Don't allow your working life to become a daily grind, make each day count by maximising your success and satisfaction at work.
The work Christine did with me was invaluable, as it made me aware of my strengths and weaknesses, and how I could work to maximise and overcome them, respectively.”Henry, Career Coaching client
The aim of these services is to help you reach the work goals, and to some extent the life goals, you want to achieve, so that you can truly thrive.
Specifically, this can include:
What makes Doherty Stobbs different from other career management companies?
Our approach is to draw upon the evidence base of occupational and organisational psychology, utilise the insights gained from our counselling and management experience and take a coaching approach to motivate you to get things done!
Our individual Career Management programme is tailored to your needs and designed to give you a good understanding of your strengths and areas for development and how they play out in the workplace. The use of psychometrics and in-depth dialogue with an experienced careers coach bring to the fore issues that may be blocking your progress. We can help you gain insight into what you would help you to develop going forward.
Thriving in your career typically involves the interrelation of many different factors. Ask yourself the following questions:
Our approach is grounded and practical. We will work with you in a way that will help provide you with answers to these questions and that is relevant to you. You may want a career change, but have little idea of what you would like to do; we can help you identify the career areas and occupations for which you would be most suited. We can also give you information on training. Basically, we will provide the career information that you will need to make the most of your new insight, and the process will also give you the impetus for action that will get you where you want to be.
A good way of judging whether a work environment and/or job role is right for you is to ask yourself the questions, "Can I bring my whole self to work and feel that my personal qualities and skills are valued?"
With the working world rapidly changing, gaining insight into yourself will give you a competitive edge.
For further information, please do not hesitate to contact Christine Stobbs for a free telephone consultation.
The section below outlines the broad concerns and issues that people bring to us.
This service is designed for individuals looking to start their career, switch careers or jobs, handle redundancy constructively, or seriously re-consider earlier decisions and current career paths.
The focus of this intervention is on your effectiveness at work. In practice, it’s about learning about yourself, your strengths and career development needs, and then what you can do about those development needs. The service is grounded in psychometrics, development of self-awareness and makes full use of a coaching approach.
This is really designed for individuals who are feeling ambivalent about their working life. There is nothing particularly wrong with their work, but it’s no longer exciting; doesn’t give the same buzz.
Typical issues people bring to us include -
We will help you to identify what makes you tick, what energises you, what turns you off and exhausts you, and link that to career choice, goal setting and action.
Lack of confidence impacts on most of us at some time in our working lives, for example, when starting a new job. For others, it can be more acute or more long standing. A degree of humility is can be a positive asset, at least in many circumstances, but a lack of self-belief can significantly hold back our career. Typical manifestations of a lack of confidence might include not feeling good enough (imposter syndrome); an overly perfectionist attitude that can make us struggle with decision-making; becoming very risk averse and not seeking out or embracing the opportunities available to us.
Many situations can cause a decrease in confidence at work, such as, a setback in one’s personal life – divorce, bereavement; a return to work after a long gap, perhaps due to raising a family or ill-health; wanting to forge a career in an organisation or job role which does not typically employ “many people like me” – ethnicity, sexual orientation, religion, disability . Crossing this type of boundary can be challenging and lead some people to doubt themselves.
Through coaching from Christine, who has pushed through her own glass ceiling, we will help you to identify what may be holding you back, how you can challenge that internal critic, to know your negative triggers and how you can ignore them and push on anyway. Once we have helped you to figure things out, we like the phrase ‘feel the fear and do it anyway’ (Susan Jeffers), and we can support and encourage you to do that.
Disability is an umbrella term for a very broad range of conditions that make functioning in certain contexts difficult. Mostly when people think about disability, they relate it to somebody being in a wheelchair, but some disabilities are invisible, such as dyslexia or chronic pain; and some are less easily understood by others, for example, Tourette Syndrome.
Working in a vocational rehabilitation capacity with disabled people, we have a good understanding and insight into the way disability can, and frequently does, impact on individuals in the workplace. All people are different, so the issues will be different, but many of the principles around addressing those issues are the same. Now, in the time of COVID-19, although the Work From Home culture seems to be taking off, while this resolves some issues for some disabled people, it can make things even more challenging for others.
We can also utilise our own knowledge base on specific services for people with disabilities and our knowledge of the Equality Act 2010. We are frequently called upon to recommend reasonable adjustments in the workplace and we also deliver training on what the Equality Act means for employers and employees. Our work with employers in recruitment and selection means we understand work performance requirements and what reasonable adjustments may be necessary to meet them.
People in senior positions, whether a senior partner in a legal or accountancy firm or the director of a FTSE 350, generally have support and development needs that are different to those in more junior positions. The environments they need to navigate are often more complex, the opportunities for action greater, and the scope for getting it wrong (for the individual and the organisation) more critical. In our experience:
Quite often, because of their position, senior people frequently lack peers and colleagues within the workplace with whom they can discuss career-related issues, the 'loneliness of the long distance runner' syndrome.
Typical concerns that people have brought to us include:
“It’s what you learn after you know it all that counts!” - John Wooden
Our executive coaching and career development programmes are very much tailored to the individual and can range from a focus on leadership development to increasing self-awareness of what went wrong (e.g. management derailers and pitfalls), to identifying and acting upon key personal values.
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