CMP final slide show

1. Duration [D] Ask: Do formal project reviews occur regularly? If the project will take more than two months to complete, what is the average time between reviews? Response: Presently, project reviews occur every 1-2 weeks, however, this duration will change to 0 weeks next week. Additionally, the project of career determination will still involve several months of consultation on making a final decision, balancing time between part-time teaching and finishing my capstone. So, it is fair to say that the project reviews could be estimated between 4 and 8 months. Score: 4 points If the time between project reviews is less than two months, you should give the project 1 point. If the time is betweenv two and four months, you should award the project 2 points; between four and eight months, 3 points; and if reviews are more than eight months apart, give the project 4 points. Integrity of Performance [I] Ask: Is the team leader capable? How strong are team members’ skills and motivations? Do they have sufficient time to spend on the change initiative? Response: I would like to presume that the project team is led by a capable leader since I have 15 years experience in career searching. Furthermore, from my current experiences, I believe I am respected by peers. Unfortunately, although the members have the skills and motivation to complete the project, they cannot complete it in the stipulated time frame due to the commencement of the Change Management class. Thus, 50% of the team, Ronda and students will b dropping off in a week. Score: 4 points If the project team is led by a highly capable leader who is respected by peers, if the members have the skills and motivation to complete the project in the stipulated time frame, and if the company has assigned at least 50% of the team members’ time to the project, you can give the project 1 point. If the team is lacking on all those dimensions, you should award the project 4 points. If the team’s capabilities are somewhere in between, assign the project 2 or 3 points. Senior Management Commitment [C] Ask: Do senior executives regularly communicate the reason for the change and the importance of its success? Is the message convincing? Is the message consistent, both across the top management team and over time? Has top management devoted enough resources to the change program? Response: Since I serve as the CEO and sole proprietor of my organization, I will give myself 1 point since I am clearly communicating the need for change with my outsourced network. Score: 1 point If senior management has, through actions and words, clearly communicated the need for change, you must give the project 1 point. If senior executives appear to be neutral, it gets 2 or 3 points. If managers perceive senior executives to be reluctant to support the change, award the project 4 points. Effort [E] Ask: What is the percentage of increased effort that employees must make to implement the change effort? Does the incremental effort come on top of a heavy workload? Have people strongly resisted the increased demands on them? Response: The percentage of increased effort necessary for employees to implement the change is 100%. The incremental effort comes on a very heavy workload. James P. Gonyea, the online career consultant has resisted due to work constraints. Additionally, 50% of the organization will be leaving. Score: 4 points If the project requires less than 10% extra work by employees, you can give it 1 point. If it’s 10% to 20% extra, it should get 2 points. If it’s 20% to 40%, it must be 3 points. And if it’s more than 40% additional work, you should give the project 4 points. Dice Score: Fred’s Outsourced Organization Scored 19 Points-Headed for the Woe Zone

3. Less Time for Regular Project Reviews and Larger Gaps in Project Reviews.

4. Need More Organizational Members to replace the 50% Loss.Dice Score: Fred’s Outsourced Organization Scored 19 Points-Headed for the Woe Zone

5. Change Management Plan- Career Determination for Fred Carbine Current State of My Organization…mazed and confused!!! Vocational Fulfillment! Career Stall : ( $$$ Job! Career Tests Say Do This! Hot job! Stick with Sales Jobs! Be a lawyer, like your dad! Scattered Career Research Data, No Formal Career Evaluation in place and Vocational Uncertainty

7. “Why don’t you be a lawyer… like your father” Vacillation

8. Chasing The “Hot” Career Trends

9. Going For The "Big Money” Jobs

11. Organizational View of the Problem James Gonyea’s View: Use My Internet Career Connection Site. Follow My 5 Steps…Get It Together! Consultant Ronda’s View: Lose the Self-Imposed Putdowns in Your Change Management Process! Forget the Past Confusion…Fred, What Is Your Focus! Me My View: I have so many ideas, information and career tools at my disposal to determine my next career move, but I have “no clue” on where or how to begin?! Instructor Headhunter’s View: So Sorry To Hear About Your Problem, Don’t Worry…We Can Get You a Job! Let’s Talk, Would You Like Some Coffee! Headhunters Online Site’s View: Unhappy With Your Current Job? Post Your Credentials With Us and We Will Solve All Your Career Problems…Instantly! Fred…Your Career is Calling!!! Online Career Sites CMP Student’s View: Fred, Career Indecision Does Not Make You the Elephant Man! We Have Been In Your Dilemma…Some of Us Still Are! You Can Get Through This! Go Fred…Go! MAT613/MSM608- Change Management Class Classmates

12. Committed Leadership and Energized People, Fred and The Gang! If You Lack an Organization, …Reach Out and Outsource Someone! Online Career Sites Me James P. Gonyea Ronda Bernsten MAT613/MSM608- Change Management Class Headhunters Classmates

15. A Proven and Thorough Career Evaluation Tool

16. Matching Career Profiles to My Needs

18. Stakeholders Map Formal and Informal Roles Formal and Informal Authority MAT613/MSM608- Change Management Class Classmates Ronda Bernsten Me Just Formal Authority James P. Gonyea Headhunters Online Career Sites Future Employer

19. Change Management Plan- Career Determination for Fred Carbine Lateral Coordination Method

20. Human Resources Consideration of Change Management Plan Stakeholders Map:

21. Political Consideration of Change Management Plan The only possible “jockeying for position among competing stakeholders” would be between the job sites and the head hunters since both have a stake in getting me a career to satisfy their own marketing and financial agendas. Otherwise, they have no stake in my career search and career goal. Stakeholder Competition is Minimal Based On Outsourced Organization

22. Symbolic Consideration of Change Management Plan

23. Change Management Tasks Career Determination-Using The Tools and Methods of The Internet Career Connection Web Site To Determine My Best Career Choice Required Steps: Step 1: Define Personality Style This will involve taking the site’s career interests, skills, values and behavioral trait surveys. The surveys will create a ranking system where I choose the top 5 out of 21 potential career clusters. These 5 clusters will have an extensive list of potential careers. From these clusters, I will create a master list of potential careers. To assist me, the site will even suggest some careers that I found most appealing based on its survey metrics. Additionally, during this step, the site will also require me to provide 5 subjective career statements, in 5 vocational areas-my Interests, Skills, Values and Behavioral Traits. For instance, with Interests, I would state, “I enjoy creating ideas”. This type of information will be entered in a preformatted form provided by the site (See Form I) that will be later used in Step 4 to further pinpoint career choices

25. Career Cluster: Communication & MediaJobs dealing with the communication of information and data. Listed below are occupations related to this Career Cluster.

26. 5 Subjective Career Statements

27. Career Determination Step 2: Identify Possible Career Options Using Form I, I will also be required to brainstorm a list of related keywords based on my 25 subjective statements from the 5 previously stated vocational areas. Upon determining a keyword list, each keyword will be run through a search engine field on O*Net, a pubic, career research site. The keyword search will yield a list of related careers to each keyword. These potential careers will also be added to the master career list generated from Step I. Since I also possess previous career data, I will be using career suggestions generated from my Myers and Briggs and Johnson O’Connor test findings. These suggested positions will also be added to the master list of potential careers. They will be given the highest ranking on the master list of potential careers. Upon finalizing the master list, every job title will be entered in another preformatted form on the career website (See Form II). In Form II, to the right of the page, I will boldface the consideration option yes or no, depending on my initial interest in the occupation.

30. Entrance qualifications

31. Training requirements or recommendations

32. Future employment projection (need)

33. Advancement opportunities

34. Typical salary levels

35. Best U.S. Locations for chosen occupation I evaluated each job’s particulars to ensure how they fit into my desired vocational lifestyle. Any career that didn’t fit into my vocational lifestyle was eliminated, focusing the list of considered careers. For example, if the career demands a 70 hour work week, it will be discarded because I don’t want a 70 hour work week in my occupation.

37. Consult with a Professional in My Considered Career

39. Career Determination- Apply Fred’s Career Matrix Neo!

40. The Final 3-5 Career Choices!

41. Career Determination Step 5: Develop A Career Plan At this stage, I needed to develop a job campaign. It involved two elements- vocational preparations and a job campaign. The first element is using Form 3 on Gonyea’s career site (See Form III). This is a comprehensive and preliminary checklist form to ensure I have covered every detail on the pursuit of my chosen career, such as finding a college for further schooling (if necessary), applying to a school, securing financial aid, etc. Once the checklist is completed I can move on to the actual job campaign. For the job campaign, I decided to use one proven resource to determine this. It will be from Richard Bolles’ book, What Color Is Your Parachute. The campaign will involve the most modern job search strategies that yield the best results. This information will be stored in my career data so it can be used again for future job searches.

42. Structural Consideration of Change Management Plan

43. Human Resources Consideration of Change Management Plan

44. PoliticalConsideration of Change Management Plan

45. SymbolicConsideration of Change Management Plan

46. Major Tasks/Milestones

47. Communication Plan Stakeholder Contact List

48. Communications Organizer

50. Consult with a Professional in My Considered Career

52. Career Planning Guide

53. Job Search Campaign According to Richard Bolles' findings, there are many misconceptions on what serves as a successful job search campaign. For instance, it can eventually become less productive by using more job search methods than less. He states, “research revealed that your chances of uncovering a job does indeed increase with each additional method that you use-but only up to 4 in number. If you use more than 4 methods of job hunting, your likelihood of success begins to decrease, and continues to decrease with each additional method that you add to your job search, beyond four.” (Bolles, What Color is Your Parachute, pg. 13-14, 2007). Source: Richard Bolles, What Color is Your Parachutte, pg. 13-14, 2007