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KNOWLEDGE BASE Our very Profession is a convergence of related service delivery professionals, hence we thrive on the sharing of best practices, analytical research, position white papers and the broadest offering of published narratives. Our industry's certification is aligned to competencies within six key areas which are reflected in the definitions below. The International Career Certification Board is the certifying body of our Professional Members. ICC International Certification is the Global Standard of Professional Excellence in Career Coaching, Counseling and Consulting. Certification warrants the career professional's competence and commitment to: * provide the highest quality services and skills to clients * maintain principled and ethical standards and relationships * achieve continued professional development and recognition * enhance opportunities to promote and deliver services Our knowledge base comes from our Professional Membership and will grow as we develop as Professionals. Our industry's Certification is aligned to our six key competencies listed below. Watch the knowledge base dynamically grow through the links we add and our papers. 1. Core - Skills, abilities and knowledge that are central to Career Management Professionals 1.1 Actively and continuously participate in personal and professional development in the career management field. example 1.2 Know and use interpersonal and rapport building skills with clients and peers. example 1.3 Demonstrate effective communication and conflict resolution skills. 1.4 Understand social and economic factors, and business/industry and labor market trends affecting organizations and individuals in today’s work environment. example 1.5 Incorporate career development theory into the practice of career management. 2. Individual Client Relationships 2.1 Assess an individual client’s needs, capabilities and limits. 2.2 Effectively advise people who are upset due to a sudden change in their employment or personal situation. 2.3 Clarify career services available, and indicate how progress will be monitored. Contract with a client for their delivery. 2.4 Have a thorough understanding of the client’s current or former business environment. 2.5 Assess when to refer a client with special issues or needs. 2.6 Identify external resources and, when necessary, link the client with community resources. example 3. Assessment 3.1 Demonstrate an awareness of and ability to use major assessment tools. 3.2 Lead each client toward an understanding of how assessment and/or psychological test results can clarify skills, aptitudes, interests, values, experiences and accomplishments. example 3.3 Guide clients in analyzing opportunities and through training and development increase employability skills. 3.4 Facilitate clients in setting longer-term career and life goals. 3.5 Following an assessment of entrepreneurial potential, work with clients to explore self-employment options. 4. Career and Transition Counseling and Training 4.1 Guide and support the individual client in taking personal responsibility for career decisions. 4.2 Teach or advise individuals to use a systematic process to make career decisions. 4.3 Help individuals research the labor market, determine growth potential in their chosen career direction and identify gaps in skills needed for identified work opportunities. example 4.4 Through job or work search counseling and training, facilitate clients’ ability to (a) understand business/economic trends, (b) develop job opportunities, (c) understand labor market data, and (d) use employer data. 4.5 Provide guidance on preparing resumes, cover letters and on other job-search related written materials. example 1 example 2 4.6. Advise and train clients in interviewing and negotiating. example 4.7 Train clients how to use multiple search avenues including; a) responding to publication or web advertisements, b) contacting recruiters and employment agencies, and c) making personal contacts through a networking process. 4.8 Present career programs or counsel on topics such as entrepreneurship, change management, planning for retirement, personal development and other relevant topics. 4.9 Lead groups of varying lengths using lectures, role-plays, simulations, case studies, group discussions and question and answer sessions. 4.10 With a client or organization, investigate and clarify the career paths available and capabilities needed for success. 4.11 Prepare managers in the proper methods of carrying out employee terminations. 4.12 Report on the progress of career management clients to organizational leaders. 4.13 Demonstrate proficiency, or evidence of skill-building in standard office applications including software for word processing, spreadsheets, presentations, client management, research, database management and e-mail applications. 4.14 Be familiar with Internet sources and show clients how to carry out a comprehensive career planning and/or training program using Internet databases, chat rooms, and the normal range of Internet based information. example 5. Organizational Consulting 5.1 Develop and deliver organizational training programs and staff consultations on topics related to career management. 5.2 Provide advice on how to set up an internal organizational career center and/or manage a career center. 5.3 Develop systems for employee learning and development to improve performance, enhance satisfaction, and further long-term career goals. 5.4 Assist selected managers and others by advising and training them in how to coach other employees in the area of career planning. 5.5 To increase organizational capability, provide leaders with assistance in using standardized assessment techniques to evaluate staff members. example 5.6 Set up succession planning and employee monitoring systems to assist organizations in continuous renewal. 5.7 Help organizations look at their internal corporate culture and how it can shape their career management processes. 5.8 Advise organizations on creative and efficient processes for carrying out career transitions. 5.9 Advise organizations on effective strategies and policies for retaining employees. 6. Coaching & Leadership Development 6.1 Through coaching, strengthen the capability of an individual or an organization by listening and clarifying, advising, suggesting alternatives and providing different perspectives. 6.2 For a specific person, carry out an analysis of work alignment and performance using assessment instruments, and through consultation develop a plan consistent with his/her capabilities and aspirations. 6.3 Identify development/remedial needs of the individual client or team, and make plans to advance knowledge and increase skills on an ongoing basis. 6.4 Develop and strengthen leaders to effectively lead work teams and organizations, taking into account the rapidity of change. 6.5 Given a variety of potential approaches to coaching (therapeutic, business, supportive, directive, eclectic, etc.) understand the appropriate approach to use to meet the unique needs of a client. example 6.6 Understand how an organization’s culture impacts individual career management. Use this knowledge to help clients develop effective career strategies. 6.7 Teach leaders how to maximize the development of individuals within the framework of achieving the goals of the organization. NOTE: It is our goal to cover all our competency areas with cumulative knowledge... as we do that, achieving a critical mass of information, we want this information available on a keyword search basis. Please share with us as we grow. |
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