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Revolutionizing Careers: Insights from a Trailblazing Career Coach

Daisy Wright is the Chief Encouragement Officer at The Wright Career Solution, where she helps professionals and emerging leaders find fulfilling career paths. She is dedicated to guiding individuals toward career transformation and is a visionary leader behind the Let’s GROW Project and the Aspire to GROW Leadership Academy. These initiatives empower women to own their ambitions and strive for leadership roles and equity in the workplace.

A personal transformation sparked Wright’s journey into career coaching. “I decided to pursue career coaching because of the transformation I witnessed in my own life/career. When I became frustrated in my job, I hired a career coach to help me identify my skills and explore career options.”

This particular experience sparked a passion in her to take on dual roles as a part-time resume writer and a part-time professor in the Faculty of Business at Sheridan College. Over time, this evolved into a full-fledged career coaching endeavour aimed at helping individuals achieve career clarity.

Empowering Others: Effective Strategies for Career Transformation

Transformative stories mark her career to date, “One of the greatest achievements in my work, generally, was to hear a client, who is now a DEI Director, exclaim, ‘I came in with a 180° perspective, and am leaving with a 360°.’ A tangible case study further illustrates the success of a recent graduate, shedding light on the impactful transformations possible.”

Wright believes in empowering students to successfully transition from school to work by utilizing university career centers. She also encourages career educators and employers to not only stay up-to-date with the latest trends but also to immerse themselves in them. “I am an early adapter to any technology that will enhance the work that I do.” says Daisy, “Long before the Pandemic, I was a frequent Zoom platform user, allowing me to work beyond borders. Currently, I am immersing myself into artificial intelligence and have been educating clients about its benefits and limitations.”

Strategies for Enhancing Mental Health and DEI Initiatives

Daisy believes it’s important to address mental health issues in the workplace. She highlights the significant costs that mental health challenges can have for employers and advocates for a workplace culture that prioritizes mental well-being. She suggests employers should provide resources to create supportive environments that enhance productivity and satisfaction. “As a career coach, my role is not limited to the career development of my clients but to their overall well-being. If any mental health issue arises during our work together, it becomes the priority. If the situation is outside the scope of my training, a referral is made.”

Daisy’s work is driven by the core pillars of diversity, equity, and inclusion (DEI). She believes that diversity is crucial for driving innovation and performance. Drawing from her lived experiences and collaborations, she emphasizes the importance of diversity in the workplace. According to Wright, employers need to understand that diversity sparks innovation, which ultimately positively impacts the bottom line.

A Note to Career Educators and Employers

Employers can use digital recruitment tools such as job fairs and university partnerships to support and engage emerging talent. They can also establish virtual mentorship programs and foster clear communication channels. Daisy emphasizes, “Employers should expand their hiring pool to include platforms and resources that cater to historically underserved and underrepresented populations.”

In today’s competitive job market, it is recommended that employers use a variety of recruitment methods to attract top talent. It is essential to showcase the company culture and also offer growth opportunities to potential candidates.

For other career educators, Daisy suggests embracing continuous learning, adapting to emerging trends, and fostering mentorship. These practices are crucial in a rapidly evolving field.

Daisy Wright is the Chief Encouragement Officer at The Wright Career Solution. She partners with mid-career professionals, emerging leaders, and executives to help them discover fulfilling career opportunities. Daisy is also the Chief Architect of the Let’s GROW Project, an initiative to empower women and promote leadership.

Empowering Students with TTi’s Leadership Development Program

August 3, 2022 / Irene Chan / 0 Comments

Techtronic Industries (TTi) is internationally recognized as a global leader in the design, manufacturing and marketing of power tools, outdoor power equipment, hand tools and floor care appliances worldwide. TTi is proud of its history and the vast legacy of tradition and excellence that they have inherited from the brands that make up its company today. If you’re passionate about empowering students, keep reading to learn how TTi achieves this goal through fostering strong values with their Leadership Development Program.

We spoke with Dave Dininio, the Director of Talent Acquisition at TTi, to learn more about how TTi continues to support students and new grads on their career journey.

The Leadership Development Program

We believe exceptional people drive exceptional results, which is why TTi launched the Leadership Development Program. The Leadership Development Program is a comprehensive training program to develop outstanding and extraordinary people for the long term. The Program provides employees with relevant sales and field marketing experience while learning about our customers from a fundamental perspective. Throughout the Program, students and grads will be able to hone different skills such as communication, product knowledge and business acumen. They will execute exciting weekly projects to gain hands-on relevant workplace experience. The Program provides them with all the resources to accelerate their career. At every step of their career, we provide them with a combination of support, guidance and freedom that brings out the best.

Diversity, Equity and Inclusion at TTi

Diversity, equity, and inclusion are essential to establishing and maintaining a thriving workplace. Diversity is the recognition, appreciation, and acceptance of individual differences inside and outside the organization. Equity is about ensuring fairness and impartiality for everyone, and TTi Canada strives to provide equitable access to opportunities for all candidates and employees.

Collaborative, encouraging, respectful and polite are how I would describe our inclusive workplace. It is supported by policies that are intended to eliminate any barriers, bias and intolerance to encourage the involvement and contribution of all employees. Diversity, equity and inclusion are essential to TTi Canada because it helps attract top talent. Many students and new grads seek employment in a diverse, equitable, and inclusive organization where they are safe and supported. TTi Canada provides that kind of environment.

A Future After TTi’s Leadership Development Program

The Leadership Development Program provides new employees with various career advancement opportunities. An entry-level Field Sales Representative (FSR) or Brand Marketing Representative (BMR) can move into a position with more responsibilities, industry specialization and/or people management, such as Territory Manager, District Supervisor or Trades Site Specialist. The Leadership Development Program is a progressive training program that prepares them for the next level in their career and gives them the skills and knowledge to succeed at any level. The table below highlights potential career path options.

Field Sales Representative Brand Marketing Representative	Field Marketing Representative Territory Manager District Supervisor Sales Coordinator Trades Site Specialist	Field Sales Manager Key Account Manager Market Manager Senior Trades Site Specialist	Regional Sales Manager Strategic Account Manager District Manager Program Manager Marketing Manager Divisional Sales Manager
Marketing Coordinator	Assistant Marketing Manager	Program Manager Sales operations manager Marketing Manager	Senior marketing manager Group marketing manager

Opportunities for Students and New Grads at TTi

Career centres and schools, if your students or recent alumni are looking to grow their leadership skills, we are constantly recruiting for enthusiastic top talent year-round. We recommend that students and new grads regularly check our Career Site and LinkedIn page for new job postings and information about the company. Moreover, we encourage students and recent grads to join our LinkedIn Group, TTi Canada Careers for Students and New Grads and start a conversation or ask questions.

When students and new grads join TTi Canada, whether in a full-time role or Co-op capacity, we want them to stay with us for the long term. This long-term goal is why we invest a lot in our new employees, ensuring they have the best training, robust support and accessible resources to achieve their goals. Our Leadership Development Program is where it all starts.

Students and grads who join TTi Canada will get to enjoy a diverse set of roles and responsibilities that will allow them to acquire various skills that are valuable and transferrable throughout their careers. They will be allowed to collaborate on real-world projects and opportunities where they can contribute their ideas to gain relevant experience. As employees of TTi Canada, students and grads will have ample opportunity to advance their careers, move up within the company and explore different positions. We pride ourselves on developing people, recognizing talent and promoting from within – all part of our dynamic culture.

How the Pandemic Has Affected Recruiting

We have to adjust our hiring practices to align with what is happening in the job market. The pandemic has caused a shift in candidate mentality, particularly in compensation and remote work. Candidates demand higher pay, and there are more requests for remote or hybrid work environments. TTi Canada offers an excellent package for our Field Sales Representatives and Brand Marketing Representatives, including an attractive base salary, a company vehicle, great benefits, and an annual performance bonus. We do not offer remote or hybrid work schedules. Our Field Sales Representatives and Brand Marketing Representatives work in our clients’ stores daily.

Companies are replenishing their staff and ramping up hiring practices, increasing competition for talent. TTi Canada is positioning itself as a preferred employer at campuses by attending career events, partnering with student services departments and driving our employer brand at schools across the country. We openly discuss our great culture, career advancement opportunities and Leadership Development Program to stay ahead of our competition.

What are 5 major hiring trends you see in the future?

✓ Diversity Hiring – Inclusion and diversity offer TTi Canada many benefits, including improved employee happiness, productivity, retention, loyalty, and employer branding. We realize that diversity, equity and inclusion are not just feel-good initiatives but a must for our success.

✓ Speed of Hiring – With increased employer competition in the job market, our hiring processes must be efficient, optimized and technology-driven. We are focused on reducing the time it takes to fill positions. We know that other employers will hire the best talent if we aren’t fast enough.

✓ Employer Branding and Positioning – Improving our employer brand image to show that we are a highly respected company with strong values and a great culture is key to being the best and being a preferred employer among students and new grads

✓ Providing the best candidate experience – We ensure students and new grads can apply easily, there is transparency in our hiring process, and people know where they stand and the next step. We’re open to talking about compensation, the demands of the job and our company culture.

✓ Proactive hiring – It’s not enough to post a job these days. Our Recruiters are proactively potential sourcing candidates via LinkedIn and other channels. They hone recruitment efforts, actively search for talent and stay ahead of recruiting trends. These trends include being front and present at campuses by attending career events, conducting information sessions and connecting with students through various channels.

Enforcing Fairness and Equality During the Hiring Process

Fairness and equality during the hiring process are fundamental, so we give each candidate an equal opportunity to showcase their professional background and skill set. We ensure that every candidate is asked the same role-based questions during interviews for consistency and equality. We utilize a matrix system to score various competencies and skills exhibited during the hiring process to ensure a fair comparison of all candidates. Our Managers are provided with hiring training, which includes eliminating bias and stereotyping during the hiring process. Finally, we require the opinions of at least two people when making a hiring decision which mitigates the risk of bias or stereotyping when hiring.

Final Thoughts

TTi Canada is an excellent place for any student or new graduate to start their career. TTi Canada is where culture meets opportunity, and students and recent grads have the chance to advance their careers and work with intelligent, progressive and like-minded people. It’s an opportunity to support some of the best product brands in the world (RYOBI, MILWAUKEE, RIDGID, HOOVER, DIRT DEVIL) while developing a long-term career and working in a dynamic, forward-thinking culture.

To learn more about Techtronic Industries and their Leadership Development Program, check out their employer profile on TalentEgg!

Coaching – New Paradigm for Effective Leadership

February 6, 2020 / Maria Vasserman / 0 Comments

Leadership is critical in today’s evolving business environment. Leadership affects the culture, people, and the organization’s overall ability to succeed. But the age-old question remains the same – what makes a good leader? We spoke with Susan Pahl, Founder & CEO Shift Coaching Inc., to get her perspective on leadership and the role coaching plays in leading a successful team.

Name: Susan Pahl

Occupation: Founder & CEO Shift Coaching Inc.

Susan Pahl is the CEO and Founder of Shift Coaching, a leadership development and corporate coaching company. Shift Coaching develops leaders, teams and organizations to adapt change and grow.

“To me, leadership is not a position, a title or a set of traits. It is the ability to get others to want to work together and even struggle to achieve a shared goal. The ultimate form of leadership is to enable each member of the group to bring their best self and best efforts to bear on the goal at hand,” says Susan.

Analyzing the Trends

Susan engaged in extensive research to understand the new trends in leadership development and get ahead of the curve. She was particularly struck by the data that showed the impact of coaching on productivity, culture and employee engagement in business across a variety of industries.

“According to a study by Bersin & Associates, now a part of Deloitte, leaders that coach are 130% more likely to realize stronger business results. In addition, organizations with a culture of coaching achieve 21% higher business results. These are astounding numbers. When your leaders use coaching as an integral tool of management, the business grows.”

“Research by Zenger Folkman found that “more than 60% of employees who report to managers who are not good coaches are thinking about quitting.” This is based on more than 500,000 360-degree assessments on 50,000 leaders. Coaching is a fundamental tool to not only bring out the best in people, but retain them too.”

Susan also identified what many modern leaders struggle with. She describes how “command and control leaders rely on their own skills and abilities to solve problems and be the experts. This new world requires multiple people and multiple brains to be able to navigate this fast-paced increasingly complex world we live in.” Instead of taking an authoritative approach, Susan suggests that leaders need to know how to create “a collaborative work environment where people can think for themselves, solve problems and be innovative.”

Finding the Niche

The reality today is this: “There is no playbook or training program to address the complexity that people are facing today,” Susan comments. Constant adaptation to change, competition for attracting and retaining top talent as well as employee development are just some of the ongoing tasks that managers need to think about.

“The role of HR is changing. How do we prepare people to work, lead and learn effectively in the complex constantly changing world? To start we need to support HR professionals and career educators to become coaches and equip them with the skills to support others.”

Identifying the gap between employees’ expectations and managers’ ability to meet them, Susan came up with the idea for Shift Coaching. “I wanted to provide a program that covered all the essential elements of coaching in the context of the business environment with practice, reflection and feedback that would fit in with a business person’s busy schedule,” says Susan. She adds that “every leader needs A coach and that every leader needs TO coach.” So really, Susan teaches others to learn by doing. Those who participate in the program not only learn how to coach others, but they also get coached themselves.

Coaching Leaders

So how does The Shift Corporate Coach Program work? It is built for business leaders and it stands apart from other coaching programs because it incorporates the business context, is efficient and is integrated into the leaders’ workday. Unlike other programs that only provide a generic overview of coaching or require a significant time investment, Shift Coaching equips participants with practice, reflection and feedback that fits within a business person’s busy schedule.

Participants learn core coaching concepts through an experiential hands-on process. As a result of completing the program, according to Susan, leaders can:

Generate improved productivity
Reduce conflict across the organization
Increase the response to managing and implementing change
Use industry-leading leadership tools to grow staff and develop people
Create a renewed vision and strength in their approach to developing the corporate culture
Create a greater focus on the art of relationship-building throughout the organization; with direct reports, peers, stakeholders and clients
Explore the benefits of using coaching conversations in everyday applications as well as in formal protocols

Shift Corporate Coach Program recently opened up for new grads in an effort to shape the leaders of tomorrow early on.

“Becoming a coach early in a new grad’s career will prepare them to have healthy approaches to the people issues and have the ability to coach others, preparing them for positions of leadership. We have heard so many of our [more mature] participants say that they wished they had these skills 20-30 years ago and how their careers may have been very different. So we said: “Why wait?” – let’s bring this to new grads and help them get coaching skills early on.”

Constantly Evolving

It’s evident: the change is here. The massive challenge of adapting and evolving together with the industry is something that every business manager (current or aspiring) needs to embrace.

“Robert Keagan calls it “Constructive Destabilization” in his book “An Everyone Culture”. He says that, if you can perform your role to a high level, you are actually no longer in the right job. As soon as something is working perfectly, it is time to blow it up and move up to the next level. He suggests running into useful trouble and using this trouble to learn and grow. This is the opposite of “business as usual”. Pain + Reflection = Progress.”

Susan comments that HR professionals will only be able to grow by introducing desirable and purposeful challenges in their work lives. Learning and development programs are a safe way of practicing to combat these difficulties.

“Ongoing development must be woven into the daily fabric of working life and people’s limitations will be seen as their growing edge. Organizations need to aggressively seek opportunities for their leaders to practice, experiment and learn in this new changing environment. They also need to change how they evaluate and develop leaders,” says Susan. Her passion for better leaders of tomorrow is evident in everything she does.

If you’re ready for the next step in your leadership development, explore what Shift Coaching has to offer. Do you know a soon to be or a recent grad that might benefit from the Shift Corporate Coach Program™️?

TalentEgg is proud to partner with Shift Coaching to offer young professionals an exceptional leadership development opportunity give-away valued at $5,000! Find out more here!

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