23 Jun Vocation ?Describe your understanding of vocation (calling), what it means to you and what you believe your vocation might be. Use at least one of the Ted Talks or artic
The paper should include all of those thing.
APA Format/Overall Organization: Title page, appropriate headings, reference page. Organize the paper in a coherent way. Make sure to proofread your paper for spelling and grammar errors.
Vocation Describe your understanding of vocation (calling), what it means to you and what you believe your vocation might be. Use at least one of the Ted Talks or articles in Moodle under Unit 3.
Introduction Introduce who you are and what is important to you. Summarize your personality, interests, values, skills and experiences in 2-3 paragraphs. (How would you briefly describe yourself in a cover letter or in an interview?)
Birkman Report Birkman Map: Describe your Interests, Usual Style, Needs and Stress behaviors and if you agree with it. Why or why not?
Birkman Interests: Describe your top 3 areas of interests and if you agree with the Birkman. Why or why not?
Career Path
Choose one potential career path that would be a good fit for you based on what you know about your skills, interests, values, and experience. Describe why you chose it.
Action Steps: Name three steps you can take to bring you closer to that career path. What are the obstacles or challenges that could potentially get in your way? Who can help you? How?
Resume Create a targeted resume for this career path. Highlight your skills and experiences that would make an employer want to hire you for the career path you have chosen.
The Birkman Method
Behavioral and Occupational Assessment
for Leadership & Team Development
Why TWU uses Birkman for the BA LEAD
Birkman provides insights that help leaders:
Leverage their natural leadership style
Know how to stay recharged and recognize when they are getting stressed
Remain effective in high pressure moments
Lead others in ways that will meet their needs
Career Exploration Report
Self-assessment is the first step in the career planning process…
This report is designed to give you a deeper understanding of yourself and the career options that are your best fit.
Your report can help confirm career choices you are making, show you alternative career choices and build your personal awareness of the strengths, motivators and working environments that will help you succeed.
Basic Concepts
What Birkman Measures
USUAL BEHAVIOR
How you usually behave (when your needs are met); your strengths, which compose your best, most productive style.
This is how other people see you.
NEEDS
How you need and expect to be treated by other people and your environment.
Often unseen by others.
STRESS BEHAVIOR
Your frustrated behaviour; your reactive,unproductive style.
How you act when your needs go unmet.
INTERESTS
What you like to do, the results you want.
The kinds of activities that give you the most satisfaction.
What Birkman (Really) Measures
Birkman is a linguistic assessment that seeks to measure the “mindsets” or “perceptions” that drive a person’s Behaviours & Motivations
Usual Behaviour
Stress Behaviour
Interests
Needs
(Hidden)
(Observable)
The Underlying Insight
– Roger W. Birkman, Ph.D
“The reality of life is that your perceptions – right or wrong – influence everything else you do; when you get a proper perspective of your perceptions, you may be surprised how many other things fall into place.”
Birkman Colors
With Birkman, color becomes shorthand for understanding fundamental differences between personality types.
Birkman Map
Birkman Map
Extravert
Introvert
Task
People
Symbol location is mapped on two axes
Birkman Map
Based on opposites
Thinker
Doer
Communicator
Analyzer
Birkman Map
Intensely Green
Moderately Green
A Blend of all colors
Symbol location is expressed as an intensity of color
Usual Behavior
YELLOW USUAL BEHAVIOR
Focused
Collaborative
Consistent
Independent
RED USUAL BEHAVIOR
Practical
Active
Decisive
Candid
GREEN USUAL BEHAVIOR
Flexible
Sociable
Responsive
Competitive
BLUE USUAL BEHAVIOR
Reflective
Tactful
Expressive
Suggestive
The Diamond represents your Usual Behavior
Needs
YELLOW NEEDS
Protection from interruptions
Detailed directions
Consistency
RED NEEDS
Direct authority
Outlet for energy
Clear-cut situations
GREEN NEEDS
Recognition
Group interaction
Flexibility and varied activities
BLUE NEEDS
Opportunities to express feelings
Time for reflection
Respect
The Circle represents your Needs
Stress Behavior
YELLOW STRESS BEHAVIOR
Rigid and overly insistent on rules
Reluctant to confront others
Resistant to change
RED STRESS BEHAVIOR
Become impatient
Dismiss others’ feelings
Be busy for the sake of it
GREEN STRESS BEHAVIOR
Fail to follow the plan
Easily distracted
Distrust others
BLUE STRESS BEHAVIOR
Find it hard to take action
Discouraged
Indecisive
The Square represents your Stress Behavior
YELLOW INTERESTS
Developing procedures
Working with numbers
Scheduling activities
Analyzing details
Interests
RED INTERESTS
Building/Implementing
Solving problems
Seeing finished products
Working with your hands
GREEN INTERESTS
Promoting
Motivating
Selling and persuading
Working with people
BLUE INTERESTS
Visual appeal of designs
Involvement of music
Using words or stories to communicate
The Asterisk represents your Interests
Going Deeper
Birkman Interests
Birkman Interests
Interests are motivators (what drives and energizes you)
Activities you like (not skills or aptitudes, only interests)
High scores (75+) show a strong interest
Low scores (-25) show areas you may tend to avoid
Mid-range scores (40-60) are moderate interests
90 and above – activity is more than an interest; it’s something you need to have (a life mandate) to be fulfilled
Birkman Interests
Red Interests
Outdoor: Work in an outdoor environment (i.e. playing outdoor sports, farming, gardening)
Technical: Hands-on work with technology and machinery (i.e. programming, assembling, using gadgets)
Scientific: Research, analysis, intellectual curiosity (i.e. investigating, exploring, experimenting)
Green Interests
Persuasive: Persuading, motivating, selling (i.e. debating, influencing, promoting)
Social Services: Helping, advocating for people (i.e. teaching, counseling, volunteering)
Blue Interests
Artistic: Creation, appreciation for arts, aesthetics (i.e. painting, appreciating art, designing)
Literary: Appreciation for language (i.e. writing, reading, editing)
Musical: Playing, singing or listening to music (i.e. attending concerts, collecting/appreciating music)
Yellow Interests
Administrative: Systems, order and reliability (i.e. systems tracking, record keeping, categorizing)
Numerical: Working with numbers and data (i.e. accounting, investing, analyzing)
Preferred Work Styles
Management Styles (Development Samples)
Knowledge Specialist (psychologists, psychiatrists, physicians, professors, therapists, lawyers, counsellors, researchers)
Directive Management (operations managers, engineering managers, project managers, construction managers, etc.)
Delegative Management (property managers, hotel and restaurant mangers, bank mangers, accounting managers)
Specialist Style
High scores indicate strong alignment with professional functions.
Tend to manage by relying on specialized knowledge.
Likely to utilize both directive and delegate approaches to effecting progress, but more subtlety and collegially than their more traditional colleagues.
Directive Style
High scores indicate strong alignment with production or operations functions
Tend to direct the efforts of others, using “hand-on” approaches to effect progress with others.
Red managers typically exercise closer (tighter) control through direct oversight of activities, frequently showing or telling others what to
Delegative Style
High scores indicate strong alignment with either (or both) sales or administrative functions.
Tend to delegate tasks, using “hands-off” techniques and mechanisms to effect progress through others.
Green managers typically delegate through “chain of command,” while Yellow managers typically rely on systems and procedures.
Corporate Styles
Work Motivation (willing worker scale):
Low = work needs to be meaningful (entrepreneurial)
High = happy to work as a means to an end
Self Development (educational attainment scale):
Low = willing to formally learn as a means to an end
High = loves formal learning for the sake of learning
Corporate Adaptability (work ambition scale):
Low = works because they have to
High = works because they get to
Social Styles
Social Adaptability (work attitude scale):
• Low = cares more about work life balance
• High = cares more about work for work’s sake
Social Responsibility (work behaviour scale):
• Low = diverges from traditional work values
• High = conforms to traditional work values
Work Preferences
Scores, ranging from 1-10, are a series of inverse pairs. Each pair will always add up to 11. So, you cannot be high or low on both scores in a pair.
Pairs address three work preference questions:
• Public Contact/Detail: How you prefer to work?
• Global/Linear: Where you prefer to work?
• Conceptual/Concrete: What you prefer to produce?
How you work?
Public Contact: High scores indicate a preference for work which is highly interactive (talking people).
Detail: High scores indicate a preference for work which is task oriented (task people).
Where you work?
Global: High scores indicate a preference for work which is based in the physical office setting.
Linear: High scores indicate a preference for work which is not physically confining or restrictive.
What you produce?
Conceptual: High scores indicate a preference for work that that is in service to others (working in the system; the process aspects of work).
Concrete: High scores indicate a preference for work that produces tangible output/results (working on the system; the project aspects of work).
Job Families/Job Titles
Job Families/Job Titles
Job Families are groups of occupations based upon similar work functions performed
Most similar in personality to those who have found satisfaction in their work
Not based on ability or skill
Job Families/Job Titles
Job Titles measure satisfaction with work tasks associated with a job title
Listed in descending order, from highest match to lowest match
O*net (website)
Research a Job Title of your choice:
What is the job outlook?
What are 2-3 skills that are required for this job?
Have you ever considered this job for yourself?
Conclusion
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Career
Identity – Purpose – Direction
What am I going to do next?
OR
What am I going to do for the rest of my life?
PROTOTYPE
“Prototypes should be designed to ask a question and get some data about something your interested in…prototypes help you visualize alternatives in a very experiential way. That allows you to imagine your future as if you are already living it (p. 112).”
What are some potential ways to prototype a possible path?
NOW it’s YOUR turn…
Let’s Brainstorm together!
PROTOTYPE Conversation
How did you get started in this career?
What are your main tasks/responsibilities?
What do you like most about your work and the career you have chosen?
What do you dislike most about your job and the career you have chosen?
What kind of education, training or experience do you need for this career?
What personal characteristics do you think are needed for someone to be successful in your career?
Have any changes in the labor market or elsewhere affected your work? What changes can you foresee in the future?
What advice do you have for someone interested in this career?
Is there anyone else you would recommend I speak about this career, or any resources you would recommend I explore that would help me?
PROTOTYPE Conversation
Network
Warm Contacts
Lukewarm Contacts
Cold Contacts
Who could you ask for a prototype conversation (life design interview)?
What would you write in an introductory email?
Prototype
LinkedIn:
a social networking website aimed at professionals, allows members to contact past and current colleagues, look for a new job, uncover new business opportunities and network with experts within a particular industry.
Job Search
Opportunity: how to find a job?
Canadian Websites (links on Moodle)
Read Chap 7 from DYL
Agree or Disagree?
It’s not WHAT you know, it’s WHO you know?
Resume
Resume
A written summary of your experiences and skills and most often used in getting a job.
Resume
Three important considerations:
1. Your audience
2. Avoid generic “fluff”
“Sold merchandise”
OR…
“Increased weekly store sales by 20% in the first month of employment”
3. Make it professional & attractive
PROOFREAD!!
Resume
Three types of resumes (resume handbook on moodle):
1. Chronological – emphasizes experience by listing job titles and responsibilities and dates
2. Functional – highlights qualifications with little emphasis on dates
3. Combination – emphasizes experience and skills
Sections of a Resume
1. Heading
Name/phone/email/address
2. Job Objective or Highlights of Skills/Qualifications
Objective: Market researcher
Objective: Marketing or grant-writing position for a non-profit organization
Sections of a Resume
2. Highlights of Skills/Qualifications:
Bilingual Chinese/English
More than 3 years of experience in customer service occupations
Extensive experience with PC and Mac operating systems
3. Education
School, graduation date, major(s)
Sections of a Resume
4. Experience
List most relevant parts of the experience
Lead with action verbs
Provided customer service…
Organized office tasks…
Created Powerpoint presentations for…
Sections of a Resume
5. Interests (optional)
Is it relevant and do you have the space?
Resume Tips
Resume Don’ts:
Include a photo
Give the reason why you left your last job
Include References – they can be made available upon request
Use first person
Use the heading “resume”
Resume Tips
Resume Do’s:
Make sure it is accurate and honest
Use resume paper if printed
Use a proofreader!!!
YOUR TURN…Check out these resumes…
How are they good? How could it be improved?
resources
You majored in what? Mapping your path from chaos to career By Katharine Brooks
Designing Your Life: How to build a well-lived joyful life By Bill Burnett and Dave Evans
Finishing strong…
To Do:
– SETL (Course Evaluation)
– Watch NICK WANG interview on Moodle
– Final Assignment due July 29th at 11:59pm (PST)
THANK YOU!!!
Student Experience of Teaching and Learning
Your responses are confidential and anonymous.
You will be given 15 minutes to complete the survey.
Go to: setl.twu.ca. Type this into your browser.
Login using your TWU user name and password.
Click on the SETL for this course – LDRS 432 I5 SP21.
IMPORTANT: When you finish, hit the SUBMIT button.
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Learning Outcomes
Knowledge and its application
Understanding the value and role of vocational calling and career planning in the context of all aspects of life;
Formulate a clear description of one’s vocation and career planning;
Cognitive Complexity
Assess the impact of modeling and mentoring in effective leadership development;
Inter- and intra- personal wellness
Identify personality factors may influence the level of satisfaction in different types of work;
Leadership
Develop strategies for taking personal responsibility for career development;
Equip emerging leaders with the knowledge and skill to develop personal development plans for those they lead.
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LDRS 432: Building Leaders II Vocation and Career Planning
Summer 2021
Identity – Purpose – Direction
Work Orientation
What are we talking about?
Work
Career
Job
Calling
Vocation
Work Orientation Dr. Amy Wrzesniewski & colleagues
Job Orientation – means to an end
Career Orientation – focus more on success or prestige
Calling Orientation – form of self-expression and fulfillment
Work Orientation Dr. Amy Wrzesniewski & colleagues
You cannot predict someone’s work orientation based on their job title or income.
Work Orientation Dr. Amy Wrzesniewski & colleagues
Shifting your Work Orientation
Rewrite your Job Description
Change your Internal Job Title
Find the Hidden Purpose
Vocation
Vocation
The truth that God calls us to Himself so decisively that everything we are, everything we do, and everything we have is invested with special devotion, dynamism, and direction lived out as a response to his summons and service.
1. Primary Calling – We are called to Someone (God)
2. Secondary Calling – Our personal response to God’s call
Os Guinness
Vocation
“Vocation does not mean a goal that I pursue. It means a calling that I hear. Before I can tell my life what I want to do with it, I must listen to my life telling me who I am. I must listen for the truths and values at the heart of my own identity, not the standards by which I must live – but the standards by which I cannot help but live if I am living my own life.”
“Our deepest calling is to grow into our own authentic selfhood, whether or not it conforms to some image of who we ought to be.”
Parker Palmer from Let Your Life Speak
Vocation
“The place God calls you to is the place where your deep gladness and the world’s deep hunger meet.”
Frederick Buechner
Vocation
“Your profession is not what brings home your weekly paycheck, your profession is what you're put here on earth to do, with such passion and such intensity that it becomes spiritual in calling.”
Vincent van Gogh
Vocation
When we are heeding our calling,
“we are offering our gifts in service to something we are passionate about in an environment that is consistent with our core values”
Leider & Shapiro Whistle While you Work: Heeding your Life’s Calling
Vocation
It’s not so much WHAT you do, it’s HOW you do it.
Ted Talks
1. Go to Moodle (Unit 3) and watch TWO of the following Ted Talks:
How to Find and Live a Calling
Why Some of Us Don’t have One True Calling
More to Life than Happiness
2. Answer the Forum and Respond to one classmate
This Week
Reflection #2 Due: July 22nd by 11:59pm (PST)
Read DYL Chapters 6-8
Last class will be Wednesday
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LDRS 432: Building Leaders II Vocation and Career Planning
SUMMER 2021
Introductions
What is your name?
Where are you from?
What did you play when you were a child?
Syllabus
Identity – Purpose – Direction (kush & kim, 2004)
identity
Why is self-awareness important?
“Self-awareness is key to becoming an authentic leader” (George, 2007, p. 67).
Find the right role
Increase self-confidence
Be consistent
Connect with others
Complementary skills
How?
Pay attention to yourself
Take time to reflect
Self-assessments
And remember…”Self-awareness is only half of the challenge. You still have to accept yourself” (p. 82).
Ingredients
Ingredients of Identity
Personality
Interests
Skills
Values
Strengths/Gifts
Passions
Life Experiences
Personality
We are born with our personalities. They shape our thoughts, feelings, and behaviour and inform our interactions with others. There are many way to measure personality…
Where do you get your energy?
What information do you pay attention to?
Do you make decisions with your head or your heart?
Do you prefer a structured plan or do you prefer spontaneity?
Interests
Hobbies, interests, activities that we are drawn to. Interests can be related to career, but not necessarily.
Values
Values defined…
Strongly held beliefs that guide or motivate our attitudes and actions. They help us determine what is important to us.
What are YOUR values?
Core Values List (from jamesclear.com)
Authenticity
Achievement
Adventure
Authority
Autonomy
Balance
Beauty
Boldness
Compassion
Challenge
Citizenship
Community
Competency
Contribution
Creativity
Curiosity
Determination
Fairness
Faith
Fame
Friendships
Fun
Growth
Happiness
Honesty
Humor
Influence
Inner Harmony
Justice
Kindness
Knowledge
Leadership
Learning
Love
Loyalty
Meaningful Work
Openness
Optimism
Peace
Pleasure
Poise
Popularity
Recognition
Religion
Reputation
Respect
Responsibility
Security
Self-Respect
Service
Spirituality
Stability
Success
Status
Trustworthiness
Wealth
Wisdom
Skills
The ability to do something well.
TRANSFERABLE SKILLS (“portable”) – a set of abilities that are relevant and useful in many different areas of life and applicable in many settings
HARD SKILLS – require specific knowledge and training (language skills, ability to code, bookkeeping)
SOFT SKILLS – self-developed attributes acquired through experience (communication skills, character traits, leadership)
Strengths
According to Clifton and Buckingham (authors of Strengthfinders)…
TALENT x INVESTMENT = STRENGTH
pASSIONS
Life Experiences
Ingredients of Identity
Personality
Interests
Skills
Values
Strengths/Gifts
Passions
Life Experiences
To Do:
Participation: Ingredients of Identity Handout submit via Dropbox
Read DYL: Chapters 1-2
Reflection #1: Due July 15 submit via Dropbox
Have a great week!!
