Welcome to Charting Your Course - Notus Human Capital · Welcome to Charting Your Course We are...

Career Insight MediaDoc 1 © 1998 – 2016 Notus Human Capital

Welcome to Charting Your Course

We are pleased to welcome you to Charting Your Course. You will learn about Notus’ Job Search

System as well as get started on some of the job search basics. We will discuss how to

organize your search and begin to define your career preferences, objectives and

accomplishments.

Objectives

Our goal is for you to understand and complete the following:

1. Develop a Verbal Business card.

2. Define your job search flexibility, ideal work environment, career values and marketability.

3. Apply results into a matrix to assess top target options and filter based on your ability and

enthusiasm levels.

4. Begin to develop STARS to be used on your resume and in interviewing.

Keys to Success

☑ Actively participate: Complete each exercise to the best of your ability. Active participation will lead to a better understanding and results.

☑ Be teachable: Be open to new concepts. A critical part of your success will be your ability to shift your current understanding of how to conduct an effective job search.

☑ Take action: "You can't plough a field by turning it over in your mind." Nor can you conduct a successful job search by just learning how to get a job. Notus can help in a variety of ways, but you must actively participate in conducting the search with us. The more you are able to do, the faster we’ll get the results you desire.

Career Insight MediaDoc 2 © 1998 – 2016 Notus Human Capital

Exercise: Verbal Business Card

The Verbal Business Card helps you tell other people what it is you are looking for in a job or career move. In a proactive job search it’s important to communicate this information to as many people as possible in a focused and concise way.

Use the form below to create a Verbal Business Card for yourself. Start by filling out the last line first--your target position (if you know it). Then indicate a few experiences of positions, skills, industries, or companies that help support your qualifications for your target position. If you aren't ready to put down what you are currently pursuing, just leave it blank for now.

Verbal Business Card

Hello, my name is .

(Write the most powerful aspect(s) of your experience relevant to what you're pursuing.)

I've worked as (have skills in) .

(brief description of your job title, company, function, or industry)

I have also done (or worked as) .

(any other highlights relevant to what you're pursuing)

Currently, I am pursuing . (target position and/or industry)

After you fill in your Verbal Business Card, practice it. Take every opportunity to polish it.

Consider using phrases such as:

My skills are in the area of . . . I have expertise in . . . My specialty involves . . . I am experienced in . . . Currently, I am a . . . I have a background in . . .

Sample:

Hello, my name is Peter Franklin. I have extensive experience as a Director of Operations, primarily in the healthcare industry. Quality is an area of passion and my greatest strength.

Recently I received my Six Sigma Black belt certification from the University of Oregon. I'm currently looking for an opportunity as a VP of Operations in healthcare or manufacturing.

© 1998 – 2016 Notus Human Capital Career Insight MediaDoc

Chart ing Your Course

Career Transitions

Setting The Process In Motion

Whether you’re pursuing a similar position, or wanting to make a dramatic shift, the job search can be daunting.

This simple outline will help you map out how to get where you want to be, from where you are now. Before discussing our strategy, let’s explain how to map your current position. All positions may be mapped into three areas:

Industry (examples: healthcare, manufacturing, education, etc.) Track (expert, management, or individual contributor) Function (accounting, marketing, training, etc.)

The Notus Strategy

When job-seekers get frustrated in making changes in their careers it’s often because they are attempting to change two, or even three, of these areas simultaneously. By breaking down a career transition into one change at a time, you can make a “regular” change quicker, and make even a drastic change possible.

The Notus strategy says that you can change one of these (industry, track, or function) with each job change with relative ease. For example, if you want to make a drastic career change which would involve changing your industry, track, and function, you will need two transitional positions before you reach your target. Of course, there are exceptions but understanding this general rule allows us to “map out” how to get from where you are now to your target position.

After assessing your target, you will map the most effective path to reach your target position. Here are a few tips: How to change industries: Seek positions similar to those you were previously in, but target the desired industry.

How to change tracks: Seek a transition within your current organization or seek a position that applies your transferable skills in a different way.

How to change functions: Seek positions that utilize your transferable skills, but in the desired function.

What is a Track? Expert (macro-level orindustry knowledge)

People that have a broad range of knowledge in a certain field who lead, consult, or direct organizations in that industry. Management (branch,mid-level)

People that are tasked with leading teams or departments to ensure the achievement of organizational objectives. Individual Contributor (utilize andapply micro-level skills)

People who have skills, talents, or abilities in certain specialty areas and ensure proper utilization of techniques and methods.

Learning the Lingo… o Survival jobs pay

the bills. o Bridge jobs are

career-oriented but don’t fulfill all of your desires.

o Dream jobs meetyour values, interest, passions, and skills.



Exercise: Target Assessment To arrive at the right job, you need to know where you are and where you want to go.

This Target Assessment will help you decide if you are ready to hoist your sails and launch into your job search or if you will need to take more time to clarify your career direction.

Before we begin to explore new career options, use this exercise to outline some thoughts on your next position.

Position Skills These are the tasks I am skilled at and would enjoy doing in my ideal job: i.e. training, facilitating, team building etc.

Job Title or Function This is the name or function of my next job: i.e. Operations Manager, CFO, Instructor etc.

Industry This is the target industry that I would like to work in: i.e. Software, Manufacturing etc.

Track

Management

Individual Contributor

Salary This is the salary range that I am capable of and would like to achieve:

Minimum Salary

Target Salary

Expert



Exercise: Ideal Environment Your work environment is where you perform your skills and carry out your role. It is who you work for, how you dress, the kinds of people you interact with.

Understanding your ideal environment can help in two ways.

First, when determining which specific industries we are going to market to. We can eliminate potential target industries and companies immediately, if we know in the end, their work environment isn't conducive to your goals - making the search more effective.

Second, when interviewing with a company to better determine your fit.

Write a brief description of your ideal environment on the following page. Use the categories below as possible areas to consider. Helpful hint: Look at the Career Values Menu, three pages ahead, to get you thinking.

• Emphasis on education• Energy/stress level• Co-workers• Atmosphere• Product• Pay scale• Schedule hours/flexibility• Supervisory style• Competitiveness• Dress code• Prestige• Location

Consider Previous Work Environments

It wil l also be helpful to consider previous environments that you felt were either a good, or bad, “fit”. One way to do this would be to chart out your likes and dislikes of previous work environments as outlined below:

Likes Dislikes

Worst Jobs

Co-workers, relaxed off ice

Long commute, bad hours, poor pay

Favorite Jobs

Pay, prestige, benef its, location

Dress code, stuffy off ice

Rhett

Click Here

http://www.getnotus.com/client/tutorials/IdealEnvironment/IdealEnvironment.mp3



My Ideal Environment



What’s Your True North? Your ideal environment is one part of deciding what you want in your next opportunity. Now, let's look at all of the components that make up your True North. Your Core Values are the motivational wind behind why and how you work, and determine what you need to accomplish in order to be satisfied. They act as a compass in making decisions. Career satisfaction is determined by your values - more than any other factor.

The following exercise will help you recognize your values and their relative importance to you.

Exercise: Core Values On the following page is a list of career values. Follow the instructions below.

Read though the list of career values.

Mark those items you consider to be Core Values - those that you must have in order to be satisfied with your career.

There is no minimum number, but select only the “must-haves.”

Pick a maximum of 15 Core Values.

Prioritize your Core Values, ordering them from the most important value (1) to the least (15).

Don’t feel bad if you don’t feel comfortable on the first try. It’s common to revise and re-prioritize the more you go through the exercise. Take your time and work through it.

Rhett

Click Here

http://www.getnotus.com/client/tutorials/CoreValues/CoreValues.php



Career “Core” Values ___ Achievement: feeling of accomplishment in doing a job well with desirable results. ___ Adventure: involving danger or unknown risks, an exciting experience. ___ Aesthetic: make beautiful things and contribute beauty to the world. ___ Altruism: contribute to the welfare of others. ___ Associates: brings you into contact with fellow workers whom you like. ___ Authority: power or right to make decisions. ___ Autonomy: self-governing, self-determining, work independently, little outside influence or control. ___ Challenge: arousing competitive interest, thought, or action; invitingly provocative. ___ Creativity: invent new things, design new products, or develop new ideas. ___ Culture: enlightened taste acquired by intellectual, moral or aesthetic training; not technical. ___ Enterprising: expression of an independent energetic spirit; readiness to undertake or experiment. ___ Family relationships: quality and quantity of time with family. ___ Growth potential: progressive development or learning opportunity; increased income or reward. ___ Income: pays well and enables you to have the things you want. ___ Independence: permits you to work in your own way, as fast or as slowly as you wish. ___ Initiative: energetically initiating action or decision at your own discretion. ___ Intellectual stimulation: opportunity for independent thinking; learning how and why things work. ___ Job satisfaction: working for more than a paycheck; loving your work. ___ Large organization: more than 500 employees. ___ Leadership: position of authority, power, and influence to pursue a goal or vision. ___ Leisure Time: time away from work to enjoy other interests and the fruits of your labors. ___ Location: limited, strong geographical preferences. ___ Management: permits you to plan and lay out work for others to do. ___ Peace of mind: freedom from stress, conflict, disorder, oppression, hostility, discord. ___ Prestige: gives you standing or high status in the eyes of others and evokes respect. ___ Proactive: anticipating and controlling your outcome or destination; self-determination. ___ Quality: superiority and distinction in kind of life, product, or service. ___ Responsibility: accountability, reliability, and trustworthiness. ___ Security: provides you with the certainty of having a job even in hard times. ___ Self-employed: earning income from your own business, trade, or profession rather than a salary. ___ Small organization: less than 500 employees. ___ Stability: a steady job with a steady and dependable paycheck without unexpected fluctuations. ___ Supervisory relations: supervisor who is fair and with whom you can get along. ___ Surroundings: pleasant conditions—not too hot or too cold, noise, dirty, etc. ___ Travel: opportunity to visit places unknown and unfamiliar; regularly visit places away from home. ___ Variety: provides an opportunity to do different types of tasks or work. ___ Way of life: permits you to live the kind of life you choose and be the type of person you wish.



Exercise: Value-Option Matrix The Value-Option Matrix™ on the next page is designed to help you make career decisions based on your Core Values.

Part 1

⇒ Across the top of the matrix, list your values in order ofimportance, 1 - 15 from most to least, left to right.

⇒ In the left column, write position options.

⇒ In the body of the matrix, rate each career option on ascale of 0-2 on how well it supports each Core Value.

Part 2

⇒ Multiply the ratings of the first five values by 5, values sixthrough ten by 3 and values eleven through fifteen by 1.

⇒ Add up the scores for each row and enter the total score inthe Totals column. This will help you decide which job isbest. The higher the score, the more satisfied you arelikely to be.

⇒ Put a ranking next to the score totals (highest score(s) =#1, second = #2, etc.)

⇒ Carefully consider eliminating the options with lowestscores.

⇒ Next, highlight every box with a “0” in it.

⇒ Each highlighted box indicates an elimination decision-point. You must either eliminate the value as a “musthave” or eliminate the career option (most usuallyeliminate the option).

⇒ Give each surviving career option a score of 1-10 (10 beinghighest) in the following 2 categories.

Ability: How confident you are that you can do this job AND how credible you are (will employers believe you can do it).

Enthusiasm: How excited are you about doing this work?

See the sample on the follow page to help illustrate how the matrix works.

(0) = Unl

(1) = Possible It’s possible, although not a great fit OR you aren’t sure. (Do more research to find out.)

(2) = Promotes This career actively promotes this Core Value.

ikely You are not likely to achieve this value in this career option.

There is an interactive Excel spreadsheet at the bottom of the next page to input your informationand use the matrix. NOTE: At this point in the process, just get a sense for how the matrix works, there's no need to spend a lot of time putting in position options at this point. We'll come back and use it later when there are real positions to plug in.

Rhett

Click Here

http://www.getnotus.com/client/tutorials/ValueOption/ValueOption.php



Value-Option Matrix Example

Download the Matrix here.

2 – Promotes 1 – Maybe/Don’t Know 0 - Unlikely

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5 5 5 5 5 3 3 3 3 3 1 1 1 1 1 Total Rank A E

HR Generalist 1

5

0 0

0 0

0 0

1 5

1 3

1 3

2 6

2 6

0 0

2 2

1 1

2 2

0 0

2 2 35 6 6 5

Recruiter 1 5

2 1 0

2 1 0

2 1 0

1 5

2 6

2 6

1 3

2 6

1 3

1 1

0 0

2 2

1 1

1 1 69 3 9 7

Corp. Recruiter

2 1 0

2 1 0

2 1 0

2 1 0

1 5

2 6

1 3

1 3

2 6

2 6

2 2

0 0

2 2

1 1

2 2 76 2 8 9

ISO/ Quality Control

0 0

0 0

0 0

0 0 0

1 5

2 6

1 3

0 0

1 3

1 3

2 2

1 1

1 1

0 0

1 1 25 8 4 3

Career Coach 2 1 0 2 1 0 1 5 2 1 0 2 1 0 2 6 2 6 2 6 2 6 2 6 0 0 2 2 2 2 2 2 2 2 83 1 10 10

Career Counseling

2 1 0

0 0

0 0

0 0

2 1 0

2 6

1 3

1 3

2 6

2 6

2 2

1 1

2 2

1 1

1 1 51 5 9.5 8

Financial Planning

0 0

0 0

1 5

1 5

1 5

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1 3

0 0

0 0

0 0

2 2

2 2

1 1 32 7 2 1

Personal Coaching

2 1 0

2 1 0

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5 5 5 5 5 3 3 3 3 3 1 1 1 1 1 Total Rank A E

HR Generalist 1

5

0 0

0 0

0 0

1 5

1 3

1 3

2 6

2 6

0 0

2 2

1 1

2 2

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2 2 35 6 6 5

Recruiter 1 5

2 1 0

2 1 0

2 1 0

1 5

2 6

2 6

1 3

2 6

1 3

1 1

0 0

2 2

1 1

1 1 69 3 9 7

Corp. Recruiter

2 1 0

2 1 0

2 1 0

2 1 0

1 5

2 6

1 3

1 3

2 6

2 6

2 2

0 0

2 2

1 1

2 2 76 2 8 9

ISO/ Quality Control

0 0

0 0

0 0

0 0 0

1 5

2 6

1 3

0 0

1 3

1 3

2 2

1 1

1 1

0 0

1 1 25 8 4 3

Career Coach 2 1 0 2 1 0 1 5 2 1 0 2 1 0 2 6 2 6 2 6 2 6 2 6 0 0 2 2 2 2 2 2 2 2 83 1 10 10

Career Counseling

2 1 0

0 0

0 0

0 0

2 1 0

2 6

1 3

1 3

2 6

2 6

2 2

1 1

2 2

1 1

1 1 51 5 9.5 8

Financial Planning

0 0

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Personal Coaching

2 1 0

2 1 0

1 5

2 1 0

1 5

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2 6

0 0

0 0

1 3

0 0

2 2

2 2

2 2

1 1 62 4 4 8

Rhett

Click Here

http://www.getnotus.com/client/ClientTools/Charting%20Your%20Course/Notus%20Online%20Value-Option-Matrix%20with%20weightings.xls



The Ability-Enthusiasm Matrix The Ability-Enthusiasm Matrix™ on the next page will help you define your target further. It is based on the simple, logical assumption that the best job target for you is one which both excites you and for which you can sell yourself effectively.

Part 1

1. Refer back to the Value-Option Matrix™.

2. In the two columns on the right side marked “A” and“E,” give each surviving career option a score of 1-10(10 being highest) in the 2 following categories:

Ability: How confident are you that you can do this job and how credible would you be, i.e. will employers also believe you can do it?

Enthusiasm: How excited are you about doing this work?

Part 2

1. After scoring, plot each career option on the Ability-Enthusiasm Matrix™ on the following page. Use your Ability score to form the X axis (horizontal) and your Enthusiasm for the Y axis (vertical).

You may want to write the title of the career option by its plot on the matrix.

2. The scores closest to the upper right-hand corner arethe closest to the “bull’s-eye” of your target.

3. You should seriously consider eliminating those optionswhich fall outside of the target rings.

4. If you still find yourself reluctant to eliminate an optionwhich falls in the “Fantasy” quadrant, then keep track of it for now. Later, you can use the Career Planning Model to see how you may eventually make it a realistic option.

See the sample on the follow page to see how this matrix works.

Ideally, at this point you should have identified a primary job target. However, you may continue to find yourself trying to choose between a number of options. In this case, your best option is to conduct additional research.

In Casting Your Net you’ll be able to identify more ways to solidify your choices.

In addition, your coach has a number of other helpful resources.



Fantasy Ideal

DrudgeryNightmare

A b i l i t y ( C o n f i d e n c e + C r e d i b i l i t y )

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Ability-Enthusiasm Matrix Example

Career Coach

Corp. Recruiter

Career Counseling

Recruiter

Personal Coaching

HR Generalist

ISO/Quality Control

Financial Planning



Ability-Enthusiasm Matrix

Fantasy Ideal

DrudgeryNightmare

A b i l i t y ( C o n f i d e n c e + C r e d i b i l i t y )

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You – T h e B r a n d

Everyone understands the importance of Brand Management when it comes to companies. They have to protect and continually shape their image and people’s perceptions about its products and or services. For example, Tylenol faced a PR and Brand image disaster during the potassium cyanide scare in the early 80’s. How they handled it, and how they retained their trusted brand persona has become required reading in business courses across the country. Further, astute Politicians understand everything they say, can and most likely will, be held against them. They have to protect their brand, to ensure the money and votes continue to roll in. So, Brand Management is important to Companies, Politicians and Celebrities . . . but what about you?

By now, you’ve undoubtedly heard the term “You are a Brand” - but what does that really mean? It means we all have a reputation to make and keep, to shape and protect. Regardless of how old we are, what kind of business we’re in or occupation we’ve chosen – everyone must take responsibility for their digital branding. It directly affects who will date us, hire us, patronize us, buy from us or let us into their institution or club. If we don’t manage our individual brands – we give power to others to shape what people think about us. You are the President and CEO of “YOU” Enterprises and in this business you must become exceptional at Marketing.

Whether there is already a lot of information about us on the web, or our electronic footprint is non-existent, we each have an opportunity to craft our Brand into what we want. So what do you want to be known for? Are you famous or infamous? What sets you a part from your competitors? Are you Nordstrom’s or Kmart?

To Do Exercise: Watch

Let’s say you’re a minivan. Yes, a minivan. Can you think of a product class harder to distinguish one from the other? So, here’s a challenge. If you’re in charge of marketing, how are you going to get your minivan to stand out? Most people think – if you’ve seen one you’ve seen them all right? Watch and learn.

© 1998 – 2015 Notus Human Capital Career Insight MediaDocs

https://www.youtube.com/watch?v=57dM9DoMUqI

Char t i ng Yo ur C o urs e

Exercise: Features, Benefits & STARs Brainstorming

List your features and benefits, and create stories as examples. Features are product descriptions. Benefits are the rewards people get from using the product. When listing features and benefits consider the unique talents and strengths you have and the characteristics that set you apart. This exercise will help turn your features into STARs in the next section.

1. List Your Product Features I’m creative (example).

2. Story / Example to Illustrate Feature I designed a new production process to address Quality issues (example).

3. Benefits to The Employer

Saved thousands of dollars.



STARs

STA R s are STories that tell of A ctions and R esults The previous exercise helps you consider the various product features you have. Taking this exercise one step further, you will develop STARs which are ST

As we go through the exercise of developing your stories, reflect on your past experience and achievements by asking yourself: Would I want to do this again? Would I want to work in the same environment or industry? When I was doing this, was I in a position which met my values? Using your STARs to reflect on your past experiences, we can learn from the desirable and undesirable aspects of your previous positions.

ories that tell about your past, Actions that were taken to bring about desired outcomes, and the Results achieved as an outcome of taking the actions. Creating STARs may be the most important activity you undertake in preparing for your job search. STARs are stories you tell about yourself to reinforce the features you have to offer an employer.

No discussion of STARs would be complete without discussing the additional benefits to your job search – outside of Charting Your Course. Whether on a resume/cover letter or in an interview, it’s not enough to simply convey professional strengths. In addition to stating them, you must also provide convincing examples of your transferable skills. Employers want to hear what you have accomplished and how you did so. STARs are an excellent tool for you to more clearly and compellingly sell yourself. More than anything else, employers want to learn about results and accomplishments – and STARs are a terrific method for you to advance your candidacy.

Clients say it is their use of carefully rehearsed stories—STARs—that most impresses interviewers and wins job offers. You should continually be thinking of and writing down STARs that are memorable and support your relevant skills and experience. The more STARs you have, written earlier in the process, the faster, easier, and better your job search will go.

Write and practice articulating your STARs, emphasizing the benefits that employers would derive from having you as an employee. By advancing your talents and strengths in this way, you will be better able to distinguish yourself from other candidates.

Why write STARs?

- STARs make you more credible when discussing your background.

- STARs help you to be remembered.



Developing STARs

STory

1. State what you did in onesentence.

Example:

⇒ I developed a program to promote awarenessamong high school students about datingviolence and domestic abuse.

Action

2. Tell a story of the process youwent through to achieve the desired outcome.

Use 4 - 5 bullet points to concisely demonstrate what you did.

The statements should be in “I (action verb)” format.

Example:

⇒ I determined a need for a dating violence anddomestic abuse program in high schools.

⇒ I gathered information and conductedresearch on dating violence and domesticabuse prevention programs.

⇒ I compiled an outline of the program thatincluded lectures, small group exercises,games, questions and answers, opendiscussions, and role-playing.

⇒ I synthesized the information and tailored itto satisfy the objectives of the organization.

⇒ I submitted the program for review.⇒ I answered questions and completed the final

draft of the program.

Results

1. Explain the results of theprocess using 3 - 4 bullet points.

Try to use quantitative (#, %, $) and qualitative statements whenever possible.

Example:

⇒ I saved $20,000 by not outsourcing theproject.

⇒ The program received a $7,000 grant fromthe city police department to pay foradministering it to high school students.

⇒ The program enrolled over 150 participants.⇒ I felt a sense of accomplishment knowing

that I participated in the process of educatingstudents on this important topic.

The Result is the quantified amount of time you saved with your action, the increase in productivity that occurred, the money you saved the company in materials, or the revenue you created.

↑ INCREASED PRODUCTIVITY ↑ INCREASED REVENUES ↑ INCREASED QUALITY ↓



How to Use STARs

Developing STARs is an important step in the process of marketing your skills to potential employers. It is also critical to articulate how your skills relate to the specific industry or position you’ve targeted for employment. In order to do so, you need to develop STARs that convey the relevance and worth of your transferable skills. This takes practice – and through networking and participating in practice interviews, you can perfect your ability to bridge your transferable skills to the needs of potential employers.

The below example illustrates:

1. How to use a STAR in an interview when the interviewer does not directly ask for a storyor example.

2. How to give an abbreviated version of a STAR.

3. How to bridge the gap between your skills and the employer’s needs.

1. Address the question asked.

Example: “What are your three greatest strengths?”

I am organized, analytical, and take initiative.

2. Provide a full STAR or an abbreviated version of your STAR as an example toillustrate and support your answer.

Example (abbreviated STAR):

Let me give you an example to illustrate those strengths. I developed a new program to educate high school students about dating violence and domestic abuse issues. I conducted the research, wrote the content, synthesized the outline, and completed the final draft of the program. My efforts saved the organization $20,000 as well as brought recognition and funding from a city police grant for administering it. It also enrolled over 150 participants.

3. Connect or correlate the benefits to the employer. It is important to “connect-the-dots” so the employer sees the relevance of your presented skills and experiences to their needs.

Example:

I can provide your organization with similar savings by heading up training programs that you would otherwise have to outsource. In addition, I have the expertise you are looking for to develop programs geared towards high school-age audiences.



STAR JumpstartHere are some questions to help develop your STARs:

1. Did you help increase sales?

2. Did you save your organization money?

3. Did you institute a new system or procedure in yourorganization?

4. Did you identify a problem in your organizationpreviously overlooked?

5. Were you ever promoted?

6. Did you train anyone?

7. Did you suggest any new products or programs foryour organization that were implemented?

8. Did you help establish any goals or objectives for yourorganization?

9. Did you change, in any way, the nature of your job?

10. Did you have important ideas?

11. Did you do anything that you or others thought youcould not do?

12. Did you ever undertake a project that was not requiredbecause you were intrigued with the problem?

13. Did you do anything to make your own job easier?

14. Did something so great ever happen at the office thatyou had to tell someone about it?

15. Were you ever given an award or recognition?

16. Have you ever pleased a customer or client?

17. Were you ever recognized by fellow employees orsupervisors?

18. Did you learn a new skill and implement it quickly?

19. Did you ever exceed company’s expectation of you?

20. Did you accomplish anything related to your joboutside of work?

Tips on Writing STARs: • Create a library of 5-10

STARs • Choose STAR topics which

are varied and versatile • Write Macro & Micro stars• Write at least one STAR on a

personal achievement• Be prepared to use your

STARs in different contexts• Practice your STARs, but

don’t memorize them



Exercise: Write STARs

Story:

Actions:

Results:

Story:

Actions:

Results:

Accelerated Achieved Acted Adapted Addressed Administered Advised Advocated Allocated Analyzed Appraised Approved Arbitrated Arranged Assembled Assessed Assigned Assisted Assumed responsibility Attained Audited Authored Balanced Billed Budgeted Built Calculated Carried Out Catalogued Chaired Channeled Clarified Classified Coached Collaborated Compiled Computed Conceived Conceptualized Conducted Consolidated Consulted Contacted Contracted Converted Convinced Coordinated Corresponded

Counseled Created Customized Cut Delivered Delegated Demonstrated Designed Determined Developed Devised Diagnosed Directed Dispatched Distributed Documented Doubled Drafted Edited Educated Eliminated Enabled Encouraged Engineered Enlisted Established Evaluated Examined Executed Exhibited Expanded Expedited Explained Extracted Fabricated Familiarized Fashioned Formulated Founded Functioned Gathered Generated Guided Handled Headed Hired Identified Illustrated Implemented



Exercise: Write STARs, continued

STory:

Actions:

Results:

Story:

Actions:

Results:

Improved Increased Influenced Informed Initiated Innovated Inspected Instituted Installed Instructed Integrated Interpreted Interviewed Introduced Invented Investigated Lectured Maintained Managed Marketed Mediated Moderated Monitored Motivated Negotiated Operated Ordered Organized Originated Overhauled Oversaw Performed Persuaded Planned Prepared Presented Prioritized Processed Produced Programmed Projected Promoted Provided Publicized Published Purchased Recommended Reconciled Recorded Recruited

Reduced losses Reduced costs Referred Remodeled Reorganized Repaired Represented Researched Resolved Restored Retrieved Reviewed Revitalized Saved Scheduled Screened Served as Served on Set goals Simplified Sold Solved Specified Spoke Streamlined Strengthened Summarized Supervised Supported Surveyed Systematized Tabulated Taught Tested Trained Transformed Translated Tripled Typed Uncovered Unified Upgraded Validated Won Wrote


Welcome to Charting Your Course - Notus Human Capital · Welcome to Charting Your Course We are...

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