Career Coaching Topics

1) Steps to Career Advancement/Promotion
2) Salary Negotiation
3) What is Career Coaching?
4) Future Workshop Topics?

Visit us at: www.theyouthcareercoach.com

Facts about your facilitator

Middle name: Faye
Nick name: Poochie
Education: UMASS-Amherst (BS)
Johnson & Wales University (MBA)
Northeastern University (MS)
Northeastern University (Ed.D) Current

CEO/Founder: The Youth Career Coach Inc.

Current: Employers: MIT Sloan/ Northeastern Univ./Univ. of Rhode Island/
EnCompass Education

Former Employers: Boston University/Johnson & Wales University/ State
Street/A.G.Edwards/Wachovia
Macy‟s/Neiman Marcus/ Saks Fifth/Swarovski
Bally‟s Total Fitness/Reggie Lewis Center

Hobbies: Tennis, Piano, Cooking, Tae-Kwon-Do

Greek Organizations: Alpha Kappa Alpha/Delta Sigma Pi/Sigma Epsilon Rho

Cool facts: Goodwill Ambassador, Gambia (as Miss Black RI USA)
Harvard „WECAN‟ Woman of the Year 2010

1. Why do you want to advance your career?
2. Have you researched your next role?
Department? (Informational Interviews etc.)
3. Assess if advancement is possible?
(Environment, Company standing etc.)
4. Have you tried to change your current situation
for the better? Lateral move? Taken on more
responsibilities of the next level (job) up?
5. Found opportunities to test out greater
responsibility (volunteer, managed the intern,
led fundraising events etc.)


1) Write down your current role?
2) Write down the next role you want?
3) Write down what skills/qualifications are
needed for that role? Do you have them?
4) Have you ever used those skills to complete
a project/assignment that would be done
by someone in that role?

Homework: Career Change Planning Check List


1. Take the credit
2. Get Educated (Read, Associations etc.)
3. Strive for Excellence (No room for errors)
4. Solve a problem w/ethics &character
5. Be of Value to your Boss
6. Find a mentor/network
7. Provide opportunities for management to see
your work
8. Personal Branding/Networking (Resume, Elevator Pitch, Image)
9. Track your accomplishments
10. ASK FOR IT
Homework: 7 Steps to Getting Promoted, plus your notes


A May 2011 study by the John J. Heldrich
Center for Workforce Development at
Rutgers University, polled nearly 600 young
men and women who graduated from college
between 2006 and 2010. The authors found
that young men are not only out-earning
young women, they're doing so by an average
of more than $5,000 per year. Male
participants reported first-year job earnings
averaging $33,150, while young women
earned about $28,000.

Source: http://www.huffingtonpost.com/2011/06/13/negotiate-young-women-college-graduates-first-job_n_875650.html

 Who is involved?

 What do I want?

 Why do I want it?

 Can I support what I want w/evidence?

 Role played?


Salary is one thing but benefits can equal 20%-30% of your total
compensation package. What’s included:

 Bonuses  Education rebates
 Signing bonus  Cost of living raises
 Flexible schedules  Parking
 Profit sharing  Company car
 Retirement package
 Cell phone/BB/iPhone
 Insurance
 Child care
 Stock options
 Timely advancement  Maternity leave
 Vacation time  Relocation costs
 Telecommuting  Health Care Insurance

Five Negotiation Styles:
Competing
Avoiding
Collaborating
Accommodating
Compromising

(See Handout)


 http://www.youtube.com/watch?v=FtV22Qp
EUN8
 http://www.youtube.com/watch?v=yoQRkWS
nCko


 Applicant: "I want to say again how extremely pleased I am
to have the opportunity to work with you and this
organization. However, I would like to discuss the
compensation, as it is less than I had expected.”
 Company: “What did you have in mind?”
 Applicant: "First, I‟d like to know how your organization
structures salary ranges to understand how this salary was
determined. I want this to work for both of us.”
 Listen to the response…
 Applicant: “I understand the organization prefers to bring
recent college graduates in at the lower end of the range
for this position because they typically lack the experience
which warrants a higher salary. However, I feel my three
years of summer internship experience within this industry
plus my leading edge technical skills warrant a higher
salary.” (If you have other hard salary data from your
research, diplomatically mention it here.)


 If the compensation is not negotiable, you
have a decision to make based on the current
offer, or you may suggest the next option
from your backup plan (such as a higher
signing bonus, if applicable, or early
performance review,) then move on to any
other part of the job offer that you would
like to negotiate.


1) Thank them?
2) Asked how the salary was determined?
3) Stated what you want?
4) Why? Supplied evidence?
5) Have you addressed their concerns?
6) Have you made it a win 'win?
7) Listen?
8) Alternative solution if denied?
PRACTICE

 Remember is not about winning, but about
establishing mutual interests and goals
 Know where you can compromise
 Identity your possible competition
 Logically reiterate why you should be compensated
at a greater level
 Ask for it (Promotion & Salary Increase)!!

 Coaches can help clients master a number of
career-boosting skills, including
presentation, negotiation and
communication. They can also help
professionals leverage their experience and
talents and find new ways to apply these
skills.
 Bill Belichick of Football (Brady, Ochocinco)


Group coaching advantages include:

 Opportunity to be inspired and supported by like-minded community
members just as focused on their personal and professional achievements
 Identify with someone going through the same challenges and generate
ideas together, resulting in not feeling alone
 Be a part of a group of individuals who are also stepping out to pursue
their passions
 Network with a diverse group
 Find a coaching buddy from the group

Group coaching desired outcomes:

 Enhanced communication skills, improved self-confidence, gained
supportive friendships, able to conduct a self assessment and identify
personal strengths, weaknesses, opportunities to grow. Able to think in an
objective manner, take feedback from others, an agreement to pursue an
action item which will improve a certain area of the client‟s life;
resulting in alumni becoming self-aware and market-ready.


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