About
You’ve done a good job with your career to this point. From ten thousand feet we can see: you’ve made progress, you’ve made some good choices, you’ve done some interesting work.
No matter how smart you’ve been with your career path, it’s natural for there to be inflection points — executive leadership challenges and defining moments that may have you looking for a new role or new organization.
The mistake at this point would be to go it alone. As a client, you will experience thought partnership, reading assignments, structured workflows, accountability, and strategy breakthroughs in how you conduct your career-focused project with our team at Close Cohen Career Consulting.
What you can expect:
Teamwork
Our clients are used to working with teams to maximize impact and deliverables, which is why at Close Cohen Career Consulting we are happy to pair you with your own agile team and process.
You receive the benefits of private coaching sessions paired with the outcomes and efficacy of structured team environments.
Accountability
Our clients find great value in our career coaching model which applies transparent, supportive accountability to advance both you and your project through its milestones.
It’s entirely reasonable to want to resource your career advancement and job search projects. The demands you face on your own can easily disrupt your ability to move the project forward. We provide the tools, forum and relationships to foster great accountability.
Process
It all starts with a phone call. No matter if you live in Seattle (our headquarters), or as our other clients do– in Austin, San Francisco, New York, Vancouver B.C, Costa Rica, Dublin and points beyond. The intake call allows us to sync, match goals and assess the custom body of career counseling work we have to achieve together. We can help you take everything into account from internal advancement opportunities you may be undervaluing, to external opportunity sets you may be underinvested in.
If you’re still selecting an executive coach or career consultant we are happy to walk you through case studies of clients in your field whom we’ve served, or clients who’ve faced comparable challenges and how we delivered value to their advancement. This way you can get a feel for who we serve and how we operate. Everything we do throughout the process is designed to give you confidence in taking on the challenge of leadership development and structured job search.
Glossary
We serve a global portfolio of executive and professional clients spanning from the San Francisco Bay Area to Austin Texas, Seattle Washington, and beyond. When we are approached for leadership and career coaching we like to be aligned on terminology with our clients. Here is an easy to use glossary of keywords used in our career coaching practice. If you find new terms you’d like to add, let us know as the vocabulary is always evolving!
| 360-Degree Feedback: A 360-degree feedback is a process through which feedback from an employee’s subordinates, colleagues, and supervisors, as well as a self-evaluation by the employee themselves, are gathered. Feedback from external sources who interact with the employee, such as customers and suppliers or other interested stakeholders can also be included. | Adaptive Skills: Adaptive skills, at first glance, are a defense against sudden change. We are currently in a period of war, enduring a pandemic, and experiencing the Great Resignation. Effective companies must ensure that employees have adaptive skills in the face of such challenges. However, adaptive skills can also be a competitive advantage, and so should be nurtured even when there are no calamities on the horizon. |
| Action That: To take action and put something into practice. | Agile: Ability to understand, adapt, and change quickly in an ever-evolving environment. Also a project management methodology. |
| Alliances: In a Coaching context, an alliance is a relationship among people or groups that work together for mutual benefit or to achieve some common purpose, whether or not an explicit agreement has been made. Alliances can be created in many settings, including peer-to-peer, team, political, and business alliances. | Ambition: A passionate or inspiring objective. Can be set even while not having the means necessary for its achievement. Knowing how to set high ambitions in the absence of means is part of a leader’s characteristics. |
| Assessment: The task of understanding the goals and circumstances of an individual in our group. Assessments by a Coach may measure strengths and skills or may identify areas for improvement. | Autonomy: In developmental psychology, autonomy is the capacity to make an informed, uncoerced decision. Autonomy, from a human resources perspective, denotes a relatively high level of discretion granted to an employee in his or her work. In such cases, autonomy is known to generally increase job satisfaction. |
| Awareness: An assessment of how cognizant an individual is of their own circumstances or development needs. Awareness of one’s self and development needs is essential for positive coaching outcomes. | Awareness Training: Training that allows an individual to develop a greater understanding of themselves and their circumstances. |
| Baked In: When something is “baked in” it implies that it is not possible to remove. Refers to something that is built-in or inseparably included. |
Bandwidth: Availability Do you or your business have the capacity for what is proposed? |
| Beliefs: Belief is the attitude that something is true. Philosophers use the term “belief” to refer to personal attitudes associated with true or false ideas and concepts. Values and beliefs play a major role in coaching. |
Benchmark:Measuring against Benchmarking is a process of measuring the performance against another the best or “best in class.” The point of benchmarking is to identify opportunities for improvement. |
| Best Practice: Tried and tested methodology or process A best practice is a method or technique that has been generally accepted as superior to any alternatives. Also refers to a standard way of complying with legal or ethical requirements. Biodata – In South Asian countries such as India, Pakistan, and Bangladesh, biodata is the term sometimes used in place of a résumé. |
Blue Sky Thinking: Idealistic or visionary or creative ideas Blue sky thinking refers to brainstorming to idea generation, ideas that do not need to be grounded in reality. |
| Boil the Ocean: The act of undertaking a large and impractical task Use to describe that act of taking on tasks which will consume significant resources and time. Can also refer to impossible or impractical tasks. |
Boomerang Employees: Boomerang employees (or boomerang workers) are those who were previously employed by an organization, left for some reason and were then rehired. |
| Bottleneck: Where a process is held up A bottleneck is one part of a chain of processes, that is limiting the desired outcomes. |
Buck the Trend: To follow a course of action against the prevailing trends. |
| Build Capacity: Take actions which increase what can be achieved in the future. | Business Coach: A business coach is an experienced entrepreneur or executive with a good track record of developing businesses. As a business coach, they spend time with the business owner and observe them at work. Based on this information, they guide the owner towards making the right choices and creating a successful venture. |
| Business Plan: A business plan is a formal written document containing business goals, the methods on how these goals can be attained, and the time frame within which these goals need to be achieved. A Business Plan describes the nature of the business, background information on the organization, the organization’s financial projections, and the strategies it intends to implement to achieve the stated targets. In its entirety, this document serves as a road map that provides direction to the business. |
| Career Coaching: Provides support for employees looking to make a career transition, whether short or long term, including guidance on their professional development and job search. Career coaches may help with resume writing, job searches, online profiles, and job interviewing. | Career Coaching: Focuses on work and career to help individuals manage their journey through learning and work. This can include career exploration, making career choices, managing career changes, lifelong career development and dealing with other career-related issues. |
| Career Ladder: Developing career ladders is a fundamental part of planning for the future. It’s essential from both the employer’s and the employee’s perspective, as it saves enormous business resources while making employees feel as though they are making progress. A key element of developing a worker’s confidence in their eventual promotion is through personalized L&D courses. | Career Management: Career management is as important for a company as it is for an employee. By supporting workers during their pursuit of advancement, organizations enhance their overall performance. To this end, there are many ways in which a career management program can be implemented. |
| Career Pathing: The process of aligning opportunities for employee career growth with organizational talent priorities. | Change Management: Change management is a natural part of running any organization, and most companies will undergo a major transition or adoption at some point. While some plan ahead for this reality, others realize they need this function when a crisis requires a rapid response. Building the necessary skills ahead of time can pay dividends, particularly in such emergencies. |
| Change Management Process: Anytime an organization needs to adapt or evolve in some way, a change management process (“CMP”) is in order. This process requires a whole host of skills, from preparing employees to managing cross-department cooperation to measuring success. Ultimately, the success of any change management process depends on how well-organized the plan is–and that boils down to the skill levels of everyone involved. | Coachee: An individual who has made the decision to improve themselves personally and professionally. They use a coach, to work together towards an agreed goal. |
| Coaching: The journey undertaken by the Coachee and Coach, using a coaching process to guide individuals to discover and reach their full potential. | Coaching Relationship: The relationship between the coach and the coachee, based on trust, respect, honesty, support, and goal-setting. |
| Conflict Management: Conflict Management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. Conflict Management can enhance learning and group outcomes, including effectiveness and performance. Properly managed conflict can improve group outcomes. |
Contingent Search: Contingent search firms are remunerated only upon the successful completion of the executive search and recruitment process, typically when the candidate accepts the position. These recruiters may earn from 10% to 35% of the candidate’s first-year base salary or total remuneration as a hiring fee. The fee may also be calculated to include the candidate’s median or expected first-year bonus payout. The fee is paid by the hiring company. |
| Continuous Professional Development: Anytime an organization needs to adapt or evolve in some way, a change management process (“CMP”) is in order. This process requires a whole host of skills, from preparing employees to managing cross-department cooperation to measuring success. Ultimately, the success of any change management process depends on how well-organized the plan is–and that boils down to the skill levels of everyone involved. | Corporate Coaching: A particular style of coaching that provides guidance on how to meet the organizational goals of a specific Corporate agenda or culture. |
| Create the storyboard: Outline what the solution will look like | Cross-Functional: Works across multiple functions in an organization A cross-functional team is a group of people with different functional expertise working toward a common goal. |
| Cross-Functional Team: Cross-functional teams are an increasingly important aspect of how we work. If you’re part of a digitally mature company, you can expect almost all of your innovation to come from cross-functional teams. Reasons for this include their greater autonomy, more supportive leaders, enhanced access to resources, and other unique factors, according to Deloitte. Even now, about 30% of companies use cross-functional teams most, if not all, of the time. | C-Suite: A term used to describe high-ranking executive titles in an organization. The letter C, in this context, stands for “chief,” as in chief executive officer and chief operating officer. |
| Curriculum Vitae (CV): The Curriculum Vitae is used for employment purposes in the UK and in other European countries. It is similar to a résumé, but usually a shorter, summary version of one’s education and experience than to the longer and more detailed Resume that is sometimes used in the U.S. | Customer-Centric: The customer is the main focus Customer-centric is a way of doing business that focuses on the customer having a positive customer experience. |
| Cutting Edge: Up to date with the latest new methods Someone or something that is the latest, greatest and newest. |
Dashboard: Collection of key indicators A dashboard provides at-a-glance the key performance indicators (KPIs) relevant to a particular objective or business process. Can also mean a “progress report”. |
| Deep Dive: Get into the detail | DEI Training: DEI training is an effective way to enhance productivity, morale, and good external relationships. DEI courses span a wide range of topics, and should be provided to the entire organization. At the heart of an effective DEI program are L&D courses that match the nature of DEI challenges within the organization. |
| DEIB: DEIB stands for diversity, equity, inclusion, and belonging. The concept is the latest iteration from the term “DEI,” as companies understand the growing importance of an employee’s need to feel that they belong. This evolution also reflects how businesses are making hiring choices more and more based on the tenets of social responsibility. | Deliverables: Finished product or outcome A deliverable is a tangible or intangible outcome or good or service produced as a result of a project. |
| Development Program: Learn what is a development program, why it’s important and how to create the best plan for your business and employee goals. | Director: Directors manage activities of the company; they generally supersede senior managers. |
| DiSC Assessment: DISC is a behavior assessment tool based on the DISC theory, which centers on four different personality traits which are currently Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). This theory has been developed into a behavioral assessment tool. The DiSC Assessment is an assessment tool used to improve awareness, productivity, teamwork, communication, and leadership skills. The DiSC acronym has also been labeled as Dominance, Inducement, Submission, and Compliance, which are four general human behaviors. |
Diversity Management: Diversity management allows a company to handle the DEI programs that are becoming more important in our society. As the number of organizations with diversity programs grows, their application is becoming more complicated. Coaching should be considered as an effective way to deliver diversity training and monitoring. |
| Downsize: Reduction in the number of employees Downsizing is the reduction of a company’s labor force through the elimination of workers or divisions. Downsizing is usually associated with economic downturns and failing or changing businesses |
Drill down: Investigate or explore in-depth and detail |
| Employee Empowerment:Empowered employees are happy employees. Companies that do more than pay lip service to the notion of empowering their employees gain concrete results, ranging from increased employee retention to greater customer satisfaction to more efficient managerial resources. Employee empowerment really puts power in the hands of employees, letting them share their thoughts and opinions, make decisions and form solutions independently, and generally stimulates new ideas and creativity. All of this requires the careful support of HR and management so that employees have the skills they need to handle expanded responsibilities. | Employee Attrition: Employee attrition, on the face of it, may seem like a legitimate part of a cutback program or as a method to create efficiency. But before companies decide not to hire replacements, they need to understand the full ramifications of attrition–especially when it comes to unforeseen skill gaps. |
| Employee Retention: Employees are inarguably the most indispensable part of an organization. So losing even one team member can create a hole that is both difficult and costly for an organization to replace. | Employee Turnover: Employee turnover has never been a bigger issue than it is today. With the advent of the Great Resignation, it is essential for organizations to minimize ‘quits’ as much as possible. And a crucial element of any employee retention plan is a high-quality, effective L&D program. |
| End-user: An end-user is the person who ultimately uses or is intended to ultimately use a product or service. | Executive Coaching: Focuses on senior leaders or business owners and helps them become coaches for their team members to reach higher levels of performance, increased job satisfaction, personal growth, and career development. Research studies suggest that executive coaching has positive effects on workplace performance. |
| Executive Search: Executive search, informally called headhunting, is a specialized recruitment service which organizations pay to seek out and recruit highly qualified candidates for senior-level and executive jobs. | Executive Search Firm: interested in moving to a new employer. The executive search firm may also carry out initial screening of the candidate, negotiations on remuneration and benefits, and preparing the employment contract. |
| Golden Handcuffs: Incentives given to employees to discourage them from leaving a company. | Golden Handshake: A high payment for termination |
| Golden Parachute: Contract clause rewarding an executive if the termination is due to corporate takeover or merger. | Growth Mindset: People are capable of more than we may realize. That is the assumption underlying the ‘growth mindset’ concept, which while originally conceived in an academic setting, is highly applicable in today’s business world. Companies are implementing this concept to tackle challenges from an alternative angle, and as a result, are enjoying improved productivity and profits. |
| Hard Skills: Hard skills play an important function in virtually any company. For an organization’s success, it’s essential to ensure that roles are filled by competent individuals who either have or can quickly learn the hard skills required for the job. But even when you hire the right person with the right skills for the job, the skills they need to do their job will change over time. Today, the skills needed for most jobs are constantly evolving. In order to meet the hard skill standards required, organizations need continuous L&D programs to keep employees up to speed with evolving technology and methods of work. | Headhunting: Headhunters seek out and recruit senior-level executive or specialized positions for organizations for which there is strong competition in the job market for the top talent. The method usually involves commissioning a third-party organization, typically an executive search firm, but possibly a standalone consultant or consulting firm, to research the availability of suitably qualified candidates working for competitors or related businesses or organizations. |
| Hiring Manager: The person responsible for hiring an employee for the open position. This person will also become the new hires manager. | Human Capital: The knowledge, skills, attitudes, and competencies of the employees within an organization. It is capital owned by individuals and ultimately if it is not captured in an information system or automated process, or successors trained, then when the individuals leave, the organization loses their human capital. |
| Icebreakers: Used by leaders, trainers, and facilitators at the start of a course, workshop or event, designed to encourage participation and overcome any nervousness or awkwardness. Intuition – An instinctive ‘gut’ feeling that leads to immediate understanding and drives decision-making without conscious or analytic reasoning. |
Influencing: The ability of an individual to transform and shape the opinions of others. |
| Informal Learning: Informal learning means that the person learning sets their own learning objectives and learning style as opposed to formal learning with structured learning objectives and fixed learning processes. | International Coach Federation (ICF): The International Coach Federation is dedicated to professional coaching with over 30,000 members in 140 countries. Founded in 1995, ICF campaigns worldwide for professional standards within the coaching profession, and provides independent certification for professional coaches and coach training programs. |
| Job Description: A formal statement of duties and requirements for a defined role. Job Descriptions can include role purpose, main responsibilities, Key Performance Indicators, knowledge, skills and qualifications required. |
Job Interview Coach: A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most common paths for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order. |
| Job Search Coach: A Coach can support a coachee in their act of looking for employment, due to unemployment, discontent with a current position, or a desire for a better position. Coaching services can include CV or resume preparation, interview skills, networking skills, contract negotiations and the full process of securing a new job. |
Job Shadowing: Job shadowing is a way for employees to prepare for new roles or discover new opportunities. For HR, job shadowing is a tool that enables internal mobility in an efficient way. L&D professionals should monitor job shadowing sessions to ensure that any recognized skill gaps are dealt with, even before the employee makes their move. |
| Johari Window: The Johari window is a technique that helps people better understand their relationship with themselves and others. | Key Performance Indicators (KPI’s): The measurement indicators that measure individual, business and or group performance. |
| Lay-off: When employees are let go from their place of employment, can also be called Reduction in Forces (RIFF) when layoffs occur to reduce redundancies on a large scale | Leadership coaching: Provides coaching for those looking to grow and develop leadership skills, regardless of whether they are an individual contributor, manager, or senior manager. |
| Leadership Coaching: Executives might be at the top of the organizational hierarchy, but leaders can be found anywhere. Even when someone is clearly a natural born leader, their skills can always be further honed. By nurturing the leadership abilities of those with the talent and energy to drive success, companies can reap valuable benefits. | Leadership Coaching: Focuses on senior leaders or business owners and helps them to reach higher levels of performance, increased job satisfaction, personal growth, and career development. |
| Leadership Development: Leadership development is evolving. Leadership was once considered to be an expertise in and of itself, but now, running an organization at any level requires a mix of skills. For this reason, it is vital for businesses to approach leadership development by using the most effective L&D tools. | Leadership Skills: In a recent survey, GrowthSpace identified leadership skills as the top soft skill which employees will need in 2022. In view of the importance of leadership skills, L&D departments should implement programs to develop this area as a means of ensuring competitiveness and cultivating productivity. |
| Life coaching: While not the most popular type of coaching within an organization, life coaches are still sometimes present internally. This specialty of coaching focuses on a variety of aspects of life, including career, health and fitness, finances, relationships, and spiritual growth. | LinkedIn Coach: A LinkedIn Coach can help coachees to learn how to understand social media and use LinkedIn as ab effective tool. LinkedIn can be used as a business strategy for business generation, recruitment, or marketing |
| Low-hanging fruit: An action that has the greatest positive effect for the least effort. | Manager: A person responsible for supervising and motivating employees and for directing the progress of an organization |
| Masters of Business Administration (MBA): A graduate degree that provides theoretical and practical training for business management. | Mentor: A Mentor shares knowledge, advice, and resources to support the goals of a specific mentoring relationship. A mentor may share information about their own career path, as well as provide guidance, motivation, emotional support, and role modeling. |
| Mentoring: The process of providing support to individuals seeking to grow, personally and as a business person or a leader. Organizational Mentoring programs generally pairs of individuals who share similar interests to facilitate greater success. | Mentorship Programs: One popular and effective method of improving employee skills is by matching the employee with an expert from inside their organization. A mentor typically has years of experience in applying business concepts according to the standard of the company. In order for a mentorship program to be successful, it is paramount to first identify precisely the skills that require development on an individual basis. |
| Milestone: A significant stage or event in the development of a project or initiative. The stages into which a project is divided for monitoring and measurement of performance or results. Move the goalposts – To change the criteria for success |
Mindfulness: Mindfulness is the process of bringing one’s attention to experiences occurring in the present moment. When we practice mindfulness, our thoughts tune into what we’re sensing in the present moment rather than rehashing the past or imagining the future. Mindfulness can be developed through the practice of meditation and through other training. |
| Mock Interview: A practice interview or simulation of a job interview that provides job seekers an opportunity to practice interviewing and receive feedback that enhances their interview skills. | Myers–Briggs Type Indicator (MBTI): The Myers–Briggs Type Indicator is an introspective self-report questionnaire with the purpose of indicating differing psychological preferences in how people perceive the world around them and make decisions. |
| Needs Analysis: A formal process used to determine training needs. Needs are determined by reviewing work tasks, performance factors and objectives, and defining training objectives and recommendations. |
Negotiations: An interactive process between two or more parties seeking to find common ground, compromise, or agreement on issues of mutual interest. |
| One-on-One Coaching: One-on-one coaching is a method of imparting vital skills to employees, best offered by ICF-accredited coaches. While this personalized form of coaching has historically only been made available to upper management, new advancements in learning technology have created platforms and programs that make one-on-one coaching available for all employees or specific subsets or teams. | Operational excellence: Sustainable improvements for key performance metrics |
| Organizational Culture: Every organization has a way of operating, and usually, has a unique ‘aura’ – or what the kids would call a ‘vibe’. One thing that sets companies apart is their organizational culture. Some cultures have been carefully crafted, tested, and refined to create their ideal culture. | Organizational Design: Every organization has a way of operating, and usually, has a unique ‘aura’ – or what the kids would call a ‘vibe’. One thing that sets companies apart is their organizational culture. Some cultures have been carefully crafted, tested, and refined to create their ideal culture. |
| Organizational Development: In the 1980s, business leaders were fascinated by “Kaizen”, a Japanese term meaning “continuous improvement”. Kaizen was one of the secrets behind the incredible industrial success of Japan at the time. Although Kaizen is no longer discussed in boardrooms, its older iteration – organizational development – is still essential for companies willing to go the extra mile to achieve excellence. | Organizational or business coaching: Provides business owners and entrepreneurs with support in identifying goals, creating strategies to obtain those goals, and boosting the overall performance of the organization. |
| People Management: People management is a natural need for any organization that employs people, simply put. Some companies may take a routine or hands-off approach to managing their people, while others make it a priority, often fusing their people management strategy into the company culture. | Performance Coaching: Performance coaching often goes beyond a focus on ‘classic’ professional skills. To unlock an employee’s potential, a performance coach needs to dive more deeply into the experiences and mentality of the coachee. It can be a very personal process – it’s why the fit between coach and client needs to be highly compatible. Before investing in this type of coaching, organizations need to be sure they can source coaches who establish strong chemistry with the employees. |
| Performance Improvement Plan (PIP): A tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to improve behavior-related concerns. | Performance Review: An assessment mechanism in which managers and other key stakeholders evaluate an employee’s work performance. |
| Personal Brand: experience, expertise, and competencies. Personal branding is the intentional effort to create and influence public perception of an individual by positioning them as an authority in their industry, elevating their credibility. | Pushing the Envelope: Going outside the normal boundaries to achieve an objective |
| Raise: When an employer moves an employee up in the hierarchical levels within an organization. A promotion typically allows an employee to progress to a higher position, a higher level of responsibility and higher levels of authority within the organization. | Reflection: Serious thought or consideration. |
| Resume: A resume is a document used by a person to present their background, skills, and accomplishments. Résumés can be used for a variety of reasons, but most often they are used to secure new employment or a promotion |
| Sabbatical: A break or change from normal routine; often an extended leave from work. | Saboteur: Saboteurs are the voices in your head that generate negative emotions in the way you handle life’s everyday challenges. They represent automated patterns in your mind for how to think, feel, and respond. |
| Sales Coaching: A Coach works with a salesperson, sales leader or business owner to increase their sales, by improving their sales processes including prospecting, lead generation, dealing with objectives, negotiating and closing skills. A Coach will ask questions to help identify sales challenges and brainstorm possible improvements. The Coach will help the coachee to create ways to overcome barriers to sales and help them create the motivation to perform their tasks and overcome call reluctance and other barriers. |
Scalability: A system, process, or department, that has the ability to grow and manage increased demand. |
| Self Management Skills: The post-pandemic work environment has led to a renewed focus on self management skills. But even before Covid, practically any employee could benefit from developing their ability to work independently. To help workers at any level be more autonomous, L&D programs provide a range of solutions. | Shortlist: In the recruitment process, a shortlist consists of qualified candidates who match the client’s requirements. |
| Silo: A system, process, or department, that operates in isolation from others. | Skills Matrix: A skills matrix is a framework that all organizations should use if they want to maximize employee productivity. This tool gives HR and managers a valuable and immediate way to visualize the assets they have on hand, and which skills are missing. Making the most of a skills matrix translates into L&D programs to fill the gaps that the matrix reveals. |
| Sounding Board: A person or group whose reactions to suggested ideas are used as a test of their validity or likely success before they are made public or acted upon. | Stakeholders: Group or set of individuals affected by the outcome of a decision |
| Strategic Planning: Strategic planning is a process of defining a strategy, or direction, and making decisions on allocating its resources to pursue this strategy. Strategic planning is an important aspect of strategic management for organizations, teams, and individuals. With an identified objective, a tactical approach to business or personal growth can be formulated. |
Table the Conversation: Reconvene at a later time to continue the discussion of a specific topic |
| Talent: Employees or team members that possess more talent or potential than any other members. | Talent Development: How should organizations develop their most talented people? The first step is to understand that most employees have talents that should be identified and developed—and by doing this, the benefits of optimizing employee skills are as widespread as possible. |
| Talent Development Program: Just as “talent” is not a very precise term, similarly, a talent development program can involve many different concepts. And the larger the organization, the more complex a talent development program will be. The challenge for businesses is to stay focused on bringing out the best from every staff member despite diverse L&D needs. | Team Building: The process of encouraging members of a group to work well together to ultimately achieve a common goal. |
| Team Leadership: Providing guidance, direction, and management for a group of people brought together to work to achieve a common goal. | Teamwork Skills: Teamwork skills are the mix of skills that an employee uses to contribute to the group, and skills used to make the most out of everyone’s contributions. For organizations seeking to optimize how their teams interact, coaching is an effective approach for developing the skills that contribute to good team productivity. |
| Thousand-foot view: Highest level overviewSeeing the “big picture” of a project or your career, a challenge or opportunity. | Time Management: Time management is the process of planning and exercising conscious control of time spent on specific activities, especially to increase effectiveness, efficiency, and productivity. Time Management involves juggling various demands relating to work, social life, family, hobbies, personal interests, health and other commitments with the finiteness of time. Using time effectively is focused on spending and managing activities to an allocated time and priority. |
| Time Management Skills: Time management skills in the workplace are something that nearly everyone has to some extent, but which few people master. A lack of it causes stress in personal life, but in the workplace, it can lead to a serious crisis. For these reasons, employees at all levels, including those with good time management skills, will benefit from related L&D programs. |
| Unique Selling Proposition (USP): Any aspect of an object or service that uniquely differentiates it from similar options. | Unique Value Proposition: The value in something that uniquely differentiates it from other options. |
| Upskilling: Sharpening one’s skills is key to growing one’s career path, maintaining an edge over the competition, and bringing added value to the business. This is why many organizations implement regular upskilling cycles, to keep employees at the top of their game. This is especially important in today’s technology-focused, modernized workforce–regardless of the industry. The challenge becomes, how do companies deliver targeted upskilling programs regardless of organizational scale? | Values: Values are what is considered important in life, what makes life worth living. Values also guide decisions about what is right or wrong in moral terms. There are different kinds of values such as social, personal, moral, cultural, business values and many more. Values and beliefs play a major role in coaching. |
| Vice President: Senior-level executive who reports to the President or CEO. | Win-Win Solution: An outcome that makes everyone happy A solution that provides benefits for all parties involved. |
| Work-Life Balance: Work-life balance is a concept that describes the mix of one’s time and energy between work and other important aspects of their life. People whose needs for work-life balance are achieved, tend to be more motivated and productive. |