Human resource and career services available include:
A variety of tools are available including comprehensive personality profiles, John Holland's Self-Directed Search, career interest inventories. See also, Myers-Briggs Personality Profiling and Strong Interest Inventory®.
After completing Career Focusing or Individual's Career Development Programme we offer a career coaching service to assist you with reaching your goals. Usually once a month for a negotiated length of time.
Two sessions that review an individual's career to date and set a strategy for 'what next'. Highly recommended and one of our most popular services for individuals.
We offer a range of services around CV Development. We can provide a review and feedback service or coach you to write your own targeted CV.
A minimum of four sessions, this programme is tailored to the individual's specific needs and may include: embracing change, Myers Briggs personality assessment, interest analysis, skills identification and evaluation, options and action planning, employment coaching (interviewing, job hunting techniques, cv preparation).
Highly recommended for people going through career transition, people returning to work after a break or for people interested in career management and planning.
Advice on all aspects of job search:
- Targeted approaches to prospective employers
- Responding to job advertisement
- Covering letters
- Recruitment agencies
- Temp work
On-site or off-site coaching for new managers/team leaders/supervisors. Also suitable for existing managers who want to improve their leadership skills.
Myers Briggs Type Indicator® (MBTI) Myers-Briggs Type Indicator (MBTI). A self-reporting questionnaire designed to make Carl Jung's theory of psychological type, understandable and useful in every day life. MBTI results help you understand yourself, your motivations, your natural strengths, and your potential areas for growth.
Highly recommended for career and personal growth.
Suitable for adults
Organisational Career Development Workshops
Half day and one day workshops to equip people with the tools to manage their careers and tailored to suit organisation.
Up to six sessions that cover: dealing with transition; personality profiling (where appropriate), self-evaluation exercises, values clarification, interest inventory, cv preparation, job search techniques.
Optional Extra: financial management.
Highly recommended where positions are made redundant as a consequence of restructuring, down-sizing, technological change, globalisation.
What does retirement mean to you? If you are looking for assistance in reducing your work hours, finishing work completely or just wanting to review your working options for a new phase in your life our flexible Pre-retirement Programme covers it all. Contact us for an individualised programme.
- Do you work with people?
- Are you a manager?
- Do you have time to reflect on how you do your job - the processes you follow and the outcomes you achieve?
- Are you looking for a neutral professional forum where you can share and learn from your successes, as well as your challenges?
- Do you ever think it would be great to have time to actually think about what you do at work?
If you responded yes to any of these questions then Professional Supervision is for you.
What is Professional Supervision? While the terminology is unfamiliar with many who work outside the traditional helping professions, it has been known as personal and professional development, coaching and mentoring. Essentially Professional Supervision is a regular and ongoing programme where individuals work one-to-one on the development and growth of their work. While it stems historically from a social work setting, supervision has become a valuable aspect of many professionals working with people.
A 'supervisor' is trained to use a variety of techniques such as, listening, questioning, challenging, and clarifying to facilitate reflection, solutions and planning strategies with the supervisee. The 'supervisee' is responsible for the agenda setting, therefore ensuring the focus is on topics relative to their individual work and learning.
What topics are covered in supervision? Sometimes the choice of topic is obvious due to a burning issue or recent incident - in addition difficulties and problems are often easy to spot. However, successes and up-coming events can also be useful topics for reflection and preparation.
External Supervision: is where the supervisor is external to the organisation, and possibly also to the profession, of the supervisee. Due to the basis of professional supervision coming from the ability of the supervisor to facilitate reflection, many state that there is no need for the supervisor to be trained in the specific field of the supervisee's practice; rather they should be trained in the techniques of supervision. "The fact that the supervisor does not share the same work context can be an advantage as it allows the practitioner to have the benefit of an outside perspective which is free from some of the unspoken assumptions within professions"
Highly recommended for career exploration.
Suitable for those aged 15+
This measure of vocational interests has been in use for over 80 years! Now newly revised, the Strong Interest Inventory® reflects the current world of work and study. It creates an in-depth profile of your interests among a wide range of occupations, work and leisure activities and educational subjects. Research has shown that people are most satisfied with their career choices when there is a 'good fit' between their personalities and the requirements of their work. Sound simple? While it may seem simple it is often a challenging process, but completing a Strong® is a useful starting point.
Your Strong® results are presented in a range of themes and scales:
General Occupational Themes - describe personalities and preferred work environments corresponding to Holland's RIASEC code.
Basic Interest Scales - more detailed information about areas of work and/or leisure that will be of most interest you.
Occupational Scales - compares your interest patterns with satisfied workers in a range of occupations
Personal Style Scales - your preferred style of working, learning, leading, risk-taking and team participation.
General Occupational Themes - What is Holland's RIASEC code?
Few career theories have stood the test of time as well as Dr. John Holland's RIASEC theory. His theory is based upon the idea that job satisfaction increases when there is congruence between an individuals interests and environments (including work). In order to check for congruence Holland assumed people could be loosely categorised into six different personality groups: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. As our personalities encompass many interests Holland's work developed three letter codes from assessment results such as REC. This three letter code represents your three strongest areas of interest in priority order e.g. Realistic being the type most resembled.
The jobs that people work in have also been organised into the same six groups, and the Strong Interest Inventory® produces a report which suggests a range of jobs which are a potential match to your code.
Basic Interest Scales - What are the main areas of interest that will be most motivating and rewarding for me?
Your Strong® results indicate which areas you are most likely to find personally motivating and rewarding work, educational and leisure activities in. They are sorted by the General Occupational Themes and your level of interest (Very Little - Very High) as compared to other males or females.
Occupational Scales - How do your interest patterns compare with satisfied workers in a range of occupations?
Your Strong® results compare how similar your interests are to those of people of the same gender working in, and satisfied with, each of 122 occupations in the scale. These occupations are each an example of a much larger range of similar occupations that you can investigate further. The occupations are also classified with Theme Codes (e.g. Florist EAC) which indicate the most commonly held Theme Codes of people working in that occupation.
Personal Style Scales - What is your preferred style of working, learning, leading, risk-taking and team participation?
Being aware of how we like to operate can save time and money! For example do you know how you prefer to learn - hands on or through lectures? What about your role in a team? Your Personal Style Scales will help you think about your preferences for factors that can be important in making a variety of career decisions.
The sheer range of career options in the world-of-work today is so broad it can be a daunting process to narrow the field to a handful - let alone that eagerly sought and elusive 'one'. For students at secondary school or in tertiary training and other young adults, there can be expectations from parents, friends, teachers and others making the choice even more confusing.
Our programmes emphasise a process to develop career management skills as well as an action plan.
Are you in Year 10 or 11 at school?
Our Level One Student Career Exploration programme consists of one session that focuses on expanding career and self-awareness, along with planning for subject choices. Students take away a resource journal.
In Year 12 or 13 and wondering about the next step?
Level Two Student Career Development is a programme designed to increase self-awareness in relation to the world-of-work and apply these to generating career options and an accompanying action plan. This programme is delivered over two face-to-face sessions, includes the Strong Interest Inventory® (see more details under Strong Interest Inventory®), workbook resource, as well as email / phone follow-up.
Left school? In tertiary training or work but still not sure of your career direction?
The Young Adult Career Development Programme uses the Strong Interest Inventory® (see more details under Strong Interest Inventory®) to initiate a process of self-awareness in relation to the world-of-work. The programme continues to generate career options and develop a plan for moving forward. There are two sessions with follow-up.
Available as both a one-day workshop or individual programme, this is designed for those seeking strategies to improve their balance between competing roles. There are versions available for working mothers, SME owners and others.
 Davys, A. (2007). Active participation in supervision: A supervisee's guide. In D. Wepa (Ed.), Clinical supervision in Aotearoa/New Zealand: A health perspective. (pp. 26-42). Auckland: Pearson Education New Zealand.