Career Update for July

►Starting Your Own Business

Interested in starting your own business? This lab will look at the opportunities, risks and pitfalls of starting your own business and how you can evaluate your chances for success. Have you started your own business in the past? Come share your experiences, what worked and what didn’t!


Facilitator: Ron Ennis, Ph. D., CMF
Thursday, July 8th, 2:00-4:00 PM


► Technology & Transition: Get Linked on LinkedIn

Have a LinkedIn account but not sure if you are using it effectively? Come explore an in depth look at LinkedIn, one of the largest social media websites utilized by job searchers, recruiters and companies. Have a laptop? Bring it with you!


Facilitator: Matt Morscheck, MS, CMP
Thursday, July 15th, 1:00-3:00 PM


►Career Transition Workshop

The CTW is a core feature of your career transition services covering self-assessment, resume development, interviewing, negotiating, and more! It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

Facilitator: Matt Morscheck, MS, CMP
CTW: Thursday, July 20th & Thursday, July 22nd, 8:30-4:30 PM


► How to Find and Evaluate a Franchise Opportunity

Want your own business, but don’t want to start from scratch? This workshop will provide you with key steps finding and evaluating a franchise opportunity. Find out the critical “must know” areas for your research, where to find available franchise opportunities and the investment required, how to define your personal needs and the industry you select, and how to evaluate your personal and financial risk.

Facilitator: Page Nicol
Wednesday, July 21st, 10:30-12:00 PM


► Interviewing Series: Differentiating Yourself in the Marketplace

One of the most important elements of your job search is the ability to explain to others verbally what you have to offer, how you add value and how your skills and abilities will help you solve a problem for a prospective employer. Come learn how to differentiate yourself from other candidates that are interviewing for the same position.

Facilitator: Jean Erickson Walker, Ed. D., CMF
Wednesday, July 28th, 10:00-12:00 PM


Do you have questions about your Services?

Contact Lauren at lblystone@oipartners.net for a description of your services and your remaining services.

Individual Appointments:
All programs include individual one-on-one appointments with a career coach. To schedule an appointment, call us at (503) 221-8747 or email: pathways@oipartners.net

Job Search Support Group

A weekly gathering of Pathways/ OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require an RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM

This Week at Pathways: New Administrative Assistant

Dear clients...

Good morning. Hope you all are enjoying the sunshine, it’s about time! I wanted to take this opportunity to introduce myself, I’m the new Administrative Assistant here at Pathways. I have big shoes to fill, but I know I won’t disappoint you. I am looking forward to meeting and working with each of you! Portland is a wonderful place to call home.

No workshops or labs this week, but keep a look out for the July Career Update coming soon!

Looking forward to meeting you! Have a fabulous week!

"The life each of us lives is the life within the limits of our own thinking. To have life more abundant, we must think in limitless terms of abundance." –Thomas Dreier

Growing Companies Concerned...

Survey: Companies Growing Concerned About
Good Employees Leaving & Cost To Replace Them


Portland - June 22, 2010 - With more workers voluntarily leaving their jobs than being laid off for three straight months, companies are becoming more concerned they may lose good employees in a better job market, according to a survey by OI Partners-Pathways (Portland), a global talent management firm.

Almost two-thirds (64%) of companies surveyed by OI Partners are apprehensive they may lose managers in a better job market. About half of employers (48%) are concerned about losing executives.

More employees voluntarily quit their jobs than were discharged in February, March, and April this year, according to the most recent U.S. government statistics. In February - for the first time in 15 months, since October 2008 - the number of employees voluntarily leaving jobs exceeded those being laid off. Again in March and April, more workers voluntarily quit jobs than were discharged, according to the U.S. Bureau of Labor Statistics.

Replacing a manager or executive who leaves for another job, or one who turns out to be a bad hire or promotion, can be costly. It costs an average of 2.5 times an executive's salary, and 2 times a manager's compensation, to replace them, according to the survey of 262 companies by OI Partners-Pathways (Portland) (www.oipartners.net). The costs are for recruitment and training of the worker who leaves and the replacement, lost business, and severance pay and benefits.

Employers are at a greater risk for losing good workers with the economy adding jobs at even a modest pace. "There is a lot of pent-up frustration among employees who have survived layoffs, cutbacks, salary freezes, and other givebacks," said Jean Erickson Walker, managing partner of OI Partners-Pathways. "Some have stayed with their employers mainly because there were no other available jobs. But now there are a few more opportunities. Companies have to demonstrate to employees that they are valued by investing in their career development, or they may lose them," Walker added.

To bolster their efforts to retain managers and executives, 4 out of 10 companies are offering better salaries and benefits, and more than half of organizations are utilizing training, coaching, and other developmental programs, the survey found.

In addition to trying to retain good employees, companies need to pay closer attention to hiring and promoting the right people the first time. The biggest consequence of hiring or promoting the wrong executives is lower morale, according to 81% of surveyed companies. Other negative impacts of having the wrong executives in place are: lower worker productivity (according to 74%), lost business (53%), and higher employee turnover (48%).

The biggest negative consequences from hiring or promoting the wrong managers are: lower employee morale, cited by 84% of companies; decreased worker productivity (82%), and higher employee turnover (59%).

"Hiring or promoting the wrong executives and managers can damage the employee morale and productivity required to get businesses moving again. Companies need to adopt an effective talent management strategy to identify, develop, and retain top talent and ensure that employees are achieving their full potential. The survey demonstrates that businesses need to focus on coaching executives and managers in motivating employees, engaging them in their jobs more fully, and promoting better teamwork," Walker added.

U.S. Bureau of Labor Statistics data
Month Voluntary Quits Layoffs & Discharges
April 2010 1.98 million 1.75 million
March 2010 1.92 million 1.82 million
February 2010 1.85 million 1.82 million

According to results of the OI Partners Talent Management Survey:

- 64% of companies are concerned that managers may leave for other jobs in a better job market

- 48% of companies are concerned that executives may leave for other jobs

- Cost to replace an executive: Average 2.5 times executive's salary

- Cost to replace a manager: Average 2 times manager's salary

- Methods companies are using to retain executives:
In-house coaches and trainers: 52%
Better compensation and benefits: 45%
Outside coaching firms: 33%
Stock options: 28%

- Methods companies are using to retain managers:
In-house coaches and trainers: 67%
Better compensation and benefits: 43%
Mentoring programs: 27%

- Consequences of hiring or promoting wrong executives:
Lower employee morale: 81%
Decreased worker productivity: 74%
Lost business and market share: 53%
Higher employee turnover: 48%

- Consequences of hiring or promoting wrong managers:
Lower employee morale: 84%
Decreased worker productivity: 82%
Higher employee turnover: 59%
Lost business and market share: 52%

About OI Partners
OI Partners is a leading global talent management firm that helps individuals find new careers and employers to improve the performance of their employees and organizations. OI Partners is comprised of certified career management professionals who specialize in executive and group outplacement, executive coaching, leadership development, workforce planning, and talent management. The company was established in 1987 and is now located in 200 locally-owned offices in 27 countries with more than 100 U.S. offices. Please visit http://www.oipartners.net/ or call 800-232-5285.

This Week at Pathways: Cover Letter Lab & Technology & Transition!

Dear Clients,

To all Fathers, Happy Fathers Day! It was a lovely day of celebration and I hope that all of you enjoyed this past weekend. Summer is a busy time, so make sure to schedule any appointments.

It is an important week—Jean Walker, Ed.D., CMF is giving a much needed Cover Letter Lab, thank you to all who have been patiently waiting for this lab to arrive on our monthly Career Update! Also, interested in learning about Twitter? Matt Morscheck, MS, CMP is giving an Introduction to Twitter as part of the ongoing Technology & Transition Series!

This Week at Pathways:

Job Search Support Group
Tuesday, June 22nd; 9am-11am
Facilitator: Ron Ennis, Ph.D., CMF

Cover Letter Lab
Wednesday, June 23rd; 10am-12pm
Facilitator: Jean Walker, Ed.D., CMF

Technology & Transition: Introduction to Twitter
Thursday, June 24th; 1pm-3pm
Facilitator: Matt Morscheck, MS, CMP


Look forward to seeing you this week!


“The most fatal illusion is the settled point of view. Since life is growth and motion, a fixed point of view kills anybody who has one.”

--Brooks Atkinson

This Week at Pathways: Career Transition Workshop

Dear Clients,

A new day, a new beginning—let’s celebrate! You couldn’t have asked for a better weekend of SUNSHINE! I hope that you were able to soak it all up and recharge for the week! (Wow, that was three exclamation marks! Four. I promise I have not had more than three cups of coffee today! Five.)

Join us this week for our Job Search Support Group, Tuesday June 15th, 9:00-11:00am, and our Career Transition Workshop, Wednesday June 16th and Thursday June 17th; 8:30-4:40pm. If you have not taken the CTW, this would be a good time! Please RSVP.

Who can take the workshop? Anyone who has, never taken it before, needs a refresher, and or if you need to make up a day. The CTW is a comprehensive two day workshop covering the CORE of our services and is designed to help you target areas where you need the most help in your transition, making your one-on-one time with your counselor more productive! Struggling with developing your marketing materials, building your network strategy, and approaching tough interview questions? The CTW will cover these topics as well as many more!

Cheers!













“The new day dawns
And I am practicing my purpose once again
It is fresh and it is fruitful if I win
But if I lose

Ooh, I don’t know
I’ll be tired but I will turn and I will go
Only guessing till I get there then I’ll know
Oh I will know…

All will be well
Even after all the promises you’ve broken to yourself
All will be well
You ask me how but only time will tell”

--Song Lyrics from All Will Be Well by The Gabe Dixon Band

OI Newsletter: Managing the Multi-Generational Workforce

Managing the Multi-Generational Workforce

June 2010

In this Issue:

• Magical Managers in a Multi-Generational Workplace
• Mentoring in a Multi-Generational Workforce
• Making Soup or Salad: Managing a Multi-Generational Workforce
• Conflict Management: An Elementary Breakdown of this Challenge
• Test Your Generational IQ


Are there generational differences that impact how people perform in the workplace? Are there new management techniques that need to be learned and adapted to effectively manage a multigenerational workforce? Having a spread of perhaps 50 years between the youngest and oldest employee can add a richness of experience and perspectives that has not been encountered before. The articles in this newsletter will provide some insight on how to think about this diversity as well as how to coach your managers in effectively hiring and motivating today's employees.

Sincerely,
Ron Ennis, Ph.D., CMF
Jean Erickson Walker, Ed.D., CMF
Pathways/OI Partners - Portland, OR


Summary:

Magical Managers in a Multi-Generational Workplace

Much is being made today about the four generations currently in today's organizations and their differing managerial styles. Here are four things that many people have in common that a manager can emphasize and build upon. Click here to see full article.




Mentoring in a Multi-Generational Workforce

The concept of mentoring has changed in recent years. There is the potential for a powerful shift in how mentoring is used in the workplace. Here are ways to change up the mentoring in your organization to meet your needs and retain talent. Click here to see full article.


Making Soup or Salad: Managing a Multi-Generational Workforce

Like many of the trendy diversity topics over the past ten years, problem differences between generations may be more conceptual than real. For employers, the key is to hire people with the work characteristics that work for them. Here are tips to build a workforce that flows together, like soup. Click here to see full article.


Conflict Management: An Elementary Breakdown of this Challenge

Conflict management is a skill that can be taught. Successful companies recognize that even the best employee needs training to be an effective manager. These training tips and tools outlined here may help people better understand how respect translates into an overall more productive environment. Click here to see full article.


Test Your Generational IQ
Are generational differences in the workplace really to blame for communication breakdown? Perhaps it's an unwillingness to really get to know one's teammates and/or a lack of true leadership. Take this short quiz for insight into your team's real vs. perceived differences. Click here to see full article.


We would love to hear from you. Please contact us at 503-221-8747 or http://www.oipartners.net/pathways/.

Dear Clients,

Good afternoon! It is one of those Mondays—long. Remember that anything can be accomplished within your ability if you think you can! I think I must make this day more productive!

As for the week, join us tomorrow, Tuesday June 8th from 9am-11am for our Job Search Support Group, and a client favorite, EQ vs. IQ: Do You Know the Difference? lab, Thursday, June 10th from 1pm–3pm!

Look forward to seeing you in the office this week! Appointment? Make’m if you need’m!














“All life is a chance. So take it! The person who goes furthest is the one who is willing to do and dare.”

--Dale Carnegie

This Week at Pathways: Strategic Networking Lab

Dear Clients,

Good Morning! I hope all of you had a chance to enjoy and honor Memorial Day. Summer is upon us and the Career Update for June is here! Make sure you check out this month’s events!

One of the most important elements of any job search is networking. Of course networking just happens to be difficult for almost everyone! Not to worry, join us this week for our Strategic Networking Lab with Matt Morscheck, MS, CMP, Thursday June 3rd from 1:00-3:00 PM.

Look forward to seeing you on Thursday and throughout this month!


I am not bound to win, but
I am bound to be true.
I am not bound to succeed, but
I am bound to live up to what light I have.

--Abraham Lincoln

Career Update for June

►Strategic Networking Lab

Networking is the most effective way to be successful in your job search. Com learn how to strategically manage your network in order to bring together people you know, people you would like to know, and people you need to know to get the job that you actually want!

Facilitator: Matt Morscheck, MS, CMP
Thursday, June 3rd, 1:00-3:00 PM

► EQ vs. IQ: Do you know the Difference?

Did you know research shows that IQ is second to EQ in terms of success in the workplace? Come learn about how you can use Emotional Intelligence to increase your potential for success!

Facilitator: Jean Walker, Ed.D., CMF
Thursday, June 10th, 1:00-3:00 PM











►Career Transition Workshop

The CTW is a core feature of your career transition services covering self-assessment, resume development, interviewing, negotiating, and more! It is recommended, though not required, that you attend all of the workshops, and attend them in the order listed. You are welcome to repeat workshops as often as you would like.

Facilitators: Jean Walker Ed.D, CMF & Matt Morscheck, MS, CMP
CTW: Wednesday, June 16th & Thursday, June 17th, 8:30-4:30 PM

► Cover Letter Lab

There are several letters that you will write in your job transition, but the cover letter is one of the most important. It is your “sales pitch” and if done right, leads the reader to your resume with interest. Join us and learn how to write a cover letter that persuades the reader that you are the best candidate for the job!

Facilitator: Jean Walker, Ed.D., CMF
Wednesday, June 23rd, 10:00-12:00 PM

► Technology & Transition: Introduction to Twitter

Twitter has quickly gained popularity as a source of instant information, a place to stay current, and a way to keep others updated. In this session, we will provide an introduction to Twitter, and explore the various ways that job seekers can leverage Twitter in their search including:
• Finding and connecting with recruiters and industry leaders
• Find out about job openings the moment they are announced
• Getting the ‘inside scoop’ on corporate culture
• Establishing yourself as a subject matter expert
• And more!

Facilitator: Matt Morscheck, MS, CMP
Thursday June 24th, 1:00-3:00 PM







Do you have questions about your Services?

Contact Matt at mmorscheck@oipartners.net for a description of your services and your remaining services.

Individual Appointments:
All programs include individual one-on-one appointments with a career coach. To schedule an appointment, call us at (503) 221-8747 or email: pathways@oipartners.net

Job Search Support Group

A weekly gathering of Pathways/ OI Partners, Inc. clients focused on the development and implementation of effective job search strategies through peer group support. (Does not require a RSVP)

Facilitator: Ron Ennis, Ph.D, CMF
Every Tuesday, 9:00 -11:00 AM