Hi Tomer, really good question. I agree students pursuing non-career-oriented degrees, such as in the arts and humanities, struggle with what to do in a career after graduation. They would benefit significantly from career coaching, and some would greatly benefit from this tool.
I can't find the exact statistic, but a significant number of general arts students end up in business-related roles, be it an account manager at an advertising agency, a product manager for a healthcare startup, a recruiter for a financial services company, or a sales person for a software company.
So overall, I'd say there are four main reasons why we focused on business-related 'career track' recommendations:
1) many people end up in business-related roles, no matter their educational background 2) business is my own personal area of expertise 3) a large number of undergrad business students still go through significant struggles trying to figure out where they 'fit', without being typified in the traditional 'boxes' of accounting, marketing, etc. - they want to know what other options exist out there, and that's what we do with 'career tracks' 4) business career centres are by far the most-willing to adopt products like this
Want to take the program? Send me an email firstname.lastname@example.org and I'd be happy to set you up with a license.
Hi Terry, great idea! I ran a leadership academy a couple years ago, where students had to complete 'badges', one of which was called SOLVE - where they had to solve a problem for a company or in the local community. We then taught then advanced problem solving techniques on how to disaggregate a complex problem, and come up with a recommended solution. We also did a group consulting project with a local food delivery company, to demonstrate the process first-hand. They also did a big presentation to the company at the end, which was fantastic experience for them.
I found it most effective when students solved a problem for an organization. They would network with employees at organizations of interest, interview them about their jobs, and then with this information be able to determine a problem that needs solving at the organization. I found this was more effective, because the problem tended to be something specific, and actionable.
Hi Karlos, have you ever thought of how you could automate this process? We have attempted to automate it at the Global Leadership Academy's Discover program. Happy to give you access to our program and you can have a look, or hop on a call and share insights :)