1.    Develop Case for Action

• Input from supervisors, HR and other impacted individuals
• Define issues and values
• Define desired outcomes

2.    Introduction Process

• The individual’s direct manager, a human resource representative, and the coach; (the change team); will discuss the candidate’s history and options.  The coaching process is agreed upon with specific baseline measurements and agreed upon outcome targets.
• The coach; consults the manager/sponsor on techniques for presenting the coaching engagement to the candidate.
• The manager and individual discuss the situation, clearly outlining the process and expectations.

3.    Assessment Process

• Behavioral assessment inventory administered and processed
• Interviews with supervisor(s), peers, and direct reports as appropriate
• Introductions and relationship building in which the coach explains the process, checking for the candidate’s understanding and perceptions about the current situation.
• The coach conducts a life/career review and assigns assessment instruments (Benchmarks, Birkman, MBTI, 16PF, Career Architect, DiSC, and others as appropriate) to identify skills, interests, values, style, and organization perceptions.
• Agree on expectations
• Schedule meeting times and coach for results

4.    Feedback Process

• Individual sessions with coach—interpret all assessments
• Determine development assets and liabilities—as shown through the interviews and assessments
• Identify career success issues, and potential career “stallers and stoppers”

5.    Create Developmental Programs

• Determine desired behavioral outcomes through individual coaching sessions
• Interface with supervisor and HR as appropriate
• Analyze what is at stake if the individual’s changes are not successful
• Identify perceived barriers and reactions that would help or hinder effective changes

6.    Plan Design

• Select resources, curriculum, and developmental activities
• Define time frames
• Select and enroll support team, coaching candidate on how to handle particular changes with dignity, communicating the process to all affected parties

7.    Plan Implementation

• Take action steps based on resources, curriculum and time
• It is assumed at this point that the candidate has accepted the coaching and is working on the new behavior(s)/results

8.    Coaching Progress

• Regular sessions with individual—on-going coaching and consultations are provided by the consultant to help the candidate continue to integrate the acquired knowledge and skills
• Periodic sessions with supervisor and HR—updates provided to management
• Possible training of a peer as coach

9.    Evaluate Progress

• Reassess to evaluate growth
• Feedback from supervisor, organization and support group
• Review of results achieved

10.  Extension of Process

• Design new developmental objectives
• Extend process vertically and horizontally if necessary

Comprehensive job search guide with an entrepreneurial twist

This innovative book helps you think of yourself as owning your own company— positioning yourself as the sole product. Hire Me, Inc. puts you in charge of marketing yourself through all phases of the job search. The cover letter presents the “product” and demonstrates its competitive advantage. Business cards and resumes brand the applicant. The interview is the sales pitch. It’s a whole new concept of how you can present yourself—as a special commodities the hiring organization must have. This theme is carried through the entire job search process, from researching job openings and attending job fairs, to applying and interviewing, to negotiating the final offer. Exercises and activities make this book interactive.

From the Back Cover

Become the Next Big Thing

Entrepreneurial thinking grew Starbucks from a mom and pop coffee shop to a global brand. Donald Trump used it to move from a run-of-the-mill real estate investor to a mega-millionaire. And, now, it can change the way you tackle job hunting forever. Instead of being a job seeker, envision yourself in a uniquely entrepreneurial way-as the ultimate product.

Your company is Hire Me, Inc.-and you are its only product. From packaging to features and benefits to negotiation, Roy J. Blitzer shows you how to present and sell yourself the way a CEO would sell his best product. Use this easy to read, easy to absorb, easy to implement method and you’ll never approach a job opportunity the same way again. The result will put you one step ahead of the competition and hiring companies will be convinced they can’t function without you.

Get the ultimate job by packaging yourself as the ultimate product!

About the Author

McGraw-Hill authors represent the leading experts in their fields and are dedicated to improving the lives, careers, and interests of readers worldwide

About the Author

Roy J. Blitzer is an executive coach and management consultant with 30 years of experience as a human resources and business management professional.

Tremendous, September 16, 2001

By	Iain Duncan-Smith (Westminster, UK) – See all my reviews

Roy Blitzer is spot on in his helpful guide to starting a new job. I’m only days into my new job and already I have found the advice invaluable. There’s so much to take in both in terms of the tasks to be done and the people to meet and this book helps ease that awkward transition. The title may be jokey, but the advice is actually sound – knowing where the toilet is situated is pretty important. In my last job I immediately made the wrong impression on my colleagues after I went awol from my desk for almost 45 minutes wandering around aimlessly with an expression on my face which must have given away the fact that I was clenching the turtles neck for all I was worth. The boss finding me squatting in the bushes next to the car park, jettisoning a foul payload didn’t exactly enhance that impression. But full marks to the author for a fantastic guide.

• Publisher: Globe Pequot; 1st edition (May 1, 1994)
• Language: English
• ISBN-10: 1564403866
• ISBN-13: 978-1564403865

View on Amazon.com

Roy J. Blitzer, is the author of five books, Office Smarts: 252 Tips for Success in the Workplace, Find the Bathrooms First, and the HIRE ME, INC. series (Package Yourself to Get Your Dream Job, Interviews that Get Offers, and Resumes that Get Results), Roy has been published in numerous journals and magazines many of which are archived in this website.

Entrepreneur.com
Wednesday, February 11, 2009; 12:00 AM

The economy is in the tank right now, and managing costs will be a key ingredient to companies’ survival and growth. And even though an AON 2008 consulting survey discovered that 58 percent of all organizations are faced with leadership shortages, many of those same organizations are cutting the executive development budget to help in the cost-cutting category.

The Palo Alto Story Project interviews Roy Blitzer, a Palo Alto resident who recalls a memorable night as a Human Relations Commissioner. Recorded at the Palo Alto Weekly on Aug. 19, 2009. The Palo…