As an employer, you want to improve employee purpose, confidence, and productivity. Bottom line: if you improve these, you improve your organization. Being proactive on these issues means that as an employer you offer new employee success programs, high potential leadership programs, leadership team programs, outplacement services, employee workshops and events, or organization-specific career development programs. There seem to be a dizzying number of companies out there that offer these types of services. How do you choose the career coaching company that’s right for you and your organization?
At CareerJoy™ we offer face-to-face & team workshops & leadership coaching at our 12 locations across Canada, Toronto, Ottawa, Mississauga, Calgary, Edmonton, Vancouver, Halifax, Winnipeg, Kitchener/Waterloo, Kingston & Montreal. We also off the option and flexibility of telephone and Skype coaching coast-to-coast. We are unique in the marketplace; our approach is personal, authentic and practical. We’ve created sophisticated services that build on the individual abilities of our clients. Our assessment tools are chosen from a mix of those we’ve developed and the best from outside – we customize the assessment to fit the needs of our customers. Because each client has distinct needs, our services are multi-dimensional and we build a team of specialists to meet each client’s needs. As an employer you have needs that are unique to your organization. At CareerJoy we provide coaching and leadership programs throughout the entire employee career lifecycle.
- Outplacement Services
- Onboarding of new staff
- Inboarding – Helping staff take on new roles and responsibilities in your organization
- High Potential Staff – Identification and Coaching
- Leadership Development – Executive Coaching
- Maternity/Paternity Transition
- Workshifting Transition – Work Effectively Anywhere Anytime
- Retirement Transition Planning – Coaching individuals into retirement
- Webinars, lunch and learns and speaking engagements
Our corporate clients include:
Rideau Centre, Ottawa Senators, Public Safety Canada, Harris Computer, CSC, MXi, Subaru, CHMC, Export Development Corporation, The Canadian Coast Guard, National Research Corporation, Alcatel, Petro-Canada, Canwest Interactive, Ontario Centres of Excellence, Ontario Construction Secretariat, Sprott School of Business, Rotman School of Business, McMaster University, University of Saskatchewan Medical School, Ryerson University, Subex America Inc., Grand & Toy, City of Ottawa, Corrections Canada, Dollar Thrifty Automotive Group Canada, Oakville Community Living, Lavalife Corp., Christian Children’s Fund, CAA National Office, BGI Canada Ltd., Environment Canada, CML Emergency Services Inc., Natural Resources Canada, GE Capital, and the Renfrew County District School Board.
CareerJoy™ is headed by Canada’s Career Coach Alan Kearns who is a Workopolis career expert, author of Get the Right Job Right Now!, and a regular contributor to Canadian media on the latest trends in the Canadian workforce. Our team of coaches is uniquely trained to help your employees achieve career success. We are the official career coaching company for Workopolis, Queen’s University Alumni, Carleton University Alumni, Bishop’s University Alumni, Dalhousie University Alumni, OCAD Alumni, Kwantlen Polytechnic University Alumnni, Nippissing Univeristy Alumni, University of Toronto and Athabasca University Alumni and numerous other respected Canadian organizations.
There is substantive research showing the value coaches have in today’s workplace. A good coach can serve as a sounding board for an executive’s frustration, while simultaneously pushing the client to modify his/her behavior even when feeling provoked (Koonce, 1994). Coaches can help executives better “read” interpersonal situations and be more effective interpersonally in their interactions with colleagues (Hall et al., 1999). Coaches can give senior managers specific pointers on when to stand firm and when to bend, and perhaps most importantly, how to negotiate or compromise more effectively (Koonce, 1994).
Leadership coaches can also be instrumental in helping senior managers develop junior colleagues more effectively as well as allowing junior colleagues to learn from their mistakes in a supportive manner while learning coaching skills themselves. (Dalton, et al., 1977; Kosan, 1999) Career coaches can help executives take a step back from their day-to-day behaviours to examine the cumulative overall impact they are having on both their colleagues and superiors (Snyder, 1995).
Our philosophy in one line is “Helping professionals to reach their full potential.” You and your team are not “human capital” or “assets.” Our drive to help people understand their unique strengths and treat them as individuals, backed by our innovative process and expert team of professionals, will support your team in reaching their full potential. You will have more engaged employees, less turnover and a more profitable company.
Here are some industry statistics and a general overview of the value and ROI coaching offers:
- In one study conducted by MetrixGlobal LLC, companies including Booz Allen Hamilton received an average return of $7.90 for every $1 invested in executive coaching.
- A survey by Manchester Inc. of 100 executives found that coaching provided an average return on investment of almost six times the cost of the coaching.
- An internal report of the Personnel Management Association showed that when training is combined with coaching, individuals increase their productivity by an average of 86 per cent compared to 22 per cent with training alone.
Benefits reported by companies that provided coaching included:
- Productivity (reported by 53 per cent of executives)
- Quality (48 per cent)
- Organizational strength (48 per cent)
- Customer service (39 per cent)
- Reducing customer complaints (34 per cent)
- Retaining executives who received coaching (32 per cent)
- Cost reductions (23 per cent)
- Bottom-line profitability (22 per cent)
Executives who received coaching reported improvements in the following areas:
- Working relationships with direct reports (reported by 77 per cent of executives)
- Working relationships with immediate supervisors (71 per cent)
- Teamwork (67 per cent)
- Working relationships with peers (63 per cent)
- Job satisfaction (61 per cent)
- Conflict reduction (52 per cent)
- Organizational commitment (44 per cent)
- Working relationships with clients (37 per cent)
For more information regarding
programs for Employers
VP, Business Development
1.877.256.2569 x 400