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    6 Career Tools for Professionals
    6 Career Tools for Professionals
    6 Career Tools for Professionals
    Ebook41 pages30 minutes

    6 Career Tools for Professionals

    By Eyin

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    About this ebook

    Are you looking for looking to accelerate your career? Are you keen to learn the tools of exceptional individuals? If your answer is YES to both questions, then this book is for you.

    In chapter one, I explore the context of a number of work situations. In Chapters two to seven, I explore a number of key tools for building more acceleration into your career development and I provide practical suggestions for our two cases (i.e. Steven and Tina) in chapter eight. Hopefully the practical suggestions for our two cases will help to facilitate the transfer of information picked up from this book into actual practise at work for you.

    Deploy the right career tools and achieve your aspirations!

    LanguageEnglish
    PublisherEyin
    Release dateAug 13, 2017
    ISBN9781370250318
    6 Career Tools for Professionals
    Author

    Eyin

    Eyin is a professional with extensive industry experience. She has worked as a professional across various industries and countries, working with different types of organisations. She is a Human Resource Professional and Business Manager with almost two decades of Industry experience. Eyin is a Qualified Accountant and a Chartered Member of the Chartered Institute of Personnel and Development UK. She holds a Master's Degree in Human Resource Management from the Buckinghamshire New University UK and an MBA from the Warwick Business School, University of Warwick, United Kingdom. Eyin is a Certified Professional Coach and a Certified Business Coach.

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      Book preview

      6 Career Tools for Professionals - Eyin

      Introduction

      CASE 1: Steven – promotion into a new job within the business

      Steven has been with his current employer now for eleven years – he joined the Company straight from University. No one would believe that he has only ever worked in two jobs since joining the company – his first job was as a Sales Representative and then a promotion to Sales Team Manager came after six years on that job. Now that he has been managing a Sales Team for over five years, he is in search of an opportunity to do something different.

      There seems to be very few opportunities at the next level for his job within the Sales Organisation of his Company – it seems the current incumbents of these senior roles are satisfied with continuing in those jobs for the rest of their careers! Unfortunately, this means that Steven would need to consider opportunities in other functions within the Company – or maybe a job with another employer altogether. He is disappointed at the talent management process – the pipeline appears blocked by these somewhat complacent employees and no one seems to be doing anything about it.

      This afternoon a Key Accounts Manager job was advertised. This job actually sits with another team within the marketing function of the organisation and it will be located in a different region within the country. From the job description, the job has no line management responsibility which means he will be in a ‘stand-alone’ role if he got the job. This job would require account management skills – these skills are slightly different from the technical skills that Steven currently has, but he believes he will be able to learn very quickly if he gets the job. Steven updated his résumé and submitted his application online.

      CASE 2: Tina – a new job after three months’ unemployment

      Tina had been out of job for almost three months. Her last job was a temporary one, providing maternity leave cover for a period of eight months – it was a job she enjoyed very much. She has built a career out of providing temporary cover for absent employees – some covers are for several months and others for just a number of weeks. These jobs have built up a resilience in her – personal handover is an illusion, because she usually starts the job after the employees have proceeded on maternity leave or have resigned from the organisation.

      Now, sitting in the Reception Room of a Recruitment Consulting firm and filling out a candidate registration

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