Action Plan: A proposed course of action or list of all the tasks that must be completed to achieve a goal.
Active Candidates: People who have declared they need or want a new job as soon as possible and are actually pursuing a new job
Assessment: Any evaluation or estimation of the nature, quality, or ability of someone or something
Big Idea: An idea that showcases one’s ability to think big and innovate while also allowing creating meetings for feedback and relationships. Ideas are the currency of professional networking relationships. Big ideas by nature should make a person stretch and be uncomfortable, which creates a natural inclination to kill fear.
Board of Advisors: Person(s) known and trusted to advise, support, mentor, and sponsor in pursuing another’s success. A Board of Advisors is constructed in CareerTruth to create effective engagements by assigning goals and efficient communication through CareerTruth chat to augment in-person meetings.
Burnout: Exhaustion of physical or emotional strength or motivation usually as a result of prolonged stress or frustration
Career: A field for or pursuit of consecutive progressive achievement in public, professional, or business life
Career Arc: The three arcs of one’s career are Mastery, Freedom, and Legacy. These three arcs visualize a person’s evolution from the beginning of career to the end. These career arcs exist for everyone and must be documented, analyzed, and considered to fully to own the current plan for a desired future state of career.
Career Change: A significant change in career with implications to at least two of three Career Arcs: Mastery, Freedom, and Legacy.
Career Direction or Career Path: The basic direction of one’s career path. Direction indicates that a person has a plan and a goal for their future as opposed to accepting relatively random jobs that are not building to anything
Career Plan:
A comprehensive and documented strategy with details of actions and measurable outcomes that considers how to utilize a person’s unique talents while factoring in financial outcomes and the effective use of their available resources, primarily time and energy.
A career plan includes a person’s values, purpose, vision of success, strengths, professional goals, development actions to meet goals, and a process of accountability that updates monthly, quarterly, and/or annually. A career plan will evolve and adapt as life circumstances, needs, and aspirations change.
Career Security: The knowledge or probability that a person can always secure a stable and aligned set of rewards from their work in a market they enjoy.
CareerTRUTH
The realities of one’s full potential in any season of their unique career that account for their current or future professional potential
CareerTRUTH focuses on three arcs of a career: Achieving Mastery, Seeking Freedom, and Leaving Legacy
Coach/To Coach/Coaching
One who instructs, trains, or gives specialized teaching.
Prompt or urge (someone) with instructions
Process of engaging in regular, structured conversation with an individual or team
Company Culture:
Company culture is the sum of formal and informal systems, behaviors, and values in a company or team, all of which create an experience for employees and customers.
An ever-changing, unseen organizational condition that can evolve with every new factor
Competencies: The ability to do something successfully or efficiently which encompasses three facets of knowledge, behavior, and skills.
Desires: A passionate feeling of wanting to have something or wishing for something to happen.
Early Wins: In entering a new role, project, or company, create immediate value by successfully taking on work to build trust and gain an understanding of new vocabulary, processes, systems, and methods.
Earning Potential: The amount of money that it is possible for one to make in their work, based on skills, competencies, and performance in a marketplace.
Energy: Energy is a continuum of a fundamental force of nature created by our thoughts, emotions, and actions. Energy is contagious and the energy we display has a ripple effect on those around us. People with high EQ can regulate and improve energy.
First-Line Leadership: To lead the first line of outcomes for building, serving, or solving for customers through people
Freedom: One of the three Career Arcs; represents the amount of self-determination as attributed to the will over time; the quality of being independent of fate or necessity.
Gap Analysis: Method of assessing performance in the current state to a desired future state that reveals improvement or change in performance, this gap is the difference in performance required to achieve a desired future state.
Goals: The object of a person’s ambition or effort; an aim or desired result
Hogan Assessment: The Hogan assessment is a world-class assessment tool that examines personality from every angle, measuring the bright side, dark side, and inside of personality and performance. CareerTruth offers a Hogan leadership assessment and a professional consultant review to improve self-awareness and become a better executive leader.
Holistic Health/Wellness: Depicts one’s health across all areas of life because bodies, minds, relationships, communities, and environments are all interconnected.
Holistic Life: Within CareerTruth, living one’s best holistic life means aligning the whole self (body, mind, spirit) to be the best self at work, home, and in the community in every season of career
Innovation Strategy: A commitment of resources to a common innovation or purpose to grow with a structured set of activities designed to provide continuous development
Invisible “Clothesline”: The cultural conditions of a company that are not written down or spoken of, but will create setbacks or stop progress
Job: a regular remunerative position such as a specific duty, role, or function
Job Security: The knowledge or probability that a person’s work can not be replaced, the job can never be eliminated, or they can never be fired. This really does not exist.
Key Stakeholders: A person or group that has an interest in a person’s or organization’s successful outcomes
CareerTruth: The first career management platform focused on individual mastery and growth, providing tools, exercises, and a community to continually evaluate and develop plans as they relate to values, purpose, vision, and goals across all phases of the career
CareerTruth Coach/CareerTruth Professional Growth Coach: Certified coaches who elevate performance, ignite energy, and unlock full potential in Mastery, Freedom, and Legacy throughout a person’s career.
CareerTruth Talent Representative: Each member of CareerTruth has access to a CareerTruth talent rep who is available to support any question a user may have for their career planning
CareerTruth Vault: A personal repository for safeguarding the valuable assets of a career. Accessible exclusively to the user, it ensures the preservation of one’s collected treasures, ready for reflection and utilization, regardless of job, company, computer, or season.
Lanes of work: A lane of a career is a set of similar organizational parameters. A person will select from up to 11 career lanes based on their professional and personal inventories.
Leader: A person who rules or guides or inspires others. A servant leader does not consider himself above those he leads. Rather, the leader is “first among equals.”
Leadership Skills: The skills and/or competencies to guide or inspire others to achieve a desired outcome
Leadership Tree: A leadership tree is the combination of who has poured into an individual over their life, along with the people they will subsequently pour into as a leader. A leadership tree accounts for the legacy others provided and how one will pay that forward and multiply the legacy to others.
Learnings from Losses: A thing learned by experience; a lesson. Nothing is wasted.
Fruits: The people one intentionally serves in their development as a mentor, sponsor, coach, or leader, as seen on the leadership tree.
Legacy: The lasting impact one has on others through their home, work, or community; the impact an individual wishes to make on other people; Within CareerTruth, Legacy is the Career Arc that represents the increase or accumulation of importance and impact a person has on others over time; the long-lasting impact of particular events, actions, etc. that took place in the past, or of a person’s life.
Management: The process of directing or controlling a group of people or an organization to reach a goal
Mastery: Comprehensive knowledge or skill in a subject or accomplishment; The core strengths or transferrable skills accumulated over the course of a career; Within CareerTruth, this is one of the three Career Arcs which represents the trajectory of skills, knowledge, and capabilities acquired over time; To declare mastery regarding a skill or competency a person must be able to tell a complete STAR story of success and/or be able to teach on the subject
Mentor: A trusted and experienced counselor or guide that is willing to hold someone accountable for their success
Mission/Company Mission Statement; States the purpose or long-term goal of a business or organization and what they wish to achieve for a group of people, and how the company will do it; CareerTruth uses purpose statements for people and mission statements for companies
Milestone: An action or event marking a significant change or stage in development.
Network: A group of people that exchange information, contacts, and experience for professional or social purposes.
Open Networking: Networking with people from unfamiliar networks and seemingly beyond an individual’s reach. These people provide opportunities for accelerated learning and novel relationships for growth.
Organizational Design: The structural design required to achieve the organization, company, or unit’s strategy and desired outcomes. This design is the process of creating structures that align roles, workflows, networks, and procedures with an organization’s goals.
Organizational Structure: A system that defines an organization’s hierarchy and workflows throughout the organization. The organizing principle determines how employees and resources are grouped into departments or business units.
Passive Candidates: People not actively looking for a new job, but who would consider a new role if the new situation offered significant improvements to their career plan
Peer: One that is of equal standing with another in a certain situation
Personal Goals: In CareerTruth, personal goals are those life goals not related to professional performance, but related to the decisions made to improve one’s investment of time, acquisition of rewards, or offered use of resources
Personal Inventory: The full accounting of personal obligations and desires that relate to their use of time, acquisition of resources, and impact. The personal inventory creates the choice matrix for how work impacts life.
Professional Goals: The near-term outcomes for one’s professional development; In CareerTruth, professional goals are those career goals related to continuously improving areas of technical or leadership competencies through specific action plans
Professional Inventory: A person’s entire list of professional assets including their education, experiences, skills, and competencies available to the market to date. This inventory goes well beyond a career history or resume by prompting a detailed collection of the most significant activities, behaviors, and outcomes, to build upon and leverage for continued growth and mastery.
Professional Story: Each professional has a past that creates their current life with the purpose to create a better future; A professional story should be tailored to different audiences with common themes of values, purpose, professional and personal goals, areas of development, and learnings from success and failures. The ability to share one’s story well presents opportunities for others to learn, change, be inspired, and create results.
Purpose: The central motivating aim of life or work used to guide life and work decisions, shape goals, and influence behavior
Purpose Statement/Link to Purpose: A short statement that succinctly and specifically shares the central motivating aim of one’s life or work. It serves as a charter that points a person in a direction and allows them to answer “why.”; What a person does + who they do it for + how they benefit
Realities: The world or the state of things as they actually exist, as opposed to an idealistic or notional idea of them.
Root: The people in one’s life who have mentored, sponsored, coached or led in a memorable and meaningful way, as seen on the leadership tree
Roses: In CareerTruth, a rose is a positive moment to be captured for reflection
Self-Discovery: The act or process of achieving self-knowledge
Skills: A learned power of doing something well in execution or performance
Spirituality: The quality of being concerned with the human spirit as unique to the physical or material things
Sponsor: One who assumes responsibility, supports, and champions another person
STAR Analysis/Experience: A method to document, reflect on successes and learnings from losses, and build complete stories including the Situation, Task, Action, and Result.
Strategic Leadership: Leaders use their critical thinking to solve long-term problems inside and outside the company creating a vision of success to help the team to organize and execute the plans to achieve long-term goals
Strategy: What a person plans to do to win the game they are playing; A plan of action to achieve a major outcome
Stretch Assignment: A new project, role, or task that is beyond a person’s current expertise
Success: The accomplishment of an aim or purpose.
Talents: Any natural recurring patterns of thought, feeling, or behavior that can be productively applied.; A person of talent or a group of persons of talent in a field or activity
Technical Skills: Knowledge or expertise to perform specific tasks or use certain tools to produce work in a functional area.
Thorns: In CareerTruth, a thorn is a difficult moment to be captured for reflection
Transformational Leadership: A leadership approach that creates change in individual behavior that impacts organizations and social systems over the long term.
Truth: A transcendent fundamental or spiritual reality; That which is true or in accordance with fact or reality.
Values – the beliefs, ideals, motivators, and characteristics uniquely essential to a person.
- Stability – Certainty, predictability
- Helping – Taking care of others
- Perseverance – Stick-to-itiveness
- Consensus – Living with decisions
- Joy/Pleasure – Personal satisfaction
- Tradition – Respecting old ways
- Family – Caring for others, spending time together
- Competition – Desire to be the best
- Aesthetic – Desire for beauty, artistic ability
- Courage – Standing up for beliefs
- Achievement – Successful completion
- Neatness – Tidiness, order, cleanliness
- Creativity – New ways, innovation
- Rationality -Logic, clear reasoning
- Spiritual Growth – A higher purpose
- Play – Fun, spontaneity
- Appearance – Dressing well, staying fit
- Honesty – Being sincere, truthful
- Community – Connecting to others
- Forgiveness – Pardoning others
- Learning – Exploring new ideas, understanding
- Self-Control – Self-discipline, restraint
- Personal Growth – Continual self-learning
- Health – Physical Well-Being
- Teamwork -Cooperating, achieving a common goal
- Prosperity – Flourishing, being well-off
- Communication – Openly exchanging ideas
- Love/Intimacy – Forming deep, emotional, spiritual bonds
- Respect – Honoring, considering
- Competence – Capability, effectiveness
- Security – Valuing safety, assessing risk
- Adventure – Accepting challenges, risk-taking
- Intellectual Status – Being regarded as an expert
- Friendship – Close-ongoing relationships
- Peace – Inner and Outer Harmony
- Sharing – Spreading gifts and talents with others
- Mental Health – Emotional, psychological, and social well-being
- Power – Having control over others
- Fairness – Respecting all rights, equality
- Sociability – Friendly interactions with others
- Altruism – Serving others
- Morality – Alignment with personal or cultural morals
- Challenge – Trying new things, bettering existing skills
- Truth – Search for meaning and reason
- Consistency – Predictable, reliable
- Uniqueness – Being different from the crowd
- Loyalty – commitment to individuals and organizations
Vision Statement, or Vision of Success: A verbal rendering or description of the desired future state. An effective vision inspires people by visualizing how success will look and feel.
Walk-Around Numbers: A walk-around number is a casual yet succinct way to talk about current projects – allowing a person to promote what they are doing inside and outside the organization while forcing another to measure their work (something we all know is important yet often skip). This walk-around number can be handy in the elevator, at a coffee meeting, or the minutes before a Zoom meeting starts.
Wellness: The quality or state of being in good health especially as an actively sought goal
Wins: A successful result in a contest, conflict, bet, or other endeavor; a victory.
Work: A specific task, duty, function, or assignment often being a part or phase of some larger activity such as a job
Work-Life Flow: Work fits inside of life and should be managed to flow as a person allows according to personal purpose and goals for success, and alignment to outcomes required by the employer; Clear decisions regarding the investment of time, shifting away from traditional hours, use of technology, and outcomes-based work are priorities of work-life flow
4 Levels of Leadership
- First Line leadership
- Management
- Strategic leadership
- Transformational leadership
15 Areas of Leadership
- Integrity: The quality of being honest and having strong moral principles; moral uprightness.
- Emotional Intelligence: Skillfully handling one’s emotions, as well as navigating the emotional dynamics of the interpersonal world. Requires self-awareness, self-regulation, motivation, empathy, and social skills
- Collaboration: The action of working with someone to produce or create something
- Inspirational: Inspirational people lift others’ spirits to make them feel happier, more capable, and more like they can accomplish their goals.
- Persistence: Continuing firmly in the course of action in spite of difficulty or opposition
- Managing Conflict: Conflict management is the recognition and mediation to resolve conflict using processes, tools, and skills to find creative and respectful ways to manage disagreements and disputes
- Coaching Others to Success: Coaching, defined as an ongoing approach to managing people: creates a genuinely motivating climate for performance
- Building Great Leaders: The process of leading by example and helping peers and those under a person’s authority rise as leaders
- Communication: Method of exchanging ideas thoughts feelings and data so that a message is received and understood with clarity and purpose
- Results & Growth Orientation: Orientation toward the end result, by setting clear and specific goals with timelines and accountability for success
- Agility: Having a quick, resourceful, and adaptable character, able and willing to move and adjust or easily adopt change
- Strategic Thinking and Planning: Thinking in accordance with changing situations and in a problem-solving manner
- Problem-Solving: the process or act of finding a solution to a problem
- Business Acumen: The ability to make good judgments and quick decisions using financial information and relating to macroeconomic and microeconomic conditions
- Organizational Strategy and Design: How an organization, company, or unit must evolve to achieve future goals and objectives. As the organization’s strategy requires change, the change in strategy has cascading effects on the organization’s requirements resulting in changes in design, structure, capabilities, roles, governance (management), processes, and practices.
180 Review: A 180-degree feedback is provided by individuals at the same level as you (peers or colleagues), and a direct manager.
360 Review: 360-degree feedback is provided by people at all levels of the relationship (i.e. bosses, peers/colleagues, and direct reports)