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"Some people say they have 20 years experience, when in reality, they have 1 year's experience repeated 20 times. (Stephen M R Covey to Richie Norton when Norton asked if he was too young to train older executives for Covey.)"
― Richie Norton

FOR INDIVIDUALS

Some people say they have 20 years experience, when in reality, they have 1 year's experience repeated 20 times (by Stephen M R Covey).

Richie Norton,
Writer & presenter

For Individuals

Getting a Job

Training on Interview Passing. Preparing for top global companies interview passing. Expectation management. Hiring process clarification. Building strategy and personal approach. Identifying and getting rid of weaknesses. Role-playing interviews.

Elaborating CV and Professional Profiles. Prying out core information on professional background. Copywriting `messages`. Structuring data and designing mock-up. Tuning with best practices. Customizing for specific positions/companies.

Identifying Blank Spots and Building Education plan. Building field knowledge-map. Soft and hard skills interviewing. Defining blank spots. Researching educational materials. Mentorship by field experts.

Hiring Process Real-Time Support. Building constant feedback loop. Every stage preparation. Motivation set-up and pre-interview tune-up. Silent interview presence. Retrospective analysis and elaborating.

Defining professional aim. Setting SMARTER goals. Drawing roadmap. Monitoring milestones achievement. Mentoring concerns passing.

Composing the map of needed knowledge and skills. Defining blank spots. Drawing roadmap. Finding complete quality materials.

Powered by ToC. Defining constraints and presuppositions. Composing the list of required changes. Drawing a staged plan. Monitoring milestones passing.

Career Coaching

Building needed skills structure and ladder or levels. Defining mis- and competencies. Drawing roadmap. Studying and training.

Defining long-term interests and existing skills/knowledge profile. Discussing market conjuncture and prospects. Setting goals. Drawing roadmap.

Reflecting on current situation. Defining internal and external triggers and constraints. Analysing their nature and conjuncture. Looking for a release.

Taking part in meetings where you're interested in behavioural factors analysis. Monitoring counter-parties' and your state, emotions, reactions, motivation, etc. Defining the level of trust. Threats, risks and opportunities discovery.

Working on custom requests. Being the live monitor and providing further reflection of one's daily or specific activity. Ad-hoc feedback. Retrospective analysis. Root cause analysis. Role playing specific situations. Targeting concerns elaboration.

Arranging brainstorming sessions to force the way into specific concerns. Building a concern-related knowledge map. Using various creativity tools and approaches. Applying ToC for problems solving and TRIZ/TIPS for discovering new fields.

Assistance

Help analysing concerns with your employees and partners. Drawing the full picture of the situation. Building settlement roadmap. Facilitating communication. Root cause analysis. Analysing presuppositions. Emotional debugging.