Category Archives: Student Career Exploration

Can/Should High School Students Go For Corporate Internships

Posted on February 14, 2014 | Leave a comment

New Generation Embraces High School Internships

A magazine I read frequently to stay up on happenings in the corporate organizational development world is Chief Learning Officer. Their content focuses primarily on enterprise productivity. Through a partnership with Human Capital Media, they’ve held a symposium to discuss high school students’ desires and needs to obtain a corporate internship before college.

A recent report outlines how high school students are feeling pressured to find corporate internships before they venture off to college. Editors Ladan Nikravan and Frank Kalman discuss if it’s worth it.

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Posted in Career Exploration and Career Coaching, student career counseling, Student Career Exploration, summer internships, Teen Career Exploration

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State is Planning Career Education Overhaul

Posted on January 22, 2014 | Leave a comment

NOTE FROM THE AUTHOR: While this article starts out covering the focus on high school student career education in Louisiana, it is actually about how to reduce the dropout rate in high schools and increase average grade point averages, SAT/ACT scores and student morale – in any high school – in any state.

Career and college readiness The state of Louisiana, as part of a career education overhaul, is planning to end the practice of requiring students to declare a “career path” in the eighth grade, which Superintendent of Education John White said “is too early.” The main focus of the overhaul is to increase high school retention and graduation rates and place more effort into career and technical education, another name for “the vocational track”.

The revamp, which is called Jump Start, is touted as a way for school districts, colleges and businesses to re-energize career and technical education, and ensure that students have the technical skills to land what economic development officials call a wave of top-paying jobs in Louisiana, according to The Advocate.

First, “declaring a career” in the 8th grade was an incredibly bad idea. Dropping that is a good start but not exactly a “jump start”.

According to Jump Start’s own white paper, Blueprint for Public Comment, “While most Louisiana jobs do not require a four-year college degree, the majority of them do require education beyond high school. They require fundamental academic skills coupled with technical preparation for the workplace. Today, however, one quarter of Louisiana students do not graduate from high school in four years. Of those who do graduate from high school, 28 percent students end up achieving a university or two-year college degree.

“Simply put, too few young adults in Louisiana have the skills and credentials to assume the high-wage jobs offered in today’s Louisiana economy,” the blueprint documents say. So far, so good. The Blueprint then states, “Missing from this picture is a different choice for students and families; a state-of-the-art system of career and technical education.”

A Different Choice?

I’m all for choices. Jump Start will be an elective path for students pursuing a university-preparatory diploma, however, it will be a required path for students pursuing a Career Diploma starting in the Fall of 2014. Certainly, curriculum requirements are necessary to manage an education program.

The Real Problem

In most high schools across the USA, students are not provided the kind of career exploration and counseling that would enable them to make an informed decision about which diploma path to take. So if they aren’t provided that essential piece, career decision-making skills, to make such a big, life-impacting  decision, what can we expect to happen. Absolutely nothing.

Transfer Ownership – Understanding Self: How, Why and What

Once students are given the opportunity to receive a competently delivered debriefing of assessments that describe “how” they work, “why” they will work, and “what” kinds of tasks they enjoy along with a valid and “believable” method for narrowing the world of opportunity to career options that are truly a good fit to their personality,  they will be ready to make decisions about which career path to consider.

“But We’re Already Using Assessments”

If you work in a high school and whispered to yourself the above quote, please re-read the previous paragraph. I can’t say what level of quality of career counseling exists in every high school but I can say that 100% of all students that have participated in the Career Coaching for Students™ program stated  “nothing from the high school comes close to what this program has done” or “my high school isn’t doing anything to help me evaluate career options”.

The Main Thing is To Keep the Main Thing the Main Thing

I’m all for advancing the ability to deliver state-of-the-art Career Diploma curriculum. Consider dropping the “required” wording in the Blueprint with one exception, to be discussed below. The main thing is to give a jump start to student engagement. To do that requires a strategy that truly engages the student in their freshman year – not a curriculum diploma requirement. If a teen feels in control and empowered, they will likely be engaged. Feeling incompetent about making career decisions does not provide the feeling of “in control” nor does it create a feeling of empowerment.

Instead of in control and empowered, the student feels alone, insecure, fearful of making a decision and generally apathetic.  Many studies have shown that adults in the work world that don’t feel in control and empowered are not engaged as much as those that are and generally perform at or below a minimally acceptable level. How can we expect teens to be different?

How would the members of a school board feel if 100% of all students were shown to be engaged. Student engagement is the main thing. Which career direction to take will no longer be an issue if student engagement is high. So that solves a part of the problem – the risk of dropping out. Students who are engaged don’t typically drop out. The school board still has to ensure learning opportunities reflect the needs in the marketplace but also match up to what students want to pursue. Simply put, the world might need more wheel barrow movers but if students aren’t interested in that as a career direction, all the state-of-the-art classes and work experience opportunities for wheel barrow moving won’t increase course enrollment and won’t reduce drop out rates. In fact, make wheel barrow moving 101 as a required course for the Career Diploma and you will see an increase in the drop out rate.

What Should Be Required?

Let’s use our imagination for a minute (it doesn’t cost anything). Let’s say all incoming Freshmen students are required to complete the Career Coaching for Students™ program during the summer before their Fall freshmen semester. The program is provided at no cost to the student and is offered as a morning, afternoon or evening program. The program will include a total of 20 classroom hours (10 two hour classes) and four one-on-one coaching sessions. A coaching session is between 30 minutes and one hour.

We Can’t Afford That

I was having a conversation with a parent of a high school student that was participating in the Career coaching for Students™ program recently. This parent happened to be a senior’s Social Studies teacher in a prestigious high school in a very large public school district. I happen to know this school district has several millions of dollars invested annually in a Career Counseling Center at each of its high schools.

This teacher thought so much of the Career Counseling Services through the district that he paid for his daughter to participate in the Career Coaching for Students™ program out of his own pocket. During a break, he ask me about this program being designed for delivery within a high school. He then stated, “you know the school district pays for every freshman to take the PSAT at a cost of $60 per student”. He then stated, “It seems this program [Career Coaching for Students] would be a much better investment.”

The irony of that statement is that while the price to attend a group Career Coaching for Students 12-hour workshop starts at $399 and is higher in some parts of the country, it would be much less, and could even approach “under $100 per student” if a school district were to go “all in” for their Freshmen students.

How Could We Get This Started?

I love pilots. Most businesses don’t implement a big, expensive program or launch a new product without some testing in the form of a pilot. Businesses understand pilots.

To get started, either through the state education agency or through local efforts:

  1. Obtain school-business partnership funds to cover a first year Career Coaching for Students™ pilot that includes 25% of incoming freshmen students
  2. Create and approve an ongoing funding plan that is based on the success of the pilot. if the pilot isn’t successful, kill the program and move the money to other, proven programs. But don’t bother with the pilot if you have no way to fund the 2nd year.
  3. Second year, 100% of incoming freshmen students participate
  4. Track drop out rates, diploma option decisions, post-secondary direction, 2 and 4 year post-secondary follow-up (longer term outcomes)

My prediction

Based on feedback about the program from hundreds of students and parents, and my observations of these students decisions, directions and level of success after high school (not scientifically documented), the following predictions are offered:

  1. Drop out rates decrease substantially
  2. Choice of diploma direction is the right choice based on a low rate of transfers across diploma plans.
  3. Student engagement stays consistently high based on grades
  4. SAT/ACT scores for university-preparatory diploma students will average higher due to stronger interest in their future and the connection between their course of study and their desired career direction
  5. Certain types of students who in the past might have been directed toward the Career Diploma option based on subjective teacher evaluations may choose and succeed in a university-preparatory diploma program due to increased self-awareness, self-confidence and clarity around career desires
  6. Students no longer look at the Career Diploma option as being for the “slow” or “not-so-smart” kids and see it as another path worthy of pursuit and just as valuable as the university-preparatory diploma program
  7. High academic achievers will look at Career Diploma options with more objectivity and some will choose the Career Diploma path
  8. Graduation rates rise significantly
  9. Post-secondary follow-up shows colleges students not changing major, graduating college in four years and pursuing careers with passion – less (if any at all) will graduate college without a career plan (it is hard to believe but too many college students actually graduate without a plan for their career)

I know this was long. Thanks for reading.

Carl Nielson is Chief Discovery Officer of Success Discoveries and Managing Principal of The Nielson Group, an organizational development consulting firm that provides executive development coaching, team development and assessments for hiring. As creator of the Career Coaching for Students program for high school students and Career and Success Skills Mastery for College Students and Recent Grads, Carl and his team of licensed facilitators across North America have helped thousands of students find a better way through a career exploration process that works.  Assessment and coaching packages start at $399. Local public workshops, distance-coaching and in-school programs available. Call for more information at 972.346.2892.

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Posted in career diploma, career exploration, Career Exploration and Career Coaching, career interest, career options, student career counseling, Student Career Exploration, Teen Career Exploration, University Prepatory, Vocation Diploma

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This Is Your Time

Posted on January 14, 2014 | Leave a comment

dream-job-nextexitThe world of work is Darwin at its’ best…survival of the fittest. Ask any recent college grad or professionals that have lost their job within the last 6 or 7 years. As a student career coach (and in adult coaching sometimes as well), most high school students and many college students are challenged to engage in researching and planning for their future. For some, lack of confidence or fear makes the entire idea of investigating and planning for a future to be very intimidating. I use the following questions when I see a person struggling to engage or seems to have a lack of confidence:

Low level of confidence/lack of engagement

  1. What makes you think this isn’t the best time to do career exploration and planning?
  2. What makes you think that you have a low confidence level?
  3. What do you want to do about it? Something? Nothing?
  4. If you are not going to do something about it, who will?
  5. If you are going to do something about it, how will that help you reach your goal?
  6. What are your goals?

Help for those that don’t know what they want to do

  1. Know that a goal without a plan is merely a dream. Dreams rarely become reality. Plans almost always become reality.
  2. What DON’T you want to do? There may be options or a “plan B” that others are suggesting you pursue. Think with integrity about what you don’t want to do. Own it. Move on.
  3. Examine the current job market supply-and-demand ratios. Within Student Resource Central, we offer several excellent career research sites that provide quick information about high growth jobs and industries.
  4. How does your current interests and background fit with these ratios. Use assessments (for high school students or for college students) to provide a more structured and valid approach to examining your interests and “fit” to different career possibilities.
  5. Choose a career field to research – research it thoroughly. You aren’t making a decision here, just research.
  6. How can you gain more insight (talk to people in the career) and experience (internships) to further investigate the career of interest?

It should be reinforced that even if a student does everything above (as well as much more) there is no guarantee of employment today or tomorrow. Be prepared to reexamine and reinvent as you walk the path.

Carl Nielson is Chief Discovery Officer of Success Discoveries and Managing Principal of The Nielson Group, an organizational development consulting firm that provides executive development coaching, team development and assessments for hiring. As creator of the Career Coaching for Students program for high school students and Career and Success Skills Mastery for College Students and Recent Grads, Carl and his team of licensed facilitators across North America have helped thousands of students find a better way through a career exploration process that works.  Assessment and coaching packages start at $399. Local public workshops, distance-coaching and in-school programs available. Call for more information at 972.346.2892.

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Posted in career choices, career exploration, Career Exploration and Career Coaching, career interest, career options, career quiz, career test, student career counseling, Student Career Exploration, Teen Career Exploration

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Look Past the Now to Understand What You Should Be Doing Now

Posted on September 17, 2013 | Leave a comment

Advice for both high school and college students

Students who can see the future will be more successful doing things nowAs a student, it is absolutely normal to be focused on the here and now. You may even think you have no capacity for anything else. If you have clear academic goals for yourself, achieving a good GPA, active in a few extracurricular activities, etc. you are certainly on the right track. Things may seem to be going very well.

One of the areas we focus on in the Career Coaching for Students™ program is networking. In the high school version, we introduce the concept of networking to find people in the career of interest. Students are assisted in finding and holding informational interviews to learn about a particular career. In the college version, we go much deeper. Career informational interviews are still important but just the beginning. Networking has a much bigger role to play in your success, perhaps as much as the high GPA you are working so hard to get. If career centers are bringing in employers hungry for your skills and knowledge you may see networking as unnecessary and time consuming. If you take that approach, you are most likely cutting off 80% of job opportunities, including internships that may be within reach if you were to take networking seriously.

For high school students, use career exploration as a reason to do the networking. Adults in careers that you are interested in are very willing to talk about what they do. Once you get to college it won’t be so easy to get that interview. Many will think you are just trying to get a job.

Look Past the Now

J. T. O’Donnell, Founder and CEO of CAREERREALISM.com and nationally syndicated career expert posted a blog on LinkedIn titled No Job Posted…Send Resume Anyway?  She is speaking directly to people in the work world who are actively looking for a job. The question a reader presents is fixated on the resume and how to submit it. Ms. O’Donnell tries to educate you to the barriers that will stop your resume from getting seen. She recommends a different approach that most don’t follow. Look at what she is saying and see how you can be doing the “planting of networking seeds” now so you have a high-quality network later when you need it.

She starts her article with a quote from a reader:

In one of your webinars recently you said go straight to the companies and avoid the postings. My question is: Do you make sure that a company is hiring or do you just send your letter and resume and hope for the best? Some companies do not accept resumes if they don’t have a specific job opening.

The answer is “no.” You shouldn’t blindly submit your materials. But, not because a company won’t accept them. They will. However…

Here’s Why Your Resume Won’t Get Seen…

When I tell people to go straight to the company, what I mean is there’s no point in applying online unless you have someone you know in the company who can walk your credentials into the hiring manager and ask them to pull your resume from the thousands they’ve received online and take a closer look. Yep, I said THOUSANDS. Today, applying via job boards is the easiest way to look for a work – so, everyone is doing it. Yet, it also happens to be the least effective method for getting noticed. Why? The ATS (applicant tracking system) employers use to gather applications automatically screen you out for not being an exact keyword and experience match for the job. Still, people continue to waste hours upon hours filling out online applications only to be shocked and disappointed when they never hear back from the employers. They say to me, “But J.T., I was perfect for the job.” I respond, “Yes, you and hundreds of other people.” The reality is your chances of making it through the online process and into the hands of a human being are only slightly better than you winning the lottery.

Effective Job Seeker Rule #1: Submit Resumes to Actual People

Want to improve your odds of getting noticed by employers? Only submit your resume and cover letter to human beings. How? Network and connect with employees of the companies you desire to work at. Then, when a job gets posted you are a match for, instead of going into the ATS blackhole, you can reach out to your contacts and see if they can help you get your credentials in the hiring manager’s hands. There’s a reason 80%+ of jobs today are gotten via referral – it works!

No Job Posted? Even More Reason to Network

When there’s a company you’d like to work for but they’ve no jobs posted, you’ve got an opportunity to prepare for the day they finally hire for your skill set. You can start the networking process now with employees and get to know first-hand what it will take to eventually earn a position at their company. Better still, you may learn about the “hidden” jobs at the company. The ones that are open but not posted anywhere online. While sending a resume to HR will likely end up in the circular file. (a.k.a. trash can), connecting and having meaningful conversations with employees will result in you being fully prepared to fast-track your resume to the right hiring manager.

Carl Nielson is Chief Discovery Officer of Success Discoveries and Managing Principal of The Nielson Group, an organizational development consulting firm that provides executive development coaching, team development and assessments for hiring. As creator of the Career Coaching for Students program for high school students and Career and Success Skills Mastery for College Students and Recent Grads, Carl has helped thousands of students find a better way through the career exploration process that works.  Assessment and coaching packages start at $399. Local public workshops, distance-coaching and in-school programs available. Call for more information at 972.346.2892.

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Posted in career interest, career quiz, career test, Find a Job Advice, Managing My Career, resume writing, student career counseling, Student Career Exploration, Student soft skill development, summer internships, Teen Career Exploration

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11 Pieces of Career Advice That go 95% Ignored

Posted on August 30, 2013 | 1 comment

Originally posted on July 21, 2013 by  Mark Babbitt, founder of YouTern, a site for student internships.

Take the AdviceNo matter how many times mentors say them, there are pieces of advice – golden nuggets of been-there-done-that wisdom – that no one (okay, almost no one) ever follows.

Not the clichés you see every day like “Become a morning person”. Or the false-positive, affirmation-ridden stuff like “Make someone happy… with a smile!” Nor are these the really bad bits of advice dispensed so often we accept them as fact, like “Follow Your Passion”.

These never-fail insights would make a significant impact on the lives and careers of many… if (sigh) anyone would actually follow the advice:

1.  Follow Up

As a society, we suck at following up. I have no idea why… laziness; fear of success; a failure to prioritize, perhaps. I just know that about 2% of those who take a business card, or say they will follow up – after a tweet, phone call, one-on-one meeting, networking function, etc. – actually do.

Want to stand out among all your competition – no matter what you hope to achieve? Follow up.

2.  Personalize Everything

Think those generic connection requests on LinkedIn and auto-DMs on Twitter will get you noticed in a positive way? Think that generic cover letter and resume will get you an interview? Think that email template you send to potential mentors will be the beginning of a valuable relationship?

Your thinking… is wrong. In today’s world, every communication you send must be personalized. Period.

3.  Make a To-Do List

“I don’t do to-do lists” is one of the biggest red flags in the professional world. No matter how you keep track – pen and paper, smartphone, laptop, iPad – a to-do list is a mandatory element of staying organized and being able to properly prioritize your next activity.

Don’t come by list-making naturally? Try the “CNN” method of listing tasks, which by default helps you prioritize: C = “Critical”. N = “Need to do”. N = “Nice to do”. Works, every time.

4.  Find a Mentor (Lots of Mentors!)

One of the key traits of crazy-successful young careerists comes down to one thing: the existence of professional mentors. Perhaps a stable of them, or a “Personal Board of Advisors”.

Not sure where to find mentors? LinkedIn Groups are a place to start. Or visit #InternPro chat and/or #jobhuntchat on Twitter, each Monday evening starting at 9pm and 10pm ET, respectively. Those chats are mentor goldmines… you just have to do some digging.

5.  Read, Read and Read Some More

Check out the autobiography of just about any major innovator in modern times… insatiable reading is near the top of everyone’s “never fails advice” list. Blogs, books, white papers, best practices, rants… it doesn’t matter what you read. Just read. And get your brain moving in a direction different than it might be used to going.

Don’t think you have time for a lot of reading? Next time you’re tempted to download a game to your smartphone, download a book or blog post by someone like Seth Godin or Ted Coine instead.

6.  Know that No Soft Skill is More Important than Hustle

I’m at the point now that if I hear one more person talking about establishing their personal brand – but never really see that person actually DO anything – I’m probably going to go ape sh*t.

Present all the soft skills you want. Create the most polished profiles possible. But if I can’t clearly see that you are a “do-er” and not just a “dream-er”… that you are not willing to bust your ass, old-school style… it is all just talk. And I am not interested.

7.  Present Yourself as a Problem Solver

In our current economy, every organization is trying to do more with less. There is just no room for automatons who simply “do their job”. Those companies seek innovative thinkers who provide solutions… or at least ideas that contribute to solutions. They want those who will generate impact.

How to do that? So simple:

  1. Identify a challenge.
  2. Think – or build a team to think – of a solution.
  3. Present the solution.
  4. Actively listen to the feedback.
  5. Improve the solution.

8.  Own “It”

It doesn’t matter what “it” is. It could be that challenge that needs a solution. Or maybe a big project that gives you a chance to shine. Perhaps it’s the garbage that needs taking out, or a bathroom that needs cleaning before a client comes to the office. Or, just maybe its a mistake you made. No matter what is thrown at you, or to you… own it.

How do you project this in-demand trait? Take on this mindset: “This is my job to do. I will do it to the best of my ability. Once done, I will ask for more responsibility.” Not a bad way to go through a career.

9.  Be a Stalker

Yep, a stalker. Just short of the restraining order… stalk. Stalk recruiters. Stalk potential mentors and influencers. Stalk potential business partners, collaborators and innovators. Yes, you’ll eventually run into someone who thinks you’ve crossed the line into creepy; that comes with the territory… (just know THAT is the time to back off).

Tom Bolt, recruiter extraordinaire, puts this best: “If anyone wants to get my attention as a recruiter, they will approach me on social media, email me, apply to my jobs online, call me… literally stalk me.”

10.  Be THE Expert (at least more knowledgeable and desiring to learn than the other candidates)

Here’s the aspect of career development that falls on deaf ears more than anything else…

Perhaps it is because many young careerists have been in academic-theory-hell for too long. Maybe it’s because we think being everything to everybody is the best way to get that job. Or maybe it is because we don’t yet have a narrow point of focus.

Whatever the reason, trust me on this: if you want to get noticed, become THE expert on whatever marketable subject works best for you. Candidates get passed over, all the time. Experts (real subject experts, not the self-promotional variety) get recruited, all the time.

11.  All Anyone Cares About: Results

My personal favorite, especially when someone says: “But I worked really hard on that!”

In the real world, it does not matter one little bit how much effort you put into a project. The only thing that matters is… results. How does your work measure up against milestones? Did you meet the goals of the project? Did you exceed expectations?

If not… the last thing you want to talk about to a boss, mentor or potential employer is how hard you worked… to achieve nothing.

success-really-looks-likeAs you build your career, be the 5% who will follow this worthy, career-changing advice. And don’t be afraid to pass it along to others. Just don’t be surprised when they don’t listen (but be incredibly grateful for those who do… that’s when the magic happens!)

Thanks to Mark Babbitt, CEO and Founder of Youtern for this post! Mark Babbitt is a serial mentor who has been quoted in the Wall Street Journal, Mashable, Forbes and Under30CEO.com regarding job search, career development, internships and higher education’s role in preparing emerging talent for the workforce. Contact Mark on Twitter!

If you know what you want to do for a career, and are wanting to find an internship, check out Youtern. If you aren’t sure about what career to pursue, check out Career Coaching for Students, a program for college students or high school students or recent grads. Developed by corporate talent management career coaching experts – not academic counselors.

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Posted in ACT Test, career exploration, Career Exploration and Career Coaching, career interest, Choose a college, Choose a major, college and career readiness, College Search Tool, Find a Job Advice, Find a Major, SAT Test, student career counseling, Student Career Exploration, summer internships, Teen Career Exploration, Test Prep

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3-D Printing to Energize Student Pursuit of STEM Careers

Posted on August 23, 2013 | Leave a comment

3D Race Car Microscopic SizeIn March 2013, Harvard Business Review published an article, 3-D Printing Will Change the World. The author, Richard D’Aveni states, “It is a small evolutionary step from spraying toner on paper to putting down layers of something more substantial (such as plastic resin) until the layers add up to an object. And yet, by enabling a machine to produce objects of any shape, on the spot and as needed, 3-D printing really is ushering in a new era.” His article focuses on world markets, the balance of trade among countries and the impact that 3-D printing will have on the China-USA trade imbalance. It certainly looks like many good things will come from the invention of 3-D printing.

The most exciting part of the 3-D printer revolution for me is the impact it will have in our schools, especially in the STEM fields. Students will be able to learn and create new things with the help of 3D printers – at a much faster pace that is more aligned with the speed of information gathering in the Internet era. Using physics, math, and engineering, students can use 3D printers as high-speed feedback tools for their learning. Not only will it help them grasp the fundamental principles of the sciences with greater speed, it will engage the creativity of students like nothing before.

A 3-D printed Jumbo jet? TEDTALK

3D printers appear to have great potential for changing how students can experiment with creating things. Jason Krueger, blogger and founder of StratoStar, a site dedicated to STEM projects for students, states [With 3-D printing,] “today’s students are in a prime stage in scientific and technological development.”

The Motley Fool Report about 3D Printing

Stay tuned on this one. The 3D printer revolution will draw more students into STEM-related fields which is sure to be a great thing. This is where the Apple marketing model of making the product affordable for schools to purchase will be critical in giving U.S. students a competitive edge.

Carl Nielson is Chief Discovery Officer of Success Discoveries and Managing Principal of The Nielson Group, an organizational development consulting firm that provides executive development coaching, team development and assessments for hiring. As creator of the Career Coaching for Students program for high school students and Career and Success Skills Mastery for College Students and Recent Grads, Carl has helped thousands of students find a better way through the career exploration process that works.  Assessment and coaching packages start at $349 – checkout the Summer 2013 special offer – 30-days coaching support with the Home Study student career coaching package. Summer special ends August 31, 2013.

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Posted in best career, career choices, career exploration, Career Exploration and Career Coaching, new careers, Student Career Exploration, Teen Career Exploration

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Higher Education Career Services Must Die

Posted on July 23, 2013 | Leave a comment

Better Career Planning Better LifeOn May 15, 2013, Allie Grasgreen published an article on Inside Higher Ed based on Andy Chan’s report “A Roadmap for Transforming the College-to-Career Experience“. That article is referenced here as a foundation for my thoughts offered at the end.

In an interview, Andy Chan starts by saying, “Well, not die, exactly. Transform. The term ‘career services’ has been a phrase that has been used for several decades to describe what colleges have been doing,” says Andy Chan, vice president for personal and career development at Wake Forest University. “It’s not working.”Chan co-edited the new report, “A Roadmap for Transforming the College-to-Career Experience.”“I’m being a little bit dramatic by saying it must die,” Chan says in an interview. “It’s just that that traditional model needs to be totally rethought and resurrected as something different.”

Currently, half-a-dozen — or maybe a dozen, if it’s a big university — overbooked counselors sit in an office and advise students who waited until their senior year to think about how they’re going to get a job. They work alone, independently, one office of many with a given student affairs niche to fill. They counsel and host job fairs and help students network — but only for the students who show up to get help.

“It ends up just being treated as an office that’s one of dozens that performs a specific service,” Chan says, “when in the students’ mind it’s one of the most important questions they have when they come to the school.”

The Higher Ed Roadmap for Transforming the College-to-Career Experience

  1. Develop a Bold Vision and Mission for Personal Career Development
  2. Secure Backing from Institutional Leadership
  3. Strategically Position the Personal and Career Development Leadership Role
  4. Strategically Transform, Build and Align Personal and Career Development Organization and Staff
  5. Gather and Report Personal and Career Development Outcome Data to all Constituents
  6. Engage and Equip a College-to-Career Community of Influencers with a Focus on Faculty and Parents

The transformed model has more staff – plus faculty members and administrators – working together to reach out to all students, from Day One. They work on career counseling and employer and alumni relations, network development and professional development. Their mission squares with the institution’s mission: they provide “personal and career development” to build lifetime employability. They are also a crucial unit of the college and are housed accordingly — under a major administrator.

They gather and report personal and career development outcome data, which they publicize to all stakeholders to make a case supporting the value of higher education and the liberal arts. And they engage with faculty, parents, alumni and employers to build a network of “influencers” to provide help along the way.

“If you take the traditional idea of ‘career services’ and throw it out,” Chan says, “you can come up with a model where the institution is taking responsibility and being accountable for teaching students how to live meaningful, purposeful, successful lives.”

“What we’re pressed to do,” says Kelley Bishop, an assistant vice president of strategic initiatives at Michigan State University whose work is featured in the report, “is embed the career development process into the academic experience. That is the crux of our challenge for our profession for the next decade.”A critical component of this approach is data-gathering. Many colleges, for whatever reason, just aren’t good at tracking and reporting graduates’ career outcomes. That lack of information leads people to decide that colleges – particularly liberal arts ones – aren’t making good on their promise to get graduates gainfully employed, even though that may not be true.

“To the extent that they’re paying attention to their students’ needs and the realities of the world of work today, I think many of them will say this is bold, but it’s the kind of thing that we need to be thinking about if we want to justify the value of higher education,” Chan says. “There are a lot of issues around trying to manage costs, which I completely understand, but the flip side of that question is, how do we continue to create and justify value that matters to our students?”

The report cites research from Michigan State’s Collegiate Employment Research Institute. A survey of more than 800 employers found that the people hiring (or turning down) liberal arts students for jobs believe those recent graduates are equipped with the work place competencies they need, but were not able to articulate and demonstrate their abilities in job interviews, and did not learn several key technical and professional skills that are highly valued by employers. The report lays this problem at the feet of the universities.

“When we think about how dramatically the world of work has changed, it is remarkable that the methods utilized to prepare students to enter the world of work have remained static,” the report reads. And though the methods may be static, the resources aren’t: colleges slashed career office budgets by an average of 16 percent this past year, the report says.

And there are costs – in time and money — associated with this change.

At Michigan State, Bishop started forming a new “distributive approach” in 2001. Under that model, career services is still decentralized, in a way, as it is at most large universities. Typically, a university will have a very small office, perhaps just one person, at each school or college, but there is little if any coordination between them. At Michigan State, there are three main hubs whose staff are closely connected (or even reside) with those schools. They coordinate the college’s goals and agenda with the main center offices, embedding career development into the curriculum and helping to build students’ professional identity from the get-go.

Michigan State has overcome the traditional model’s challenge of getting students to use its services by taking the services to the students – and it increased demand so much that strains are emerging. At some point, the existing staff members won’t be able to personally handle 50,000 students. So they’re going to have to rethink how they allocate resources and work with third parties. The “everything you need is here; come get it” approach is not going to fly anymore with new generations of students who expected everything to be taken care of for them, Bishop said.

“What we now set in motion, we need to reinvest,” he says. “We’re not going to pull back at this point…. This is where the scrutiny of higher education is coming — what is the return on this investment?”

The report calls for bold change; change that could take decades. But Chan believes colleges are ready for it.

“I think given my conversations with many schools that this is something that many people would say, this should have happened a long time ago,” he says – and students and alumni might agree. “I think they’ll be pleased.” Read more: http://www.insidehighered.com/news/2013/05/15/career-services-it-now-exists-must-die-new-report-argues#ixzz2Zszxs9i7

The excerpt above included a few key points which I highlighted. What is missing from the “solution” is student-focused design and a recognition of the need to go outside, to outsource either the content development and delivery or the career coaching or both. In manufacturing, we see top performing companies outsourcing the design, development and production of sub-components that are brought into the final manufacturing process at the right time. Critical elements like quality and customized requirements are managed in a partnership with the supplier. Universities are still thinking “if it wasn’t developed here it isn’t going to meet our needs”. Manufacturers source suppliers and then partner to ensure the supplier will be successful in meeting their unique needs. The current reality is that home grown Higher Ed career counseling programs are the standard, and for the most part, inferior to what 3rd party programs such as Career Coaching for Students’ Career and Success Skills Master for College Students and Recent Grads offers. A better higher ed career development model that is ready to implement now might look like this:
Higher Ed Career Development Strategy from DOC

Until higher ed catches up, the good news is that college students (and high school students) can receive a best-in-class program at Career Coaching for Students.
Carl Nielson is Chief Discovery Officer of Success Discoveries and Managing Principal of The Nielson Group, an organizational development consulting firm that provides executive development coaching, team development and assessments for hiring. As creator of the Career Coaching for Students program for high school students and Career and Success Skills Mastery for College Students and Recent Grads, Carl has helped thousands of students find a better way through the career exploration process that works.  Assessment and coaching packages start at $349 – checkout the Summer 2013 special offer – 30-days coaching support with the Home Study student career coaching package. Summer special ends August 31, 2013

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I Want to Quit (My Career)

Posted on July 9, 2013 | Leave a comment

Talent Management MagazineThe July 2013 issue of Talent Management Magazine, a respected journal for human resources executives, highlighted some new statistics that reinforce what I’ve been trying to communicate to parents, high school administrators and college and university career centers for some time now – “what you are doing isn’t working!”

Here are excerpts from the article…you be the judge

First there was the Gallup survey that came out in early June 2013, which found the majority of American employees (70 percent) were either not engaged or actively disengaged with their work.

As if that wasn’t enough to raise red flags for employers who care about and are tracking employee engagement, a new Harris survey for the University of Phoenix in Arizona that was released July 8, 2013 showed that more than half of U.S. employees want to change not only their jobs, but their careers.

Apparently, only 14 percent of workers say they’re in their dream careers.

Some of you may not be surprised to learn this feeling is more pronounced among workers in their 20’s (80 percent), but it’s certainly not specific to this demographic alone: Sixty-four percent of those in their 30s want to change careers and 54 percent of those in their 40s reported the same.

Is this the classic “grass is greener on the other side” syndrome? Maybe. Or perhaps it’s the fact that the unstable economic environment coupled with debilitating student loan debt coerced many graduates to scrounge up any kind of employment they could secure just to have a steady cash inflow. Consider that nearly three-fourths of those surveyed (73 percent) said they didn’t end up with a job they had originally anticipated when they were younger.

And before you go on a rant about how flaky millennials are, you may be surprised to learn that those in the upper echelons of corporate America are among those who want to sign up for a different career. Nearly half (43 percent) of C-level executives said they were somewhat interested in switching careers, while 26 percent expressed a stronger desire to do so.

Offering lateral moves and defining a clear career path for employees might not be the silver bullet when it comes to engagement and retention problems, but it’s a start.

Employers can’t fix this. And then there are high schools and colleges continuing to do the same things they’ve been doing for the past 10+ years, only now the high schools have teacher productivity work flow tools in the cloud (Naviance, XAP, etc.) to help track high school student college readiness tasks.

This is a wake up call. Want to decrease student loan debt? Get smarter about planning career and educational strategies. You can delegate career exploration and career matching to an overworked high school counselor with outdated assessments or delay this work until college where students are going in undeclared, changing majors 3 or 4 times and taking 5 years to graduate at a cost of thousands of extra dollars. Or you can take a proactive approach and do something different.

Better Career Planning Better Lifehttp://www.careercoachingforstudents.net

Carl Nielson is Chief Discovery Officer of Success Discoveries and Managing Principal of The Nielson Group, an organizational development consulting firm that provides executive development coaching, team development and assessments for hiring. As creator of the Career Coaching for Students program for high school students and Career and Success Skills Mastery for College Students and Recent Grads, Carl has helped thousands of students find a better way through the career exploration process that works.  Assessment and coaching packages start at $349 – checkout the Summer 2013 special offer – 30-days coaching support with the Home Study student career coaching package.

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Posted in ACT Test, career choices, career exploration, Career Exploration and Career Coaching, career interest, career options, career quiz, career test, Choose a college, Choose a major, college and career readiness, College Application Essay, College Search Tool, Find a Major, SAT Test, student career counseling, Student Career Exploration, Student soft skill development, Teen Career Exploration, Test Prep

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How to Have an Effect on Student Achievement

Posted on June 30, 2013 | 2 comments

visible-learning-infographic-whatworksinschoolsFirst, let’s put this in context. I am a career coach. I designed a career coaching program, Career Coaching for Students, that I hope is provided to every high school freshmen or sophomore student in the future (I’m not over shooting here am I?).  I am not one to think my hammer is the tool needed for all situations. Student academic achievement is a very complex issue. And ironically, many students would excel if everyone and everything got out of their way.

This article is trying to find why Career Coaching for Students is more effective than what is now offered in high schools and why it has a positive impact on student engagement and achievement.

A very high percentage of students that go through the Career Coaching for Students increase their academic achievement after completing the program. Besides the anecdotal evidence (common sense) that a person who really understands themselves, has identified a potential career that matches their talent design (found a passion) and has developed their own plan for their future tends to be much more engaged – are there more predictive specifics related to why this program works better than other programs?

Osiris Educational in the UK produced an info graphic that reports many statistical findings about what has a positive and negative effect on student achievement. As I examined their data, I became very excited to see many of the strategic pieces in the structure of the Career Coaching for Students program were matching up to the top effects. The authors of the info graphic gave their short explanation of why the top effects work to increase student achievement. I will use their explanations (posted in italics) to form the basis for my comments here.

Top Effects and Why They Work for Career Coaching for Students

1. Self-reported grades/student expectations. This means they are more likely to be successful than other learners as they will be the active element in their learning. Students experience the Career Coaching for Students program like a journey. A coach is not a teacher or parent. We co-create success in examining post-secondary education and career options based on the student’s personal interests. The coach has the methods and tools for the student to quickly identify and learn about high-potential career ideas and engage in research. We don’t leave it to a career assessment listing of job titles found in many assessments. We find the student quickly feels in control and is able to set their own expectations at every step. We just make it easy – it’s all about the student.

2. Teacher credibility. Students are perceptive to which teachers can make a difference to their learning. Teachers who command this credibility are more likely to make a difference. There are two areas of credibility that are crucial to student career coaching. First is the coach’s credibility. It is very difficult for a teacher or counselor whose career has been entirely in the academic world to have a full perspective. Those career coaches that have the greatest credibility tend to have experience in human resource management and/or business management across diverse industries. The second is the assessment’s credibility. Students are perceptive when it comes to reading the different assessments offered through schools. If the assessment produces garbage – or the student perceives the information as less than helpful, you’ve lost the student. Our assessments provide over 40 pages of insights about the student. Our most common comment from students – “This is incredibly accurate.”

3. Feedback. Speed of learning doubles following effective feedback. Praise, punishment and rewards are the least effective forms of feedback. Feedback should be just in time, ‘just for me’ information and delivered when and where it has the best benefit. I couldn’t write a better statement to describe the design of the Career Coaching for Students program. Our feedback comes in many forms. First there are the assessment reports (about 40 pages of feedback about who you are). Then there is how to use that information. We unfold the information and integrate it strategically so that the student can connect the dots quickly and easily. ‘Just for me’ is a perfect description of the feedback at every step.

4. Classroom management. Teachers who have well managed classrooms can identify and respond quickly to potential issues and are emotionally objective. Whether we are delivering the Career Coaching for Students program in a classroom or workshop environment or in a more personalized one-on-one setting, the structured approach to “peeling the career exploration onion” with the student enables us as coaches to identify and respond quickly to questions and issues. Remaining emotionally objective has more to do with being non-judgmental about the student’s aspirations. Our approach leaves very little room for subjective reactions to career ideas. We ask great questions that make the student think for themselves. We don’t tell them anything.

5. Parental involvement. Active and positive parents who help students to have high expectations have a positive impact on student achievement. Surveillance or supervision can have a detrimental effect. The Career Coaching for Students program encourages the student to welcome parental involvement and encourages parents to be involved at the right level. Parental involvement is a two-way street that can be more like a slippery climb up an icy road sometimes. Parents who quickly react negatively to career ideas will kill the student’s engagement. We’ve seen it happen more than a few times. Helping the student recover from that slows down their progress. Career exploration is a journey. The student needs to know they are free to explore and will be encouraged throughout the process. With that said, parents have a huge impact on student self esteem and healthy development of responsible independent thinking. We refer often to the program as a “How to make big Decisions” skill development program. It just happens to be focused on career exploration. Parents play a big role here.

6. Cooperative Learning. Students learn better cooperatively than alone or competitively. This form of learning also increases interest and the ability to problem solve through interacting with peers. This one explains why I like the workshop venue. But I’m getting ahead of myself. The student-coach relationship exists to co-create success for the student. Alone doesn’t work – we’ve seen that with the web portal (XAP, Naviance, others) solutions that many high schools subscribe to (see earlier blog article for more about this). In the workshop venue, we see many students with friends in the same workshop. They sit next to each other. Given that career exploration is a very personal exercise, the relationships with fellow attendees in the workshop is very supportive.

The six effects above help to explain why the Career Coaching for Students program is highly effective with all types of students. When it comes to improving academic achievement, I still think the anecdotal evidence is the most valid – that a person who really understands themselves, has identified a potential career that matches their talent design (found a passion) and has a plan for their future tends to be much more engaged – and therefore, much more interested in their own academic achievement.

One of the most frequent comments we hear from parents is “Wow! I wish I had this when I was in high school.”

Carl Nielson is Chief Discovery Officer of Success Discoveries and Career Coaching for Students. He is also an organizational development consultant, executive development coach, and creator of the Career Coaching for Students program for high school students and Career and Success Skills Mastery for College Students and Recent Grads.  Assessment and coaching packages start at $349 – checkout the Summer 2013 special offer – 30-days coaching support with the Home Study coaching package.

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Are “soft skills” really that important?

Posted on June 4, 2013 | 2 comments

Adapted from: Downing, Skip. (2005). On Course: Strategies for Creating Success in College and in Life. Originally posted on http://advising.wvu.edu

The key to success is in the connected mindCareer success or lack of it affects nearly every part of your life: family, income, self-esteem, who you associate with, where you live, your level of happiness, what you learn, your energy level, your health, and maybe even the length of your life.

Some students think, “All I need for success at work is the special knowledge of my chosen career.” All that nurses need, they believe, are good nursing skills. All that accountants need are good accounting skills. All that lawyers need are good legal skills. These skills are called hard skills, the knowledge needed to perform a particular job. Hard skills include knowing where to insert an intravenous feeding tube, how to write an effective business plan, and what the current inheritance laws are. These are the skills you’ll be taught in courses in your major field of study. They are essential to qualify for a job. Without them you won’t even get an interview.

But, most people who’ve been in the work world a while will tell you this: Hard skills are necessary to get a job but often insufficient to keep it or advance. That’s because nearly all employees have the hard skills necessary to do the job for which they’re hired. True, some may perform these skills a little better or a little worse than others, but one estimate suggests that only 15 percent of workers who lose their jobs are fired because they can’t do their job. That’s why career success is of ten determined by soft skills. As one career specialist put it, “Having hard skills gets you hired; lacking soft skills gets you fired.”

A United States government study agrees that soft skills are essential to job success. In the early 1990’s, the Secretary of Labor asked a blue-ribbon panel to determine what it takes to be successful in the modern employment world. This panel published a report called the Secretary’s Commission on Achieving Necessary Skills (SCANS). The SCANS report presents a set of foundation skills and workplace competencies deemed essential for work world success today.

No one familiar with today’s work world will find many surprises in the report, especially in the foundation skills.

The report calls for employees to develop the same soft skills that are asked for in employment ads, that employers look for in reference letters and job interviews, and that supervisors assess in periodic evaluations of their work force.

The SCANS report identifies the following soft skills as necessary for work and career success:

  • taking responsibility
  • making effective decisions
  • setting goals
  • managing time
  • prioritizing tasks
  • persevering
  • giving strong efforts
  • working well in teams
  • communicating effectively
  • having empathy
  • knowing how to learn
  • exhibiting self-control
  • believing in one’s own self worth

Learning these skills will help you succeed in your first career after college. And, because soft skills are portable (unlike most hard skills), you can take them with you in the likely event that you later change careers. Most career specialists say the average worker today can expect to change careers at least once during his or her lifetime. In fact, some 25 percent of workers in the United States today are in occupations that did not even exist a few decades ago. If a physical therapist decides to change careers and work for an internet company, he needs to master a whole new set of hard skills. But the soft skills he’s mastered are the same ones that will help him shine in his new career.

So, as you’re learning these soft skills, keep asking yourself, “How can I use these skills to stay on course to achieving my greatest potential at work as well as in college?” Be assured, (these soft skills) can make all the difference between success and failure in your career.

How to tackle development of soft skills

Self-directed work is possible using the Life Skills for Students program offered at Career Coaching for Students. However, using the same material and content, holding weekly focus groups with friends is much more meaningful and fun.

Carl Nielson is the creator of Career Coaching for Students and Student Resource Central, the most comprehensive one-stop resource for career exploration, major and education institution research and leading thought for students in high school and college.

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