Corporate Services

Career Transition / Outplacement Programs

Restructuring is a reality of organizational survival in our ever-changing economy. While such strategies contribute to organizational effectiveness, you understand the devastating toll on valued employees whose careers are disrupted. We can assist your employees in coping with their sense of loss and anxiety by building their confidence in the skills they have to offer and coaching them in successful techniques for finding new employment.

Career Directions, LLC offers an affordable alternative to costly, traditional outplacement services without compromising service quality. We can also help your organization reduce its unemployment insurance costs by assisting your employees in becoming quickly re-employed. Partnering with you, we can develop a program that is flexible in both design and fee structure to accommodate your organization's – as well as employees' – needs. You can select from among our menu of services those you wish to offer your departing employees:

	Resume Development
	Cover Letter Development
	Job Search Coaching
	Interview Skills Coaching
	Online Resume Posting
	Resume Distribution Campaigns

 

Resumes and CVs For Entrepreneurs, Small Business Owners and Consultants

Gain the professional advantage over your competition with a "Business Resume." As you know, marketing your services

to potential new clients/customers is a continual reality of business ownership. Let Career Directions, LLC help you

secure new business and increase revenues with a key marketing document that will showcase the depth of your

expertise.

Your organization can gain the competitive advantage in preparing a bid or submitting a proposal for a major contract by including the resumes or curriculum vitae of participating employees. Showcasing the credentials and relevant accomplishments of those employees who will be directly involved in the project can help your organization solidify its presentation and results.

 

 

On-line Career Assessments

CenterMark

CenterMark is an assessment based on the research of Isabel Myers and Katharine Briggs. There are 16 unique databases that allow numerous options for report generation including, individual, teams, work groups, business units, and entire organizations.

A comprehensive database for each of the 16 types emphasizes twelve areas of success in one’s worklife, including:

	Unique Characteristics
	Contributions to the Organization
	Careers
	Management Style
	Communication Style
	Learning Style
	Approaches to Problem Solving and Decision Making
	Conflict Resolution
	Motivators
	On a Team
	Change Management
	Opportunities for Growth

 

MatchPoint

One of the most important challenges facing any organization is helping its members find the type of work that maximizes career satisfaction and productivity. Career satisfaction has been related to satisfaction with life in general, the turnover rate within the organization, and productivity. Individuals who are well matched to their jobs are more likely to be effective in what they do and more likely to enjoy their association with the organization.

Based on the work of notable psychologist, John Holland, MatchPoint is a career development tool that benefits employees, management and the organization. What it does:

	Supports employees in their career planning and increases their potential for job satisfaction
	Helps employees better understand their values and goals, world view, professional contributions, developmental needs, and potential pitfalls
	Assists employees and managers in identifying where within the organizational structure employees might find the best match with their interests and skills
	Discovers alternative approaches for dealing with others in the organization with work styles that are different from their own
	Aids managers in managing and utilizing their people effectively by taking into account how individuals like to be managed, how they like to manage and delegate to others, and how they prefer to interact with their peers
	Serves as a catalyst in job/career discussions between employees and their managers; reduces work-related stress by assisting in a better job/person fit
	Improves the functioning of teams and task forces
	Determines which training and development programs will be the most effective

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Working Styles

Being successful in business relationships requires learning how to work with different types of people, especially the ones who think and act differently than we do. We call these differences Working Styles, and they reflect the various ways that people behave at work. Understanding the different Working Styles enables employees to dramatically improve communications and effectiveness with management, co-workers and other people. It's similar to learning a new language. When we are able to speak another person’s language, it becomes easier to understand—and be understood—by them.

Based on studies in observable social behaviors, Working Styles identifies four preferred behavioral styles that measure important aspects of a person’s behavior:

	How emotionally expressive they are
	The degree to which they assert themselves

 

Working Styles has six parts:

1.	An 18-question self-assessment that measures a person's level of emotional responsiveness and assertiveness.
2.	Understanding Your Working Style explains emotional expression and assertiveness.
3.	A graphic overview of the four styles: Expressive, Amiable, Driver, and Analytical.
4.	Scoring Results: A graph showing the assessment results in order of preference.
5.	In-depth descriptions of all styles are provided including numerous techniques to help individuals better understand their own style and recognize others’ styles. Tips are given on how to bridge the gap between their style and those of other people.
6.	Co-workers' assessment with instructions for completion is provided to help individuals see how others perceive them. Also included is a Summary Scoring for individuals to compare their own self-assessment to that of their co-workers.

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ValueBase

People often sense a good fit when their own values are amiable with an organization’s collective values. People will be most comfortable when there is a match among what is expected of them, what they do,  their values, and the values of those around them.

The purpose of the ValueBase assessment is to:

•	Help employees clarify values in order to make career decisions that are consistent with who they really are and their own priorities
•	Assist employees to better understand what’s important to other people in the organization.
•	Provide employees with strategies to identify and resolve any mismatch between thier values and their work environment.
•	Introduce tools managers can use to facilitate a value clarification discussion within your organization
•	Help managers discover how behaviors and actions impact your constituents and determine what actions can be taken to assure a stronger fit

 

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