The Aha! Moment Academy is based on the Implicit Career Search Method.
Inspired by Joseph Campbell’s ‘The Hero’s Journey’ motif, the method applies:
Dr. Will Schutz’s FIRO Theory guides participants to make their career decision from the very core of who they are – their essence.
Miller’s Career Development Spectrum provides the steps and stages required to cultivate that work purpose into a successful, contributing career.
In addition to ICS, the FORMAL method developed by Silviu Cojocaru helps participants implement their career plan effectively, with a focus on the tactics required to sell their skills.
The goal of all Implicit Career programs, including The Aha! Moment Academy, is to teach participants how to develop and cultivate a comprehensive strategy that will guide their life's work.
The Implicit Career Search Method on which The Aha! Moment Academy is based on is a career planning process, so it ‘works’ when someone develops a plan. However, when prospective clients and contractors ask ‘Does it work?’ we think they mean: ”What kind of results do people get after developing an ICS-based plan?”
The method has been piloted, studied and poked at since its inception. Below are highlights of some of the results and studies.
Employment agency that delivered ICS to Salmon Arm, Revelstoke and Chase for fifteen years prior to the restructuring of the Employment Program of B.C.
Stepping Stones President, Jim Niemi, made constant efforts to track his clients to see what results ICS was delivering for him (samples on following slides).
When granted his first contract extension Jim was told by Human Resources Canada that it was the client evaluations that most influenced their decision. The clients had put their names on the evaluations and, as they were well known to the HRC office, their motivation garnered from the program made an even greater impression.
With 120 restaurants and 5,400 employees, Max Burgers is the largest fast food franchise in Sweden. They have been using ICS to provide their staff with career direction and prepare their high potentials for leadership, since 2007.
Susan Petrina, a facilitator from the North Shore Compass Agency introduced the ICS approach in the company and they immediately saw this philosophy as one that would appeal to their ‘high potentials’ and incorporated it into their training program.
| MAX BURGERS | Pre-ICS | Post-ICS |
| Trainers becoming managers | 50% | 85% |
| Managers remaining with Max | 20% | 70% |
| Average training time | 2 years | 1 year |
70 participants in Implicit Career Search Workshops, held throughout British Columbia, from July 2007 – December 2008, were polled as to their beliefs about themselves in five different areas, at the beginning and end of the ten-day workshop.
Stepping Stones Consulting of Salmon Arm, BC, Canada, conducted this study.
35% increase in Self-Efficacy
Greater independence, stronger belief in planning, less reliance on others.
30% increase in Self-Esteem
Clearer Self-Concept, increased confidence, increased optimism.
30% increase in Self-Determination
Less belief in luck, increased confidence in decision making ability, clearer understanding of barriers.
25% increase in Resiliency
Increased flexibility in personal life, clearer understanding of today’s job market and the role of education in it.
8% increase in Self-Awareness
Clearer understanding of self and how it is seen by others. Greater acceptance of strengths, weaknesses and a stronger belief in ability to change them.
In 2010, John Cooper Associates, a well-established, highly respected training company in the UK, combined with the British Government to undergo a comparative study of ICS where ICS was delivered to a group while their Standard Job Services were delivered to another. At the time of the study the 7.5% results were considered satisfactory by the UK government for this clientele.
A company called Working Links was used to provide the clients and the standard job services.
This time there were to be two groups running at the same time, one would receive the standard services of the time and the other ICS. This was to be repeated the following week with two other groups.
| Employment Program | ICS | |
| Participant satisfaction | 43% | 90% |
| Increased likelihood of sustaining employment | 7.5% | 15% |
| Increase in self-esteem | 7.5% | 15% |
ICS participants were evaluated daily as to their impression of the program.
Monday’s average score was 5.5 with a range of 3-7. Friday’s average score was 8.7 with a range of 8-10.
In 2010, ICS facilitator Tedd Haddock arranged for an ICS workshop within the prison system, Surrey Remand Centre. Again it was the participant evaluation that were most eye catching.
The success of this pilot resulted in ICS being delivered through John Howard Agency.
Here is an excerpt from Assistant Warden Fred Stratton’s report:
“At the end of the course the participants each completed a course evaluation. My experience with these types of evaluations is that either the course is generally accepted and appreciated or written off by the group. In this instance I was pleased to see that the participants unanimously found this to be a helpful and intuitive course. Some comments were:
‘This course helped me identify my essence and gave me the guidance and tools to become a more respectful, focused, confident and aware person.’
‘The course was awesome and the facilitators were great.’
‘I really feel this program will change my life, in a better way and I feel wonderful.”“..it revealed a lot about myself that I did not know.’
‘It was very inspirational... instructors were very professional... I give it 10/10.’
‘Taught me how to make better choices.’
Overall these were the type of comments we received from all participants. There were a lot of comments about finding essence and motivation. Next were the references to improved planning skills and overall were the comments about thoroughly enjoying the course.”
– Fred Stratton, Acting Deputy Warden
Brentwood Bay Resort is a world class hotel on the shore of Brentwood Bay, Victoria, BC. In 2015 the General Manager, Natasha Richardson began to look for methods to increase staff engagement and retention.
After much research she settled on The Human Element (Schutz) and, after being introduced to The Implicit Career Search, worked with Miller to develop The Emergent Leader Program that combines the two into The Emergent Leader Program (TELP).
| Brentwood Bay Resort | Pre-TELP | Post-TELP |
| Staff Engagement | 62% | 87% |
| Staff Turnover (industry average 66%) | 52% | 7% |
Evaluation of the Implicit Career Search, commissioned by the Federal Government and conducted by Cambie Group International. Income Assistance Clients in Kelowna BC were directed to either the Standard Job Services Program (95 clients) or The Implicit Career Search (40 clients).
| Results 4 months after the program | Standard Job Services | ICS |
| Total employed or doing productive work | 31% | 78% |
| Off income assistance due to employment | 4% | 13% |
