Ms. Fischer, you support "skillaware" as a career coach and skills consultant. What motivated you personally to do this?
The topic of employability is close to my heart. For too long, employability has been seen as the sole responsibility of the employer - especially in the banks. But it is also the responsibility of the individual. Back in the 1980s and 1990s, when I was working in the banking sector, I made employees aware of the need to take their share of responsibility by actively shaping their professional development.
In addition, a few years later, when I started my own consulting business and opened up to all sectors of the economy, I realized how difficult it is for bank employees to develop their skills in a changing environment. skillaware is, in my opinion, a very comprehensive response to this important issue. I encourage bank employees, regardless of their role and level of responsibility, to take advantage of the opportunities offered by the skillaware project and to take the time to reflect. Be it to broaden their own horizons or simply to improve their opportunities for further development in the banking sector. Questioning yourself, asking yourself insightful questions and possibly also taking advantage of orientation meeting enables you to proactively become aware of your own motivation and goals for the future.
The first step of the skillaware program is an onlinequestionnaire - a kind of self-test. What added value does it have for bank employees to participate?
The questionnaire provides an opportunity to self-reflection, which is about being able to take a step back and analyze yourself. This skill, also known as introspection, is fundamental and is highly valued in the professional environment for all employees, regardless of their position. Self-knowledge and awareness of one's own competencies have a positive influence on self-confidence. By identifying one's own development potential, the areas in which improvements are required through further training or other suitable measures can be specifically determined.
After visiting self-reflection , employees can take action themselves or contact you at orientation meeting . What happens during this meeting?
The conversation is tailored to the individual expectations of each person. The results of the self-reflection often only serve as a starting point for a more in-depth discussion. The meeting quickly focuses on the person's current situation. And thus primarily on their environment, their life situation and the challenges they are facing. All career coaches have a comprehensive understanding of the current labor market situation. They intervene confidentially and neutrally in order to ask specific questions and provide the best possible impetus and clear guidance.
Of course, orientation meeting cannot replace comprehensive career advice. The focus is on providing concrete recommendations for action that help with the acquisition of new skills and behaviors. For example, we explore how work organization can be improved, how Decision-making ability can be increased and how Ability to work in a team can be cultivated. Important to know: The areas that require improvement do not necessarily involve lengthy and resource-intensive training. In many cases, it is more a matter of consciously implementing changes in everyday life, which enables the person to measure their progress against the desired goals.
