30-60-90-DayPlan.com / 306090Day.com
From the perspective of the job seeker, typical job search patterns go like this:
- 1st 30 Days – My Way
- 2nd 30 Days – OK, Your Way
- 3rd 30 Days – Highway
The 30-60-90-DayPlan is the timeline put to a Transition Action (TRAC) Plan. A plan, they say, is a dream with a timeline!
This action plan is built from recurring transition patterns and upon several learning/training frameworks. As per usual, there are variations and exceptions. This TracPlan is focused on the Job Search process and its variations and patterns.
First, although there are differences, and disagreements, in specifics, there is consensus in the general stages (and steps) in a job search. The four step formula used here is more an attempt to simply a complex process, not to settle any arguments.
The TracPlan four stages: Decode, Direct, Declare, and Decide. There are two TracPlan steps within each of those four stages: Decode = Assess & Plan; Direct = Target & Resume; Declare – Network & Interview; and Decide = Negotiate & Follow-up.
A second underlying framework is the learning/training process that itself has four stages: Unconscious Incompetence (UI); Conscious Incompetence (CI); Conscious Competence (CC); and Unconscious Competence (UC). Within this framework, between these stages, are interventions of awareness and practice. [On the playground, this has a Get Ready, Get Set, Go label; within corporate this translates into Ready, Fire, Aim; and within DBM it is Focus, Prepare, Achieve.]
Job seeking skills are different from job keeping skills, and it is unfortunate that we have to take time out to acquire and apply this skill set. The good news is that this surface process of job seeking engages a parallel, albeit often unconscious, soul (or inner self) seeking process. [More on this later.]
A third, and fourth, but related subliminal frameworks include a Gates & States concept that says there are rapids and pools, periods of assimilation and consolidation in every transition process. And, a learning process that postulates a breaking of (old, existing) connections before remaking (new) connections.
The application of this TracPlan follows the often successful 30-60-90 Day Job Action Plan that is used by job applicants to show how they would hit the ground running should they be hired. (http://search.yahoo.com/search;_ylt=AiqybjEKgXkAbr71i1uubGWbvZx4?fr=yfp-t-701-s&toggle=1&cop=mss&ei=UTF8&p=30%2060%2090%20day%20job%20action%20plan)
If there are four job search stages, then there are four possible entry points to a job search: ( 1) I need to figure out what I want to be when I grow up; (2) I need to update and fine-tune my resume; (3) I need to network, network and interview; (4) I already have an offer(s) in the hopper and need to brush up on my negotiating.
So, depending on these entry points, there would be differing steps to a 30-60-90 Day Transition Action Plan (TracPlan).
However, no matter what the entry state, there are characteristic states-of-mind-&-emotion (cognitive –emotional state—CES) to a job search that do seem to follow 30 day patterns. (More underlying frameworks here, but I’ll not surface them at this time.)
Regardless of the entry stage, the first 30 days of a job search can be characterized by one of these CES states: Concerned, Connected, Confident.
-more to follow -7/10/2010
Constructing a 30-60-90 Day Business Plan By Kat Stremmel
Yes, this has been too long in coming; and still not here; exists on napkins and notecards.
I do like this, though–restructured for this post:
If you’re looking for work, have a plan.
Researchers at the University of Missouri studied the efforts of 327 job seekers, ages 20 to 40, and found that developing and following a plan at the start of your job search and having positive emotions later in the search have a significant impact on success. Conscientiousness appears to be key.
Qualities such as self-discipline and dependability seemed to affect a job seeker’s tendency to set goals and develop a plan, thereby influencing the number of offers received, the researchers report. “Perhaps, conscientious job seekers conducted better-quality job searches by scrutinizing their fit with prospective employers more carefully or more effectively following up with employers,” the researchers report.
Likewise, positive emotions may have helped job seekers behave more confidently or cope better with stress, “thereby responding more skillfully in interviews than job seekers with less positive emotions,” according to the report.
The researchers recommend that job seekers set goals, monitor their progress, analyze their interview skills, and find ways to think more positively and handle bad news better. “Some of these recommendations seem like they are common sense, but they are just not that common,” says researcher Daniel Turban, a professor and chair of the department of management in the University of Missouri’s Robert J. Trulaske Jr. College of Business.