Diane L. Moore, B.A., M.Ed., CMF

Diane Moore is a professor at George Brown College in Toronto teaching in the Career & Work Counsellor Program. She is also editor of The Office Professional newsletter, a monthly publication for office support staff, and author of CareerAbility: Skills Office Professionals Need to Succeed in the 21st Century. She has worked in the field of career counselling, adult education, consulting, outplacement, writing and editing for the past twenty-five years.

An experienced keynote speaker and published author, Ms. Moore has written more than 1800 articles and conducted workshops for thousands of people on topics such as job interview skills, career management, dealing with change, presentation skills, conflict management, assertive communication, balancing work and family, and working with different personality styles. Ms. Moore has completed Life Skills I and II certification and also holds certifications in Career & Employment Information Specialist, Personality Dimensions, Survivability and the Myers-Briggs Type Indicator. She has also completed the Constructivist Counselling certificate at George Brown College. 

Ms. Moore has a Bachelor of Arts degree in psychology from York University, and a Master of Education in counselling psychology, from the University of Toronto. In 2009, she was awarded the designation of Career Management Fellow by the Institute of Career Certification International, and was voted one of the top 20 professors at George Brown College by students. She is currently a member of the board of the Toronto Chapter of the Association of Career Professionals International.

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Sheryl Spanier, B.A., M.S., CMF

Sheryl Spanier has been assisting executives to enter, excel in and exit organizations for over twenty years. Her combination of quick insight, energy, nurturing, and pragmatism has enabled those with whom she consults to develop strategies designed t o implement successful personal and professional change. Sheryl’s unique experience spans business development, proposals, project planning and management, platform delivery and individual service. Her practice focuses on senior level career management, leadership strategy, team engagement and executive coaching.

Sheryl has been instrumental in building organizational consulting, executive coaching and career management/transition practices at four premier human capital services firms serving Fortune 1000 companies. She has worked with individual executives and their staffs to develop and deliver programs for leadership strategies, team engagement, career management, the psychology of success, crisis intervention, managing change, assessment, coaching techniques, and performance. In addition, she has launched and executed marketing and sales initiatives that have significantly expanded brand recognition and business results. Sheryl’s professional experience also includes executive search, public sector programs, (including the Reagan/Bush transition team and equalization of opportunity programs) and academia.

Often quoted in the media (The New York Times, Wall Street Journal, Psychology Today, Newsday and National Business Employment Weekly), Sheryl is the co-author of three Executive Career Guides www.notime4 theories.com, has published numerous articles, and has appeared on television, radio (NBC, CNBC and ABC). She is a founding member of the Association of Career Professionals International, and is certified as a Fellow by the Institute of Career Certification International, is a member of the Financial Women’s Association, New York Human Resources Planning Society, The National Career Development Association and the YAI Business Advisory Council. Sheryl has an undergraduate degree in English from Hunter College, is a member of Phi Beta Kappa, and holds a Master of Counseling obtained at Columbia and LIU. She and her husband live in New York City and have two adult sons.

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Maribeth Renne, CMF, Governor ICC International Board

Global Ambassadors Hold Premier Meeting:
Representatives Come Together From Around the World

ICC International hosted the much anticipated first meeting of Global Ambassadors on May 4th.  Former ICC International Chair Jean Walker, CMF led this effort with support from Current ICC International Chair Kathy Blanton, CMF.

Participating in this inaugural event were Global Ambassadors Robin Ball of China, Tony Crosby CMF of Australia, John Fitzgerald of Ireland, Nick Hawkins CMF of the UK, Paul Heng CMF of Singapore, Spencer Liles CMF of Midwestern US, Bruncha M. Milaszewski CMF of Abu Dhabi, David B. Opton of Northeastern US, Maribeth D. Renne CMF of Eastern US, and Monisa Wan CMF of China.  Jean Walker shared the perspectives from West Coast US and Kathy Blanton, from the center of country music, Nashville.

The mission of this group, simply stated, is to bring together leaders in the career management services field, business, government, academia, associations and related professions to share insights and discuss marketplace issues in their respective areas of the world.  Their purpose for joining together in forum is to enhance global recognition of the value of professional certification by providers of career management services and to ensure their expertise and experience meet appropriate standards, as evaluated and verified by recognized leaders of the profession.

Jean Walker was the driving force for pioneering this global forum effort and she laid out the value achieved by having esteemed people from so many different places coming together to discuss and share Career Management issues. 
                      
Ambassadors each spoke about what, in each of their respective areas of the world, is occurring related to careers and the global marketplace.

Topics of discussion included:

• Growing concern in the UK as many headhunters and major recruitment firms have begun offering Career Services as a ‘freebie add-on’.  In the UAE, headhunters are delving into career management and charging for the services and the government is hiring all types of professionals, oftentimes without any specific career coach expertise and credentialing, to offer career services to the population. 
• Companies doing restructuring in Asia, responding to growing change.  There is a need there for more trained career coaches.
•  Global influences and a trend toward having only individuals from the company’s country seated in the highest level positions.  This practice has spawned a new term, ‘career stall’ in the Midwestern United States, where Americans feel they can go no further up the corporate ladder because of their country of origin.
• People in Hong Kong are entering Career Coaching as a second life career.   
• Hong Kong is recovering from the financial tsunami.  Young people, however, are having difficulty finding jobs.  Rigid standards have gone into place for membership in the Institute of Human Resource Professionals.  Minimum wage standards are being explored and discussed.
• Pharmaceuticals and new-tech businesses are both strong in Ireland.  Some Career Professionals there are adding Financial Planning offerings to meet the financial challenges people are experiencing in Ireland.   
• Australia is experiencing a decline in the field of manufacturing.
• Throughout the U.S., senior level professionals are still very much in a state of shock and acutely aware of the financial melt-down and the effects it has had.  People are more concerned about how they are going to dig their way out of a difficult situation.  It is a slow process and on-going catastrophes such as oil spills and floods impact recovery as well. 
• Many executives are experiencing difficulty changing industries in their fifties so there are age-related issues.
• U.S. companies in the Northeast have become as lean as they can possibly be and employees who remain in organizations are feeling overworked and unappreciated.   Career Professionals would be wise to coach leaders to strengthen and develop the employees who remain in their organizations. 
• Healthcare and commercial printing are growing in Nashville and, of course, music remains strong as an industry.  There is lots of concern about healthcare reform in the US and people are taking a wait and see attitude.  
• Portland, Oregon, continues to experience a high unemployment rate there.  Compounding this are generational differences with five very different generations vying for jobs in the workplace.   Many of the new younger workers have had ‘helicopter parents’ who have hovered over them and now managers struggle to lead such a high maintenance group of employees.

Ambassadors see as the most important characteristics for a successful leader in 2010:

• Understanding of various cultures – knowing when to defer and not take an action that results in the loss of face for someone of that culture.     
• Authenticity and integrity in a leader are very important.
• Honesty, humility, and the ability to coach.
• Communication is very important for leaders to be effective both laterally as well as down.  When people feel they have been leveled with and listened to, they are more likely to trust and weather the changes in the organization.
• Going from a command and control leadership style to a style that deals better with the modern world.
• Inspiring a team when things are not going well. 
• Strengthening the leader’s own resilience to help the people under them.
• Promoting younger people by employing a lot of support and coaching.
• Learning on the job.  Countries will need to get out of debt and leaders will have to learn on the job about how to handle all this.
• Dealing with a lack of trust.  People don’t trust their leaders due to everything that has happened in organizations.  People are looking for real, authentic, trusted leadership.  Individuals will have to define what they mean by authenticity and coaches will have to be more attuned to hearing what that loss of trust really is.  People are not loyal to jobs, supervisors, and companies any more.  All this will be interesting in leadership development.

When asked how the role of career management is changing in the new world of work, Ambassadors gave the following advice to those in the profession:

• We need to better engage HR professionals to devote resources to help employees and themselves to manage their own careers.
• Because organizations are so lean this opens the door for us to do more leadership coaching.  This is an area of growth for us.
• Our role is to try to help people to pilot their way through their careers.   People are much more serendipitous than planned and by the time they really figure it out, they can be long into their career-life.  We need to build the profession so people will see career management for themselves as something viable and engage in it earlier.  Financial, career, and spiritual concerns are three areas we need to be mindful of when we deal with people. 
• Professional certification is very important in avoiding a situation where unqualified individuals put up a brass plate and call themselves Career Coaches without proper qualifications.  It is so important for those in our profession to spread the world about ICC International.

ICC International will host the second Global Ambassadors Forum in the fall on October 12th.

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The following article was written by ACP International, Greater Philadelphia Chapter Past President, Jane Finkle for Career Convergence, web magazine of the National Career Development Association and we want to share it with our Certificants.

 
Jane Finkle, M.S., NCC

Many of my clients who take advantage of social media have discovered a fast and relatively easy method for conducting career research, expanding their professional network and developing a more comprehensive strategy to support their job search. There is a well established philosophy behind the art of connecting with people as the optimal way to explore careers and find opportunities. Social Media embraces this philosophy but uses the powerful engine of the computer to further drive and support the career development process. As career professionals, we can no longer deny that social media has become a major force in our work with clients and students at all ages and stages in their career development. Whether they are at the exploration stage or focused on job search strategy, our clients will miss out on opportunities if they don't understand or use social media as an essential tool in achieving their career goals.

Below are examples that demonstrate how dynamic social media, particularly Linkedin, can be at various stages of career development.

Case 1-DAN
Dan, a former university colleague, was linked to me via Linkedin. He applied for a tech position at a publishing firm in Philadelphia. As he looked through my list of contacts, he noticed that I knew someone who worked at the same publishing house. He emailed me to ask if I would introduce him to my contact. I agreed, emailed my contact and she agreed to talk to my former colleague, Dan. They connected via email and phone and she offered to forward his resume to the hiring manager. Subsequently he was interviewed for the position.

Case 2- JAMES
James, a young professional whom I was guiding on job search applied for a position at SAP, a multinational computer software company, and complained that there was no way to get through to an HR person to follow up on his application. James is a recent MBA graduate from Penn state so I suggested he check to see if there were any SAP alumni from his alma mater as well as checking his Linkedin contact list to see if any of his contacts knew someone at SAP. It turned out that that James was linked to a former Penn State Professor who was linked to the Director of Global Development at SAP. Through the normal route of Linkedin introductions, the SAP global director circulated James' resume to appropriate divisions and agreed to stay in contact with James regarding future positions. James eventually interviewed for a position at SAP and was offered a job.

Case 3- LINDA
Linda is currently a nurse who has advanced to an administrative position. Though successful, she has become disillusioned with her field and questioned whether nursing was the best career match. As an undergrad she had majored in Fine Arts but was pushed by her family to pursue nursing as a more practical field. Through a careful assessment process and discussions, Linda became attracted to the field of Landscape Architecture. To ensure this was the right direction for her, I encouraged her to research and talk to professionals in field. I spent some time highlighting the traditional tried and true methods of gathering career information from alumni networks to professional associations. However, I conducted the majority of the session with my laptop showing Linda how to set up a profile and how to find people and groups using Linkedin as well as employer information and job postings. During that process we discovered several Linkedin Landscape Architecture groups. She contacted one of these groups and was able to ask general questions. Several members of the group offered to give her an informational interview. When I next met with Linda, she was excited about the treasure trove of information and expertise she found through Linkedin.  Pursuing a career in landscape architecture is now a more informed and realistic possibility.

These brief examples illustrate the energy and resources that one form of Social Media, Linkedin, provides to our clients and how this resource nurtures our ability to support and empower them. Whether it's Linkedin, Facebook or Twitter, social media is revolutionizing career development in many exciting and positive ways. Keeping pace with this technology is crucial because many clients now expect Career Counselors to be experts in the navigation and use of social media, and employ it to their advantage. More importantly, we need to recognize that social media is changing the way we are viewed and evaluated as a resource to our clients.

Helping Clients Take Advantage of Social Media:

• Write and develop your own professional profile on Linkedin. This will enable you to demonstrate to your clients that you have the knowledge and skills to support them in using this resource.
• Help clients draft sections of their Linkedin profile. In many ways this process is similar to how we work with clients on their resume writing skills.
• Show clients how to use the Linkedin search tabs to find people, companies /organizations and groups and educate them on the etiquette of contacting professionals online.
• Give clients assignments that require using Social Media to support their career goals.

Jane Finkle is a Career Consultant at Career Visions and Career Counselor at Bryn Mawr College. She helps clients with career assessment, transition planning and workplace adjustment and provides training and coaching to emerging women leaders in non profits through the Valentine Foundation. Jane has an MS in Counseling and is a National Certified Counselor (NCC). She can be reached at: www.careervisions.cc or info@careervisions.cc

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Maribeth Renne, CMF and Governor, ICC International Board

We want to share your successes!!

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By Beth Ann Wilson, CMF, Governor ICCI

 
National Career Development Association 2010 Conference

June 29 – July 2 in San Francisco, California, USA

A Bridge to a Brighter Future is the theme for NCDA’s global conference. NCDA is expecting 1,000+ attendees at this professional development event for career development professionals across all areas of career development and in all settings.
Keynote speakers include Jason Ryan Dorsey and Beverly Kaye. For more information and early bird registration by February 1st visit: www.associationdatabase.com/aws/NCDA/pt/sp/conference_info

The IAEVG - Jiva International Conference

8 – 10 October in Bangalore, India

Jiva means life in most Indian and many Asian languages. This Conference invites you to explore career as a celebration of life and the dynamics of the individual's fruitful engagement with the world. An international team of scholars have identified five themes for the Conference. Special sessions will explore new forms of presentations including submissions of folk tales or artifacts that characterize work and career in your region. Register at www.jivacareer.org/conference.html

Association of Career Professionals International 2010 Conference

October 24 – 31 cruising aboard the Ruby Princess in the Eastern Caribbean

A New World Market: Global Positioning for the Career Profession is the theme for this exciting conference at sea.  For cruise details and coming program information, visit
portal.zzeem.com/acpi/Home/tabid/1055/Default.aspx

Canada's National Conference on Career Development - Cannexus 2011

January 24 – 26, 2011 in Ottawa, Canada

CERIC, the Canadian Education and Research Institute for Counselling presents Cannexus 2011 - a national, bi-lingual conference promoting the exchange of information and innovative approaches in the areas of career counselling and career development. Confirmed keynote speakers include the twenty-first Prime Minister of Canada, The Right Honourable Paul Martin, motivational speaker Roxanne Jean and the managing partner of Bright and Associates with an international reputation as a career development professional, Jim Bright. Details and registration at www.cannexus.ca/

Careers Conference 2011

January 24-26 in Madison, Wisconsin

The Future is Here is the theme for the 25th annual Careers Conference is hosted by the Center on Education and Work, part of the School of Education at the University of Wisconsin-Madison. It is one of the largest and most comprehensive events of its kind, featuring top quality professional development for those who work with students and adults of all ages. The conference serves to connect practitioners from across the country and beyond with information about practices, strategies, and programs that address important issues in a changing global economy. www.cew.wisc.edu/careersConf

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We need YOU! We especially need Spanish-speaking and French-speaking volunteers to assist in translating ICC International documents on the website. Contact Governor Don Smith: don.smith@sympatico.ca.

Please reach out to the ICC International Governor who spearheads your area of interest:

• Application and Review – Beth Ann Wilson, CMF
  workworth@comcast.net
   
• Communications and Engagement – Maribeth D. Renne, CMF
  maribeth@MaribethDRenneCMF.com
   
• Marketing and Relationship – Kristina Vohma, CMF
  kvohma@vohmaconsulting.com
   
• Finance – Mike Tate, CMF
  mtate@vantageassociates.com
   
• And for those of you who have other ways of volunteering, please contact Maribeth Renne.
  maribeth@MaribethDRenneCMF.com
   

We look forward to hearing from you!

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ICC International
World Headquarters
618 Church Street, Suite 220
Nashville, TN 37219
tel: (615) 250-7789
fax: (615) 254-7047
info@careercertification.org
careercertification.org

We hope you enjoy this issue and, as always, look forward to hearing from you. - Marilyn Stika, MSO, CMP, Editor, ICC International Global Update.

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