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skills

Designing Your Resume for Justin Thyme

January 23, 2012 By Emily

by

Emily Barnes

Your telephone rings and you answer it. The caller is Justin Thyme, a long-time recruiter extraordinaire. She’s been an excellent resource for you throughout your career and is calling now to tell you that one of her clients is buying another mid-sized company. Justin says one of the players believes you’d be a tremendous asset in a new division there and suggests that you simply name the job you want. It’s yours. No kidding. The circumstances are ideal, she says, for the client to meet with you when she comes to town in a few days. Are you available? Are you prepared for the meeting? Send me an updated resume. What’s that noise in th.-

Your alarm clock rings; the dream is over. You don’t have an updated resume, do you?

Given the opportunity to define the new job or career that truly fits your interests, talents and skills, you might be prepared to name it and claim it. But, for the sake of making a point, let’s say that you certainly wouldn’t want your existing job and are quite uncertain about what a new job would look like. In that case, you would be stuck. The following steps will help you to loosen up a little, to get unstuck about this issue so that you can begin to take constructive action towards designing a resume that suits your needs.

Step 1. List at least ten achievements that really matter to you – not just the ones in your career but throughout your life. Anything that deeply engaged you belongs on the list. Label the list: #1 – Achievements.

Step 2. On a sheet of paper labeled #2 – Payoffs, write the reasons why each achievement was particularly meaningful to you. Did you learn something, teach someone, love the challenge, discover something about yourself, make a difference somehow? What positive outcomes did you experience?

Step 3. Call the next sheet #3 – Skills and Talents and list the skills you used to accomplish each achievement. What skills, talents, traits, characteristics, attitudes, and behavior did you demonstrate?

Step 4. On sheet #4 – Likes and Dislikes, review each job you’ve held from the first one until now and list what you liked and disliked about each job. Anything from the commute to the work itself or nice or mean co-workers is fair game in this exercise.

Step 5. Review each job again and this time determine the skills you used to perform each job. What skills, talents, traits, characteristics, attitudes, and behavior did you demonstrate? Add your response to sheet #3.

Now use the data you have collected to look at your past in a new way. For instance, how do your achievements relate to the jobs you’ve held? How do your payoffs relate to your job likes? What payoffs from #2 also appear in #4? Do you notice any obvious patterns throughout the exercises? What skills are listed several times but used differently? How many other ways could you use the same skill? Your answers to these questions will guide you to new ways of thinking about your job preferences.

The key to creating a great resume is making it read like you would sound when you speak so that the reader gets a felt sense about you. This kind of congruity between your written and oral presentation always works to your advantage. So, practice describing your current job using the skills you want to use in a new job. Or, practice writing a new job description based on the skills you would want to use in a new job. Give your resume a silent voice by integrating in it the clues learned about yourself in each of the exercises above. The process of sifting through your experiences will help you to capture the consistent behaviors you have demonstrated throughout your life. It might also help you discover something about yourself that you might be taking for granted.

© Emily Barnes 2004

Filed Under: Articles, Emily Barnes, Transitions Tagged With: achievements, emily barnes, interests, job, payoffs, recruiter, resume, skills, talents

The Strategic Team Alignment Program

January 23, 2012 By Ira Chaleff Leave a Comment

PURPOSE:

This workshop is designed to develop a high-performance leadership team which is the spearhead of an organization. The workshop provides the knowledge, structure, tools, and processes necessary for such a team to provide exceptional leadership and build the collaborative skills necessary to create and sustain a world-class operation.

OBJECTIVES:

This workshop is designed to:

  • Gain understanding of and ability to manage the high-performance team process
  • Increase their focus on results
  • Receive powerful, 360 degree feedback on their leadership effectiveness, style, and skill
  • Increase their mutual trust, support, and interdependence
  • Gain clarity on purpose, values, vision, goals, priorities, and expectations
  • Clarify and develop agreement on their roles and responsibilities
  • Increase skill in communication, collaboration, giving feedback, management of differences, and managing performance
  • Improve problem solving and decision making
  • Increase cross-functional performance and decrease the effect of “silos”
  • Increase their ability to provide customer satisfaction
  • Increase their individual ability to self-manage
  • Increase accountability
  • Increase their ability to model and promote teamwork throughout the organization

METHODOLOGY:

The workshop is conducted in three stages: Foundations, Skill Building, and Sustainability. A variety of learning techniques are employed, based on recent discoveries in brain-based, adult learning, to maximize the participants’ internalization and application of the program’s content. Among the techniques used are experiential activities; creative, multi-modal processes; feedback; and self-directed learning.

FACILITATOR:

David Lassiter is the director and founder of Leadership Advantage, a coaching and consulting firm dedicated to helping executives, teams, and organizations achieve their objectives. David has over 20 years’ experience as an executive coach and designer and developer of executive, team, and organizational development programs for profit, not-for-profit, and government organizations. He is a pioneer in the use of 360 degree assessment for leadership development and the innovator of the Strategic Team Alignment process for maximizing team members’ growth, development, and performance.

LENGTH:

The workshop is comprised of three (3) workshops, of 2-3 days each, taken 30-45 days apart. Learning is embedded through applied work assignments between workshop sessions, 360 degree feedback face-to-face and through written reports.

Filed Under: David Lassiter, Workshops Tagged With: alignment, david lassiter, leadership, program, skills, strategic, support, team

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Marsha Hughes-Rease - Senior Associate

After fifteen years of coaching and consulting experience and over twenty five years of leadership experience at different organizational levels, Marsha Hughes-Rease partners with senior leaders and managers to address what she calls “swamp issues”, those really messy and complex challenges that can greatly diminish productivity, stakeholder satisfaction, financial performance and personal effectiveness in any organization.

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Ira Chaleff - President

Ira Chaleff is the founder and president of Executive Coaching & Consulting Associates. He has been named one of the top 100 leadership thinkers by Executive Excellence Magazine. He practices the high-stakes art of helping talented people prepare for and succeed in senior level roles. Whether working in the public sector with Senior Executive Service leaders or in the private sector with CEOs and leadership teams, he brings clarity to core success issues, and provides savvy and supportive guidance in tackling them.

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Beverly Jones - Senior Associate

Beverly Jones helps executives bring new productivity to their organizations, and works with professionals to restructure and re-energize their work lives. Throughout her varied career, Bev has engaged in leadership and change management activities, and today she coaches accomplished professionals and executives who want to become more effective. Bev’s current and recent coaching clients include attorneys, other professionals and small business owners, and also executives with university systems, with a national laboratory, and with a major brokerage firm.

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Mandeep Singh - Senior Associate

Mandeep partners with leaders who want to bring their own vision and passions into service for the world. This necessarily means deep inner work – increasing self-awareness and personal mastery, taking ownership and accountability, and expanding the ability to influence people and networks from within the system. While this may sound like hard work, in practice it tends to be completely natural, energizing, satisfying and fun. “Serious” and “impactful” are not correlated. Mandeep’s natural style is gentle, and his clients and he tend to forge long term, easy, trusted partnerships.

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Rosa Maria Barreiro - Strategic Management & Human Resources Consultant

Rosa María Barreiro is an innovative leader, business strategist and change agent with an extensive background and success in global operating environments throughout the USA and Europe, Latin America and the Caribbean. Rosa María has repeatedly been recruited to design and execute change management, employee engagement, leadership development and performance improvement initiatives for a wide variety of organizations and companies.

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Kari Uman - Senior Associate

Kari Uman, Senior Associate of Executive Coaching & Consulting Associates in Fairfax, VA, has more than twenty-five years’ experience as a coach, consultant, and trainer. Her particular experience and interest in gender issues, and their impact on relationships and performance, enables her to help individuals change behaviors that are undermining their best efforts.

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David Grau - Senior Associate

David Grau is an executive and leadership coach in Bethesda, MD, with an in-depth consulting background in organization development and change management. He has over 17 years of coaching and consulting experience in the corporate, government, and non-profit sectors. He has particular abilities in assisting executives in identifying and making maximum and appropriate use of their strengths and identifying their opportunities for increased effectiveness as a leader.

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Emily Barnes - Senior Associate

To organizations and individuals adjusting to recent, current or anticipated change, Emily Barnes brings the strategic focus and competencies gained during fifteen years of diverse experience with various leadership, relationship, performance and communication challenges. A consultant and strategy coach, Ms. Barnes helps clients create and implement new success strategies.

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