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Employees who have no sense of future with their employer are vulnerable to external opportunities. Those who are not satisfied in their jobs (more than 50% of the population) can become negative, often resulting in toxic work environments. Workplaces with a strong culture of career development can help maximize career engagement, through the alignment of individual and organizational capacity with an appropriate level of challenge. Discover the benefits, to employees and employers alike, of good career fit. Leave with practical tools and strategies for implementing career services that will maximize career engagement without breaking the bank.


You will learn: 

  • Benefits of considering career engagement
  • Tips for making a business case for implementing a career development process
  • Key components of successful career development / career management programs
  • Techniques for effective career conversations
  • Strategies for integrating a career planning process with other HR areas

Meet your instructor

Deirdre Pickerell

My work, over 20+ years in career development, human resources, and adult education, has been incredibly varied but always with the underlying message of the importance of a good career fit . . . getting the right people into the right jobs at the right time. Essentially, my career is focused on helping individuals find work that allows them to thrive and helping organizations understand the importance of supporting employees' career goals.My initial doctoral research focused on career management as a key driver of employee engagement. Those explorations, and my work in that area, led to the development of the Career Engagement model. Co-authored with Roberta Neault, this model conceptualizes career engagement as the alignment of challenging, stimulating work with a matching level of capacity (e.g., access to the proper skills and education; social support; self-care). Read more at: http://tinyurl.com/8u3b4jq My doctoral dissertation explored the model as well as the career engagement of Canadian Career Development Practitioners (CDPs).The model has since been introduced at presentations locally, nationally, and internationally and has resonated with all. Next steps include extending my doctoral research into New Zealand and Australia. Have a question or comment about career development or engagement? Please don't hesitate to connect via email or LinkedIn. I'd love to hear from you.

Course Curriculum

  • 1

    Chapter 01

    • Download Workbook

    • Setting The Scene

  • 2

    Chapter 02

    • Building A Career Development Process 01

  • 3

    Chapter 03

    • Building A Career Development Process 02

  • 4

    Chapter 04

    • Maximize Career Engagement

  • 5

    Feedback

    • Course survey