Dr. Odom believes in a thinking partner relationship works best while career coaching. As such, Curtis meets with his career coaching clients regularly to measure progress and discuss accomplishments, as well as identify any roadblocks and other issues discovered through the process. The performance results are compared to the original objectives. Achievements are recognized, performance gaps documented, and plans for ongoing development outlined.
Curtis works with new and emerging leaders facing all types of career challenges, including new career assignments, broader responsibilities, career transitions, strategic shifts, re-organization, and organizational change.
His personal career management clients represent a great variety of professions and functions within their organizations. What these career coaching clients have in common is the need for continued growth and adaptation to new situations and changing leadership requirements. In other words, people need personal career management and coaching as they transition forward.
Curtis works from the client’s self-created development plan regularly and consistently toward the desired career transition results. Throughout the engagement he focuses on what works for the career coaching client and what doesn’t. The use of development plans identify practical goals and observable outcomes, as well as suggested actions and timelines. The plan represents a private contract between client, and Dr. Odom as the coach, and provides the focus for intervention activities.
Client-coach interactions are shaped by the client’s commitment represented by the career transition plan. Dr. Odom works with his clients to identify the specifics of the intended results: What will this outcome look like? What behaviors will it entail? How will you and others know it when you see it?
Having experience working in many industries and types of companies, Curtis is an expert in helping leaders navigate their career transitions as their organizations face constant strategic redirection, significant market changes, cultural shifts, company transformation, and reorganization.