Career Development Programme

Programme Stages

• The your career, Career Development Programme is a process of 9 different & essential phases.
• The programme uses the following layout, with each stage requiring completion before the next can occur. (They are discussed in further detail below).
• The content of each stage, will naturally be determined by you, your situation & the objectives you set and determine alongside your allocated consultant, during the introductory stages.
• You will be assigned your own Career Consultant with whom you will meet face to face and who will be your sole contact throughout the development programme, which takes the form of ...
   

1. Pre-Programme Briefing
2. Assessment
3. Written Report (Optional)
4. Feedback & Discussion
5. Individual Assignment 1
6. Role Definition
7. Individual Assignment 2
8. Personal Development Planning
9. Review
    

Although this page aims to outline the basic processes involved in the programme, to gain a full understanding of the benefits of this package, you will need to speak with us directly. Please call Janet on + 44 (0)1452 731200 or email Janet@ezek.com so that we can discuss your personal requirements & how best we can meet your current needs & situation.

Programme Stages: 1 - 9

Stage 1. 

Pre-Programme Briefing

Starting with a short 1hr briefing session. It’s at this point we explain exactly how the programme works & what is entailed. Some of this time is spent exploring expectations & priorities. This meeting enables us to collect background information on Role, Function, Operational Structure & info about the Company that might have relevance to your performance.

Stage 2.

Session 1 – Assessment 
 

This session collects information about your skills & abilities in relationship to your current role, & your career aspirations. Utilises Psychometric Instruments & Competency Based Interviewing. Typically we will use a range of personality, aptitude & motivational instruments including Myers Briggs, Occupational Personality Q'naire, 16PF, Belbin Team Roles and Saville & Holdsworth Motivational Q'naire. This Competency Based Interview will generally focus on Skill clusters relating to:

• People e.g. Leadership, Sensitivity, Development of Others.
• Management e.g. Planning & Organising,
• Problem Solving & Decision Making
• Personal Aptitudes e.g. Initiative, Innovation, Resilience, Flexibility
   

Stage 3.

Written Report (Optional)

Having collected the above information we produce a written report of our findings. Regarding your strengths & development needs. (Depending on agreed terms at initial outset,  this report will be used as the basis of your feedback).

Stage 4.

Session 2 - Feedback & Discussion

This session ensures you fully understand the results of the assessment  process. It is participative in nature & conclusions are jointly agreed. At close of the session we summarise & determine the key development needs that will make the biggest difference to your performance (both now & in the future). As a point of principle we will only work with an agenda you construct.

Stage 5.

Individual Assignment  - 1

Before the next session you will be asked to complete the first of 2 formal assignments. This 1 involves prioritising Strengths & Development Needs. This assignment is intended to help you crystallise your thoughts given all the feedback & discussions from the previous session.

Stage 6.

Session 3 – Role Definition

This session is used to develop a clear understanding of the your role. Particularly looking at key objectives/targets, functions & required skill sets. Whilst appearing relatively straightforward this session can often has a dramatic impact. “Things suddenly become clear!”

Stage 7.

Individual Assignment  - 2

This assignment is intended to help you focus-down on those skill development areas that will have maximum impact on your work performance. These areas will therefore become the central 'planks' of the Action Plan we develop.

Stage 8.

Session 4 – Personal Development Planning

Once specific needs have been defined we can agree a series of actions. I ntended to develop and improve the way you operate and respond in work situations. The actions agreed may include formal training but are more likely to focus on activities you can undertake for yourself.

Stage 9.

Session 5 – Review

This review session is intended to provide a marker for you to work towards, knowing that progress will be reviewed against plan. It also allows any outstanding questions or issues to be dealt with and closes the formal stages of the Career Development Programme.

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