women in those careers. Ten women graduate students in chemistry from two different institutions participated in a series of three interviews with the researcher. These interviews examined their chosen career path, their perceptions of available career options, their values about work-personal life balance, and their experiences as women in a graduate chemistry program. Women faculty members were also interviewed and asked to reflect on their career choices and provide insight into their lifestyle as academic chemists. Ten faculty members were interviewed, six from three different research-intensive universities and four from three different primarily undergraduate teaching institutions. All interviews were transcribed verbatim and subsequently analyzed using the qualitative methods of thematic analysis and the constant comparative method (Miles & Huberman, 1994).
Preliminary analysis shows that women graduate students have negative perceptions of the research professor lifestyle at large universities. They feel there is little to no balance between work and personal life. Careers at primarily undergraduate teaching schools, at government labs, and in industry were viewed much more favorably. These findings add a depth of understanding to the numerous studies showing women’s tendency to favor academic careers at teaching institutions over research institutions (see Bentley & Adamson, 2003; Kuck, Marzabadi, Nolan, & Buckner, 2004; Kulis, Sicotte, & Collins, 2002; Sears, 2003).
Women faculty members at large research institutions report deciding on their careers fairly early on in their graduate studies. They pursued this path even though they recognized the challenges associated with this career. Their primary motivation for continuing in their career was the intellectual freedom they experienced, followed by being able to work with students and help them develop into independent researchers. In contrast, the faculty members from smaller teaching institutions felt rewarded and fulfilled by teaching and working with students, rather than through chemical research. They valued the flexibility of their schedules and the ownership they had over their teaching and the research they did with undergraduates.
The findings from this study offer suggestions for future interventions with graduate students, as well as faculty recruitment at research-intensive institutions. Women graduate students felt that women faculty in their department were not positive role models with respect to balancing a career with a family. They also did not see or value the intellectual freedom associated with this career or the rewards of working as an advisor to graduate students. Candid conversations or mentoring relationships outside of the advisor-advisee dynamic could shed insight into what life is really like as a faculty member at these institutions. Hiring and benefits packages at research institutions could also be modified with the addition of family-friendly benefits and policies, including maternity leave, on-site childcare, flexible tenure clocks, and clear departmental expectations for work schedules, to appeal to more women.
Understanding Women's Career Choices in Chemistry. By Megan Grunert and Georg...ADVANCE-Purdue
The goals of this research study are to better understand the choices women in chemistry make with regards to career, to identify rewards and obstacles associated with available career choices in chemistry, and to compare graduate students’ perceptions of careers with the descriptions of women in those careers. Ten women graduate students in chemistry from two different institutions participated in a series of three interviews with the researcher. These interviews examined their chosen career path, their perceptions of available career options, their values about work-personal life balance, and their experiences as women in a graduate chemistry program. Women faculty members were also interviewed and asked to reflect on their career choices and provide insight into their lifestyle as academic chemists. Ten faculty members were interviewed, six from three different research-intensive universities and four from three different primarily undergraduate teaching institutions. All interviews were transcribed verbatim and subsequently analyzed using the qualitative methods of thematic analysis and the constant comparative method (Miles & Huberman, 1994).
Preliminary analysis shows that women graduate students have negative perceptions of the research professor lifestyle at large universities. They feel there is little to no balance between work and personal life. Careers at primarily undergraduate teaching schools, at government labs, and in industry were viewed much more favorably. These findings add a depth of understanding to the numerous studies showing women’s tendency to favor academic careers at teaching institutions over research institutions (see Bentley & Adamson, 2003; Kuck, Marzabadi, Nolan, & Buckner, 2004; Kulis, Sicotte, & Collins, 2002; Sears, 2003).
Women faculty members at large research institutions report deciding on their careers fairly early on in their graduate studies. They pursued this path even though they recognized the challenges associated with this career. Their primary motivation for continuing in their career was the intellectual freedom they experienced, followed by being able to work with students and help them develop into independent researchers. In contrast, the faculty members from smaller teaching institutions felt rewarded and fulfilled by teaching and working with students, rather than through chemical research. They valued the flexibility of their schedules and the ownership they had over their teaching and the research they did with undergraduates.
The findings from this study offer suggestions for future interventions with graduate students, as well as faculty recruitment at research-intensive institutions. Women graduate students felt that women faculty in their department were not positive role models with respect to balancing a career with a family. They also did not see or value the intellectual freedom associated with this career or the rewards of working as an advisor to graduate students. Candid conversations or mentoring relationships outside of the advisor-advisee dynamic could shed insight into what life is really like as a faculty member at these institutions. Hiring and benefits packages at research institutions could also be modified with the addition of family-friendly benefits and policies, including maternity leave, on-site childcare, flexible tenure clocks, and clear departmental expectations for work schedules, to appeal to more women.
This powerpoint presentation is about career and career choices including what a career is,how to choose a career what to consider when choosing a career.
Through my many years of working with volunteers, I have met so many wonderful people who give so much of themselves. Here are the reasons why they so generously give of themselves.
Thank you for volunteering!
Knowing the trends of volunteerism can play a crticial role in your efforts to recruit and retain them to your mission. Examination of six trends provide suggestions on how to build a volunteer-centric culture, be responsive to volunteer needs, demonstrate flexibility and creativity, avoid overload, create the right connections and stand out from the crowd.
Counseling for career planning and decision makingMaham Naveed
This presentation is about career planning,,all development theories, human development potential, role of counslor in school and non school setting....All data clooected by robert gibson book of introduction of counseling and guidance.
life skills are the skills required for every human being in the universe by which they can make their life more easier. these are soft skills for the betterment of life. even though they are illiterate they need life skills.
A Presentation made to the Governing Council of the Pharmaceutical Society of Nigeria on the occasion of their Inaugural Council Meeting/Retreat. February 27, 2013.
This powerpoint presentation is about career and career choices including what a career is,how to choose a career what to consider when choosing a career.
Through my many years of working with volunteers, I have met so many wonderful people who give so much of themselves. Here are the reasons why they so generously give of themselves.
Thank you for volunteering!
Knowing the trends of volunteerism can play a crticial role in your efforts to recruit and retain them to your mission. Examination of six trends provide suggestions on how to build a volunteer-centric culture, be responsive to volunteer needs, demonstrate flexibility and creativity, avoid overload, create the right connections and stand out from the crowd.
Counseling for career planning and decision makingMaham Naveed
This presentation is about career planning,,all development theories, human development potential, role of counslor in school and non school setting....All data clooected by robert gibson book of introduction of counseling and guidance.
life skills are the skills required for every human being in the universe by which they can make their life more easier. these are soft skills for the betterment of life. even though they are illiterate they need life skills.
A Presentation made to the Governing Council of the Pharmaceutical Society of Nigeria on the occasion of their Inaugural Council Meeting/Retreat. February 27, 2013.
All projects and programs are designed to deliver lasting and successful change. Yet research on project management confirms that most projects fail to meet the triple constraint (time, budget and scope) and fail to deliver the expected ROI. The most important barriers to success are "soft", people-related factors such as sponsorship, communication and culture. These are more important than "hard" factors such as resources, business process, and technology. This presentation covers the linkage between change management practice and project success, provides tips on diagnosing and addressing resistance to change, presents a framework to understand the factors affecting change capacity (skill and motivation), and describes the key roles, deliverables and best practices for change management within the project lifecycle.
A handsome yet relevant presentation formatted for large screen display. Note I invested in custom graphics and purchased all photos. If you reuse any of the slides please give credit. Download for the best experience. Contact me with any questions...I don't mind helping.
Program evaluation is a component of program design and implementation that is often considered after the program is in place and serving a population. Designing a program with measurable goals in mind creates stronger programming, gives grant proposals a competitive edge, and provides an agency with useful feedback to help achieve its mission. Most importantly, program evaluation allows for program tweaking to deliver the best service possible to the client.
Too many IT projects in progress or in the queue with too few getting done on time, within budget and delivering the capabilities your organization needs? Really use your CPIC Pre-Select process to quickly assess incoming IT requests... before expending too many resources. Differentiate between Pre-Select and Select phases!
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
MISS TEEN GONDA 2024 - WINNER ABHA VISHWAKARMADK PAGEANT
Abha Vishwakarma, a rising star from Uttar Pradesh, has been selected as the victor from Gonda for Miss High Schooler India 2024. She is a glad representative of India, having won the title through her commitment and efforts in different talent competitions conducted by DK Exhibition, where she was crowned Miss Gonda 2024.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
New Explore Careers and College Majors 2024Dr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
2. Workshop Components
This workshop provides a decision-making model to assist you
in a comprehensive review of your options and help you devise
a strategy in line with your values, interests and personality.
Coping with personal transition
Evaluating personal and professional goals
Assessing current career choices and employment market
Identifying transferable skills
Reviewing financial issues and their impact on career
options
Developing an action plan, and implementing strategies
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3. Program Objectives Session 1
Explore a change model for effective
transitions
Present a decision model for
informed decision making
Provide Action Plan frameworks
Identify concerns, issues, and facts
to consider
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CDW Version 2.0
4. Program Objectives Session 2
Review the change model for
effective transitions
How-To presentation & resources
for Exploring options
Provide decision point research tools
and frameworks
Provide overview of array of DBM
WebCenter resources
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5. Agenda Session 1
Phase X – Change, Transition &
Coping
Phase I – Desired Outcomes & Self-
Assessment
Phase IV - Action Plan frameworks
Next Steps
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6. Agenda Session 2
Phase II – Explore Options
Phase III – Research Decision Point
Phase IV – Refine Action Plan
Resources:
Entrepreneurial
Retirement
Career Continuation
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7. Let’s Get to Know Each Other
Name
Title
Length of Service
Best or Frequently Used Change-
Coping Activity
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9. Phases of a Career Decision Process
Phase X Phase I I
Phase Phase IIII
Phase Phase III
Phase III Phase IV
Phase IV
Identify
Desired Research
Understand Explore
Outcomes the Decision Action Plan
Change and Options
Point
Transition
Self-
Assessment
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10. Phases of a Career Decision Process
Phase I Phase II
Identify Desired Explore
Outcomes Options
Self-Assess Phase “X”
Understand
Change &
Transition
Phase IV Phase III
Research
Develop
Decision Point
Action Plan
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13. Phase X: Understand Change and
Transition
Phase “X” Phase I Phase II Phase III Phase IV
Understand Action
Identify Desired Research the
Change and Explore Options
Outcomes- Decision Plan
Transition Self Asses Point
Understand the
Change
Perspective
Identify Your
Best Coping
Strategy
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14. Definitions of Change
External event or action that can instantly alter a situation
Today feels permanently different from yesterday
Change event is visible, concrete, and may be dramatic
There is a “before” and an “after”
Happens quickly
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15. Definitions of Transition
A mental, emotional and psychological process
Not clearly observable to others
At times is elusive and confusing to the person
A multi-phased process which occurs over time
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22. Phase I: Identify Desired Outcomes
Self Assessment
Phase “X” Phase I Phase II Phase III Phase IV
Understand Action
Identify Desired Research the
Change and Explore Options
Outcomes- Decision Plan
Transition Self-Assess Point
Financial / Family
Issues
Values
Interests & Skills
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23. Key Financial Issues
Understand what is offered to you
New position
Severance package
Benefits
Know your current financial status
Net worth
Cash flow (income and expenses)
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24. Key Financial Issues
Know your long-term and short-term financial goals and
investments required to reach them
Insurance needs
Projected financial status
Need to work? How soon?
Professional financial advice (if desired and applicable)
| 24
25. Unique Family Issues
Responsibilities to:
Self
Spouse/Partner
Parents
Children
Others
Lifestyle
Others
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26. Values, Skills, Interests
What’s important to me?
What do I enjoy and want to do?
What do I know how to do?
Where do I want to do it?
| 26
28. Phase II: Explore Options
Explore Options
Phase “X” Phase I Phase II Phase III Phase IV
Understand Action
Identify Desired Research the
Change and Explore Options
Outcomes- Decision Plan
Transition Self-Assess Point
Current or New
Position
Retirement
Work for Self
Other
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30. What Does it Take to Get a Job?
Background, Assets, Marketable Motivation (WIIFM, Timing,
Skills and Competencies Values)
Salary Level Job Search Tools (Resume,
Job Market / Job Function Marketing Plan, Communications)
Personal Factors (Contacts, Job Search Strategies (Targeting,
Image, Personality, Age, Marketing, Interviewing,
Enthusiasm) Negotiating)
| 30
31. What Does it Take to Retire?
A sense of Purpose!
Identity
Purpose
Direction
Arrived at via three questions
Who Am I?
What Do I Like to Do?
Where Am I Going?
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32. Personal Mission/Purpose Statement
Helps you
Distinguish between wants and needs
Balance gifts and talents
Focus on decisions and life principles
Recover quickly from setbacks
Direct your energy
Resources
Franklin/Covey
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33. What Does it Take to Retire?
Grasp of Ten Retirement Success Factors!
Identify apart from work
Attitude
Directedness
Health
Adaptability
Understanding of Meaning of (your) Life
Life Satisfaction – What & How To
Leisure
Family & Friends
Finances
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34. What Does it Take to Work for Self?
Are you a self starter?
How well do you get along with different people?
Will you offer services/products that are in demand?
How well do you make decisions?
Are your technical skills as good as they need to be?
Do you have the physical and emotional stamina to run a business?
How well do you plan and organize?
Is your drive strong enough to keep you motivated when the going
gets rough?
| 34
35. What Does it Take to Work for Self?
Can you place the desires of others (customers) ahead of your pride
and need to be right?
Are you comfortable making sales calls and presentations?
Is your family supportive of you doing this?
Do you have the financial resources to keep you going for at least a
year if you don't have income from the business right away?
| 35
36. Work for Self – General Info
The estimated 27.2 million small businesses in the US:
Employ about half of the country’s private sector
Hire 40% of high tech workers
Generate a majority of innovations from US companies
In 2007, 637,100 new businesses, 560,300 closed and 28,322
bankruptcies
2/3 of new firms survive at least 2 years ; 44% 4 years; 31% 7+ years
Reasons for a new business's survivability:
Ample supply of capital
Company is large enough to have employees
Owner's education level
Owner's reason for starting the business in the first place
Source: U.S. Small Business Administration Office of Advocacy, September 2008
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37. Other Options?
Returning to school/retraining
Changing career
Working part-time
Leaving the workplace
Volunteering
| 37
CDW Version 2.0
38. Weighing Options
Current position
Take severance
Search for another position
Retirement
Work for self
Return to school/retraining
Change career
Work part-time
Leave the workplace
Other
| 38
40. Phase III: Research the Decision
Point
Phase “X” Phase I Phase II Phase III Phase IV
Understand Identify Desired Action
Research the
Change and Outcomes- Explore Options
Decision Plan
Transition Self-Assess Point
Force Field
Analysis
Anticipating
Roadblocks
Analyze the
Results
| 40
41. Research Decision Point
Ask Five Friends
Informational Interview Five Professionals
Books
Internet
Keyword search
Wikipedia search
Database search
Search Tools
| 41
42. Logical vs. Emotional Decision-Making
Decision-making is a cognitive process where the outcome is
a choice among alternatives
Emotional decision-making, however, is legitimate and
typically very fast (“Intuition”)
Thinking & Feeling
People have preferences
I think…
I feel…
Start with logic and use emotions for final choice
ISPEAK resource/assessment
| 42
45. Analyze the Results
Identify Feasible Actions
Determine Degree of Certainty
Measure Degree of Desirability
Decision Tree Analysis
Solutions
Outcomes
Values
| 45
46. Resources – DBM Webcenter
Action Plan
Accomplishment Statements
Best Fit Work Situations
I-Speak Your Language Style Descriptions
Personal Development Plan
Personal Financial Snapshot
Personal Vision
Satisfiers & Dissatisfiers
Skill & Knowledge Inventory
Career Reflections
| 46
48. Phase IV: Action Plan
Phase “x” Phase I Phase II Phase III Phase IV
Understand Identify Desired Action
Research the
Change and Outcomes- Explore Options
Decision Plan
Transition Self-Assess Point
Clarify Goals
Identify Objectives
Develop Actions
& Time Line
Identify Resources,
Contingencies &
Next Steps
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49. Elements of Action Plan
Goal(s) & Objectives
Actions Needed
Persons Needed
Resources Needed
Obstacles and Contingencies
Timeframe
Monitoring and Evaluation Methods
| 49
50. Clarify Goals, Identify Objectives
Goals Objectives
Broad Narrow
General Intentions Precise
Intangible Tangible
Abstract Concrete
Cannot validate face value Can be validated
Specific, Measurable, Attainable, Realistic, Timely
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51. Your Goal:
Actions I could take within:
24 Hours
2 Days
1 Week
Who Needs to be involved and how?
Obstacles I Anticipate
How I’ll Handle Them
Results I Expect
| 51