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Retention Made Easy

Discover The Secret Weapon High-Growth Businesses Use To ZERO Attrition And DOUBLE Retention

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YCP PRO 2024

Our next career coaching training takes place online in Autumn 2024. Packed with practical, actionable tools to get your clients to crystal clear clarity and confident action. Dates 15th and 16th October and 6th November 2024 9-5 GMT. To have a conversation with our tutors and secure your place please click below.


Build Your In-House Career Coaching Practice with The Career Equation® ICF Accreditation


Prepare to establish your in-house career coaching practice and train a team of coaches to engage in impactful, timely conversations with your key talent through The Career Equation® Career Coaching ICF Accreditation.


Starting on Tuesday 15th October, Wednesday 16th October, and Wednesday 6th November from 9am to 5pm GMT, we will provide you with all the tools you need to become an Accredited Career Coach.


Imagine if a one-on-one career session with an in-house career coach followed every development program. How would that enhance the learning experience and provide valuable insights for the business?


For internal professionals, this is your chance to save significantly on hiring costs, reduce staff turnover, drive retention, and ensure your best people advance within your organisation. For executives or independent coaches, this is an opportunity to quickly become licensed to use a powerful and effective method for career navigation coaching in your chosen niche.


With careers becoming more dynamic and many people re-evaluating their relationship with work, there’s never been a better time to train an internal coaching team using the powerful Career Equation method.


If you’re ready to become a coach using the Career Equation method, secure one of the 8 available spots for our ICF Accredited coach training.


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Career Matters’

Candid Client Interviews

Dave sherer - Learning & Talent Development Consultant

Discover our first Candid Client Interviews video featuring Dave Sherer, a Learning and Talent Development consultant with 20+ years of experience in financial services.


He talks about how our collaboration helped employees align their career goals with business objectives and the impact of our workshops on employee retention and engagement.


Watch the video to hear directly from our clients and learn more about the effects of our work. 

⇣ Get results like these ⇣

Discover our latest case-studies

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"The whole business now has one system in place - The Career Equation® helps employees feel valued and heard and helps them envisage, co-design and plan their career with us. And it’s a framework that everyone understands and has the language for, and can quickly share with new people as they join. So it’s really simple and scalable and yet the impact has been absolutely huge."

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How We Transform  Retention

Finding, hiring and keeping your best people is your single biggest challenge.


Today’s employees have high expectations and a low threshold for mediocrity. 


If you’re not inspiring, engaging and motivating them with work that feels personally rewarding and stretches their skillset, your competitors will soon be circling with a shiny new offer.


Your people need to feel appreciated, valued, empowered and seen. They want to see an exciting future in your business, where they can develop, learn, thrive and grow. 


The missing piece of the retention jigsaw in every organisation, before they work with us?


Group Career Coaching: Helping your people define and design their ideal career path in your organisation is the competitive advantage you can’t afford to miss out on.

Learn about our services

Your Retention Super Power

The Career Equation® is the go-to Career Conversation framework used by award-winning employers like Amazon, Capital One and Savills to transform their employee engagement and retention.

 

We help organisations like yours retain and reinvigorate their talent by having the right career conversations at the right time so that your best people are excited to develop their career with you.

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Would you like to master Career Conversations in just 15 minutes?

Take our FREE Career Conversations course now. 

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Keep Your Grads!

Retain Tech Talent:

Overcome Attrition:

Masterclasses

Career Conversations with Senior Leaders

Career, what Career? with John Lees

Internal Mobility: More Moving up, less Moving on

TED talks

How To Be A Bright Shining Star @TEDxHolyhead

How to find a career you love @TEDxLancaster

Books

The Career Equation

Ever wondered what makes your talent tick? Make sure they own and drive their career. Harness the power of The Career Equation®. Erica's new book allows coaches and talent professionals to offer their clients and staff the clarity to enable them to take meaningful action.


You can find more about the book and order your copy at www.thecareerequation.com.

Download FREE Chapters HERE
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Your Life Plan

Do you ever feel like you’re just floating through life with a lack of direction? Or get that nagging feeling that things could be better? Then it’s time you thought about your life plan.

Download free chapters

Popular Career Questions & Tips

Here are answers to some of your most common career questions and some career tips from our experts. 

  • Any tips on having a good impartial conversation about what I am good at?

    Exploring your skills and strengths with your manager, colleagues, team members, family and friends can be a great way to see yourself from others' perspectives and can help to build a picture of yourself. 


    Self-reflection is important too, think about the times when you have been at your best, perhaps you can recall a specific situation, period of time, project or role. 


    1) What strengths, skills and characteristics come to mind when you reflect on these experiences?


    2) How often do you get to be that person?


    3) What stops you or holds you back?


    4) What things can you do to help you be at your best more often? 


    Discussing the things you have reflected upon and learnt from others is a great way to embark on a conversation about your skills.

  • What if you have had multiple conversations with different leaders about moving out of your current role with no effect?

    It would be important to explore what is holding you back in an honest Career Conversation that explores your aspirations, the key elements of your Career Equation:


    ★ Skills

    ★ Passions

    ★ Impact

    ★ Environmental Fit


    And what you need to do in order to achieve your goal. 


    Maybe there are some ideas for further learning or knowledge/experience that will help you? 


    But if it comes down to pure lack of opportunity/available roles then it's important to look at how else you might be able to explore new things, i.e. secondment etc. 


    Depending on the outcome of the conversation, only you will be able to decide if you feel that the organisation is no longer the right place for you, but we'd always advise exploring all the options to improve the current situation and be open and honest about your position first.

  • How do I deal with exaggerated demands e.g. for promotion, if the team member is just not yet ready?

    There are probably a couple of elements to this that would need exploring. 


    Firstly there is the question of current performance and achievement of objectives, this is not the same conversation as a Career Conversation, we would always advise keeping those separate where you are addressing a performance issue. 


    When it comes to their aspirations and their development needs achieving, then an honest conversation from your perspective about what is going well and 'what would be even better it is a good place to help them see what needs further work and from a growth perspective, i.e. more experience in XX / more in-depth knowledge in YY / increased level of skill in ZZ. 


    Then to explore what action they can take to achieve these development goals. 


    From a practical point of view, ask them to go and find the job description of the role they want and then ask them to 'traffic light' which skills and experience they feel they have in green, they have somewhat, in yellow and they have a gap for, in red. 


    Then you do the same and compare your notes in a meeting. 


    Also, check why they want the role - what experience do they think they will have from being more senior, apart from more money! 


    Is it more interesting work, greater exposure and visibility, or a new challenge? 


    Once you know, you might be able to help them meet this in other ways while they work toward their readiness. 


    They aren't mind-readers, so you do need to be clear about the gap between where they are and where they need to be and identify ways to help them close it. 

  • Your manager is hugely important to your development and helping you execute your development plan, so how do you tactfully hold them accountable for their responsibilities without damaging the relationship? When is appropriate to go over their head?

    We agree, that your manager does have an important role to play in supporting you with your development, so an honest conversation about your aspirations is a great place to start. 


    That doesn't mean to say that others within the organisation don't also have a vital role to play in your development. 


    Having a mentor who isn't your manager but is perhaps someone you aspire to or someone who has followed a similar path and that would have valuable insights, could be just the sort of person to encourage, support and hold you accountable to your plan.

  • What do you do if you feel trapped in your role, it pays well but your career move will significantly result in a pay decrease, is it worth the risk?

    Firstly, we'd suggest really exploring your unique Career Equation, remember:


    ★ Skills

    ★ Passions

    ★ Impact

    ★ Environmental Fit


    to fully understand what is missing, what you'd like to change and why, what experiences you'd like more of and how success in your career would look and feel. 


    Then have a Career Conversation with your manager or a mentor or colleague who you think could help you explore your options and thoughts. 


    Taking a reduction in pay is a significant decision and so it's always advisable to fully explore what you want to make sure that any decision that you make is done with clarity and a purpose, helping you to achieve more personal fulfilment and success for yourself. That way: 


    1) You don't jump from the frying pan into the fire without having done your homework


    2) You get to check your assumptions about whether there are any opportunities for you within your existing organisation that excite you


    3) If you do take a drop in salary you are clear about why you are doing it and how you will survive and whether there are opportunities to make up for the difference etc.

Ask us anything about careers

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