After 25 years of successful work in banking and insurance, Stacey Altemus decided to make a change. She partnered with a career coach to do some self-examination and answer a question she’d simply never asked herself: “What do I want to do?”
Altemus isn’t alone. Career and executive coaching is on the rise again, thanks to a waning recession that’s freed up corporate dollars for leadership development and the demand for savvy self-branding in a job market where social media profiles can make or break an interview opportunity.
The difference between executive and career coaches is still distinct: executive coaches are typically contracted by companies and focus on measurable, specific outcomes favorable to the executive, the bosses and even the shareholders.
Career coaching typically aid professionals in transition or considering a career change, like Altemus.
“I always went for the job in front of me,” she said. Promotions from within the company, referrals from friends and an offer from a headhunter propelled her to the next thing, but Altemus said ultimately she sought something different.
“It wasn’t about excelling at a higher level,” she said. “It was about finding a role that was a great fit for me where I could be excited every day.”
Enter Barton Career Advisors, a Newark firm that provides outplacement solutions and career consulting services.
“We’re doing leadership and transitional type coaching inside organizations,” said Chris Barton, founder and managing partner. “We also work on a retail basis ““ managing personal and professional brands.”
One concept they market is the unique selling proposition ““ helping clients think holistically about their network, their relationships and how to effectively market them in the appropriate arena ““ without overexposure. “It goes beyond a LinkedIn account,” said Barton.
“It’s “˜How do I create content that attracts real interest.'”
Barton said the labor market has improved but it’s still a very competitive landscape. “Organizations have retooled and they want to hire out-of-the-box talent,” he said. “You have to really have a laser focus of what you want to bring to the table.”
Sherry Read founded Read Solutions Group in 2006. An executive coach with an extensive background in the corporate arena, today she partners with people in “thought provoking relationships to achieve their personal and professional potential.”
Read said most of her work is contracted by C-suite level executives to help transition someone from one job to the next within the same company. A strategic plan usually includes data from a 360-degree assessment that includes interviews, and clearly identifying goals and the two or three things that might make a difference in meeting them.
“These are smart and successful people,” said Read. But managing new details through executive promotion, leading others and setting direction could be difficult.
“The majority of coaching done today is helping people achieve their potential and deliver business results. People in larger organizations see it s a perk ““ they’ll ask for it,” said Read.
A study last year by Stanford Graduate School of Business and The Miles Group revealed that nearly 100 percent of CEOs in the survey would love the opportunity for coaching, particularly in the areas of conflict management skills, but nearly two-thirds don’t receive any coaching or leadership advice. About half of senior level executives receive coaching advice.
According to the study, the top two areas board directors say their CEOs need to work on are “mentoring skills/developing internal talent” and “sharing leadership/delegation skills.”
In Delaware and surrounding area, Read said companies that pulled back on leadership development programs during the recession are reinvesting. “This year has been my best year ever.”
It’s been a good one for Altemus, too. After various tests administered by the Barton team helped pinpoint her interests, they looked at her options, which ranged from nonprofit work to yoga instruction. Ultimately, she decided to become a financial advisor ““ a role that has long held her interest. But it also required that she get her license to sell insurance and recommend annuities, and a job search in a market that was sometimes uncomfortably unresponsive.
“They helped me not be discouraged,” said Altemus. “They kept me busy with tasks and homework and they validated that I had worthwhile skills.” They also beefed up her social media profiles, focusing on her LinkedIn account to promote her work history and skillset.
Altemus earned her licenses in May of last year and started working as a financial advisor for Diamond State Financial Group around the same time.
