Workshop Presenter(s) Abstract Summary & … Symposium Abstract Short Summaries...Workshop...

Concurrent Workshop Presenter(s) Abstract Summary & Biography of Speaker/s

Session 1

OGGB3

David Boyle

Commission for Financial Capability

AGING WORKFORCE: FACT OR FICTION? As part of CFFC’s 2016 Review of Retirement Income Policies the Commission focussed on the issues and impacts an Aging Workforce has on New Zealanders financial and overall well-being. Contributions from the public, associated organisations, and a survey conducted with around 500 employers highlighted the challenges but also the opportunities that we believe could unlock the true potential for this growing demographic in New Zealand. The presentation will not only go over the work completed to date, but also spotlight the work underway to assist employer, employees and government to unlock and plan more effectively our ageing workforce. It will be a fun interactive presentation that will not only inform, but also challenge current perceptions and bias’s. In his role as Group Manager – Education at the Commission for Financial Capability, David Boyle helps everyone, from the age of 5 to 105, to think about the future and get themselves in the best possible position to enjoy it. He leads the Commission’s workforce in schools on the National Strategy, is their expert on KiwiSaver and other investments, and helps retirees understand how to make their money last as long as they do. Last year he organised national forums on KiwiSaver, NZ’s ageing workforce, and decumulation which is all about turning your savings and investments into income when you retire. David had more than 32 years of experience in the financial services industry before joining the Commission. When he’s not at work, you will find him at gigs up and down the country. This passion for music saw him on the Board of Pay It Strange. He is also on the board of Stand Children’s Services, previously known as Children’s Health Camps.


Session 1

Case Room 2

Julie Moore Graeme Dingle Foundation

Michelle Daly Graeme Dingle Foundation

RESEARCH, PARTNERSHIP & PRACTICE Career Navigator is a Graeme Dingle Foundation programme that assists secondary school students to become work ready and have a purposeful pathway when they leave school. It also provides an effective platform for employers to share real-world knowledge and active learning opportunities. To support the ongoing development of the Career Navigator programme the Graeme Dingle Foundation are using a Theory of Change (ToC) approach to clarify the theory behind Career Navigator, and to provide us with a visual depiction of how the programme is proposed to create positive change. As part of this process the University of Auckland conducted a ToC workshop that provided an opportunity for discussions regarding the Career Navigator programme between researcher and programme providers and participants. The workshop examined programme processes and outcomes and which elements of the programme were assumed to lead to which outcomes for young people. The final ‘Theory of Change and Evaluability Assessment’ report is being used to guide ongoing discussions around areas for development and future programme evaluation and measures. In this presentation we share insights of the ToC approach from the perspective of a researcher and programme provider and discuss ongoing partnerships that have helped enhance practice. Julie Moore is the Research and Evaluation Manager and involved in the development of several evaluation projects designed to examine outcomes for participants in Graeme Dingle Foundation's child and youth development programmes. In 2003 Julie worked with the University of Auckland and the Ministry of Youth Development to develop an evaluation of the Project K programme. From this she has developed a particular interest in research and sharing of evidenced-based knowledge to support the delivery of effective programmes. She is currently working collaboratively with university researchers on several projects with a focus on Positive Youth Development and youth mentoring. Michelle Daly is the Programme Coordinator for the Career Navigator programme in Waikato. Michelle has managed and delivered careers provision for schools and tertiary providers in New Zealand and the United Kingdom and has developed a good understanding of a young person's journey into the tertiary sector and their transition into employment. She has a keen interest in programme innovation and working collaboratively to support the development of young people's career competencies

Session 1

Case Room 3

Julie Prentice, MIT

‘CAREER CONVERSATIONS’; IMPLEMENTATION OF TERTIARY INSTITUTE WIDE CAREER PLANNING In 2016, The Manukau Institute of Technology (MIT) embarked on a new, institute wide, Transformational Education Delivery Project called: ‘Futures Programme’. This consisted of a number of interwoven projects, one of which was called: ‘Pathways to Employment’. One of the key principles from the ‘Pathways to Employment’ project is that every student, when they enrol at MIT, will have a career conversation with a staff member from their faculty. In response to this, an institute wide online course: ‘Career Conversations’ was developed by the MIT Career and Employment Solutions team. The course aims to start students thinking about the concept of life long career planning and provides a framework for doing this, which also fits with the Tertiary Career Benchmarks. It aims to strengthen and support the student journey from the beginning of study to getting a job and beyond. Julie Prentice is the Manager of the Career and Employment Solutions team Prior to joining MIT in June 2016, Julie held senior management roles, leading Sales and Account Management teams across a number of local and global recruitment agencies and ITO’s, namely ETITO, Tranqual and Competenz. Amanda Lee is a Career Consultant in the Careers and Employment Solutions team Holds a graduate qualification in career


Melanie Cooke, MIT

Amanda Lee, MIT

development and an Honours degree in English. Been at MIT for 5 years and previously worked for Careers NZ as a Career Consultant and Unitec as a Career and Employment Advisor. Has a background in Sales and Account Management prior to entering the Career Development area. Melanie Cooke is also a Career Consultant in the Careers and Employment Solutions team. Holds a graduate qualification in career development and a masters in psychology. Been at MIT for 5 years and previously worked at AUT running a mentor programme, a leadership programme and then as a career counsellor. Have lived overseas in Japan teaching English and Australia working in international student support at Macquarie University.

Session 1

Room 223

Lee Brodie

Career Dynamic

INNOVATIVE CAREER DEVELOPMENT PROGRAMMES Learn about career development programmes in contrasting contexts including a professional rugby fanchise, a large secondary school and a business. Gain an understanding of how these programmes were designed and implemented to effectively engage user groups in career decision making activity, build personal self-awareness and insight, identify tentative career choices and engage in self-directed research and reality testing strategies. New research findings presented at the CDAA 2017 Conference will be presented that quantify efficacy of various career development interventions. We will discuss the programme objectives, strategies and resources that were developed and implemented. Evaluation results will indicate impact of these programs on organisational culture, client confidence, self-awareness, resilience, motivation and their active engagement in conducting due diligence of their career options. Lee Brodie, MFCDANZ, Director of Auckland based, Career Dynamic, has been a career consultant in private practice for over 20 years. She has a background in teaching, general management, corporate learning & development and HR consulting. She manages the career development of professional players for NZ Cricket, has implemented a nation -wide career development programme for NZ Rugby and consults with businesses. She also supports private clients from a range of industries and backgrounds including employees referred by major law firms and other high profile corporate needs. Lee has a Commerce Degree in HRM and is an experienced teacher and trainer. She is a former President of CDANZ, has taught at tertiary level in career development and is frequently speaker at industry conferences. She has also developed a range of career decision making tools that are sold globally and runs related workshops across New Zealand and Australia.

Session 2

OGGB3

Jane Parker

WOMEN AT WORK: WHERE THEY’RE AT AND WHAT’S NEXT? Women’s progress at work in NZ has been gradual and uneven, echoing development elsewhere, The Massey University People, Organisation, Work and Employment Research (MPOWER) Group collaborated with Convergence (executive recruiters) to design a national, online survey that would surface direct evidence about and perspectives from women workers. Responses were gathered from over 1000 women around New Zealand. In this presentation we will overview the survey methodology and thematic analysis of the respondents’ open ended questions. We will discuss headline findings with regard to women’s perceptions of their career progress to date, the importance of a job vis-a-vis their family/household and lifestyle interests, workload and job flexibility, the significance of organisational challenges and support to women’s career progress, career aspirations and the factors that shape them, views on the relationship between women’s seniority at work and organisational performance and what workplace measures could help advance women’s careers. We will discuss recommendations for practice and approaches at workplaces and beyond.


Massey University

Nazim Taksim

Massey University

Jane Parker is Professor of HRM and Employment Relations at the School of Management, Massey University. She is the co-director of the MPOWER Group and a co-editor of the Labour and Industrial Journal. Jane as authored and edited a number of books, articles and other outputs, and her recent research has examined Diversity Management, The Living Wage in NZ, and Employment (regulation) in Pacific Island nations. Jane received the 2016-17 Massey Business School College Award Distinction - Individual for Research, and is the 2017 HRINZ NZ NR Researcher of the Year. NazimTaskin is Senior Lecturer in the School of Management, Massey University. He holds a PhD in Interdisciplinary Studies from the University of British Columbia, Canada. Nazim has been published in various journals including the Journal of Knowledge Management, and Business Strategy, and has a book chapter on Flexibility in Business Process Management Systems. He is working on a range of research projects including Social Media Best Practices in Innovative Businesses, and an MPOWER study of Executive Education in NZ. He and Jane are currently involved in a study People Management in Relation to Organisational Success and Well-being.

Session 2

Case Room 2

Francis Toko, TEC

Pat Cody, TEC

RAISING RANGITAHI ASPIRATIONS

The Tertiary Education Commission provides examples of effective and culturally relevant career development practices that support rangatahi to develop pathways into employment. Examples include programmes developing the career management skills of rangatahi while at school and for those not in education, employment or training (NEET). Francis Toko (Ngati Whatua, Nagti Porou, Te Arawa, Te Rarawa nga iwi ) is career development consultant for the Tertiary Education Commission. He has worked at the coal face of career development practice in Te Taitokerau and Tāmaki Makaurau for the last six years. Francis' career started in youth work, his knowledge and experience has found significant traction within a career development context. Currently, Francis is working on two products that engage young rangitahi in career development thinking. T500 is an MSD contracted service involving young people not in education, employment or training in Te Taitokerau. The other is Rangatahi Futures which is engaging young rangatahi who are in the currently in the education system in Te Taitokerau and Tāmaki Makaurau. Within both T500 and Rangatahi Futures the use of Māori career metaphor, content and facilitation are producing positive results for young rangatahi. Pat Cody has worked in career development as a career consultant, team leader and currently within a knowledge management role within Tertiary Education Commission. He has also been involved in CDANZ at a regional level in Northland and nationally on the Executive as the EZINE editor from 2009–2011. Pat's current role focusses on research, information sharing and establishing knowledge management practices within an organisational context. Recent work included co-leading the development of the employability skills framework. He has also worked on the stock take of Careers New Zealand's Māori focused products and services.


Session

Case Room 3

Tracy Tipene

CDS Pacific Ltd

AUTISM SPECTRUM & DEVELOPING MOTIVATION Are you struggling to motivate clients with autism to get out the door and work? Or maybe you think that people with Austism are not capable of working? Be better informed and take advantage of the attest research to inform your empathy, bias, beliefs and workplace practice. Mr Tracy Tipene has completed a Bachelor of Management Studies undergraduate degree with an interest in workplace motivation and post graduate study in psychology to honours level. He is currently working in the ACC vocational rehabilitation industry and has done so for over ten years. Tracy is also the proud father of a young adult son with Austism Aspergers and has first-hand experience with the difficulties of developing motivation to work.

Session 2

Room 223

Frances

Harre, Forte Career and Business Designs

WORK PASSION POWER: Using ideas from complexity science to link aspiration to action A person’s sense of aspiration and possibility is incredibly important for wellbeing – but the mental maps, the thinking tools, most of us use to navigate the waves of change impacting careers and work today, no longer serve us very well, and we can do much better. There are powerful contemporary ideas available from complexity science that can be used by career practitioners to help clients identify aspirations, translate them into action, find increased self-worth, and even thrive. Improving our mental maps is not a tips and tricks matter but requires careful rethinking of what constrains our sense of possibility. In particular, this paper draws on basic concepts in Complex Adaptive Systems thinking to examine how we can explore different, more effective, thought models for career thinking. The paper begins by explaining what a Complex Adaptive System is in the context of thinking and talking about work and careers. Secondly it presents a simple but powerful thought model within which practitioners can discuss with clients the particular beliefs that may be constraining them, and how to move beyond them. The distinctions apply equally well to ourselves as practitioners, to our own beliefs and assumptions about client possibilities, and essentially open up a much-extended sense of what is possible in practise. Frances is a career change and development specialist. She is highly qualified and experienced in the applied science of facilitating people to find and build the work future they really want. Frances has worked with more than a thousand people during her professional career helping them find what they really want to do and then doing it. Qualifications Professional Member - Career Development Association of New Zealand (Current 2017) B.A. Social Science - Double Major in Psychology and Sociology Post Graduate Certificate in Adult Education Specialising in Career Development Since 1990 Max has held management and research positions in large organisations. Max’s lifelong interest and passion is making sense of the changes happening in society through research and teaching – getting the latest information and sharing it with others. Qualifications Professional Member - Career Development Association of New Zealand (Current 2017) MSc (Hons) Resource Management MA (Hons) Philosophy Dip Teaching BSc Physics


Max Harre, Forte Career & Business Designs

Session 3

OGGB3

Angus Hikairo Macfarlane

University of Canterbury

A GAME OF TWO HALVES

This presentation will be like a game of two halves. The first half will look at a research project that reported on high-achieving Maori in their final year of secondary school. Data was sought from the students, their whanau, teachers, principals and others. The majority of the students had positive self-concepts, positive academic self-efficacy, and saw a strong relationship between school and work. In many instances possible career options were in their sights. The second half of the presentation will report on how a higher-learning institution is supporting graduates with a commitment to pushing the frontiers of learning and creating an academic environment where internationally recognised teaching and research responds to a growing, culturally diverse nation and a changing world. Preparing for the changing world is an imperative that inspired the introduction of five pou (pillars) which are the attributes that would support the graduate as the move into career pathways becomes a reality. The presentation will conclude by reasoning how each half of the two education conundrums might, indeed, be complementary.

Angus Hikairo Macfarlane (Ngāti Whakaue) is Professor of Māori Research at the University of Canterbury, and Director of Te Rū Rangahau Māori Research Laboratory. His research focuses on exploring Indigenous and sociocultural imperatives that influence education and psychology. Professor Macfarlane’s prolific publication portfolio and exemplary teaching abilities have earned him national and international standing in his field of scholarship.

Session 3

Case Room 2

Chris Pooch

FINDINGS FROM MIGRANT FUTURES – WORK CONNECT PROGRAMME The Migrant Futures – Work Connect programme is funded by the Ministry of Business, Innovation and Employment to support the New Zealand Migrant Settlement Integration Strategy. The programme works with skilled migrants not in employment, international students with a level 7 qualification or above seeking work in areas of absolute skills shortage and partners of skilled migrants. The Migrant Futures initiative is a series of interactions led by Tertiary Education Commission staff delivering mentoring support to migrants in Auckland, Christchurch, Hamilton and Wellington. The purpose of the initiative is to:

· improve the participants’ knowledge of the New Zealand labour market · enable the participants to actively participate in the New Zealand labour market · assist the participants to secure jobs that match their skills and New Zealand-ready qualifications.

Migrant Futures will improve the individual’s existing job search skills and abilities to find suitable employment, taking into consideration any identified cultural or language issues. The career management skills that clients gain will enable them to proactively manage their career path in New Zealand for the short and long term. Each client in the programme works with staff for up to 10 hours of support, in one-to-one and group sessions. In 2016/17, over 300 clients participated in an Auckland based pilot of the programme. An evaluation was conducted of those clients from the piloting phase, which was used to inform how the programme was expanded nationwide. Following the success of the pilot, the number of clients worked with in Auckland will be increased and the programme will be delivered in Hamilton, Wellington and Christchurch. The programme is being continued and expanded in 2017/18 by the Tertiary Education Commission. Chris Pooch is the Principal Advisor- Strategic Partnerships for the Tertiary Education Commission. As a part of his role he


Gary Basham

works with other Government agencies to develop and manage pilot programmes, including the Migrant Futures pilot. Chris led the development of the Evaluation Strategy for the Migrant Futures pilot, and wider roll out.

Gary Basham is the Migrant Futures National Manager. He leads a team of staff in four regions, Auckland, Hamilton, Wellington and Christchurch delivering the Migrant Futures programme. He has a key role in maintaining the quality of the programme and in building relationships at a national, and regional level.

Session 3

Case Room 3

Raewyn Laurenson-Elder

NMIT

THE PERFECT MATCH? Role Identities – Potential, Pitfalls and Possibilities Within organisations, a hierarchy of positions involve associated expectations regarding employees’ skills, qualifications and role performance. Some of these expectations, identified in a written contract and interview process, will include previous experience and education equipping an employee to perform the job well. Other factors, such as fitting into the organisation’s culture, may not be clearly articulated or even understood. Matching organisational role expectations with employees’ role identities is vital for the effectiveness of the organisation and satisfaction for employees. Where there is a match, both the individual and the organisation gain. A career practitioner’s role in any workplace setting involves drawing out information from an individual and an organisation to create the perfect match. Understanding the person’s role identity, values and expectations, as well as the culture, values and expectations of the organisation, maximises the potential and creates possibilities for both parties. When organisational role expectations and individual role identities do not match, either in initial selection or subsequently over time; more specialised professional resources are drawn on. These may include organisational development for the company, and/ or coaching, counselling or supervision for individuals. Exploring role identity could highlight where the organisation and an individual do not align, and provide a forum for facilitating change to improve the match. The purpose of this workshop is therefore to consider the significance for career (and other) practitioners of understanding individual role identity to ensure “best fit” for the person and organisation, what happens when things go wrong, and how secure role identity contributes to individual success, resilience and job satisfaction. This session will include a power point presentation and interactive discussion of further research to address the question about the role of becoming in VR practices. Raewyn Laurenson-Elder is Coordinator, Tutor and Principal Academic staff member on the Bachelor of Counselling and Postgraduate Certificate in Professional Supervision at Nelson/Marlborough Institute of Technology. She sits on the Advisory Committee for Career Guidance and is subject matter expert on the design team for a new Career Development Degree scheduled to begin in February 2018. Prior to joining NMIT in 2012 Raewyn’s background included private practice in workplace counselling, coaching and supervision, and working in executive recruitment in Australia and New Zealand. Qualifications include: M.Ed (Hons) (Couns) B.A (Hons), Postgraduate Certificate in Professional Supervision, Dip Teaching Current Doctoral candidate in the School of Counselling, Human Services and Social Work in the Faculty of Education at the University of Auckland. Professional Memberships: CDANZ and NZAC


Session 3 Room 223

Kaye Avery Career Management Specialists

WORKING WITH TALENT THAT WILL SHAPE THE FUTURE: A CAREER MANAGEMENT FRAMEWORK THAT SUPPORTS AND AFFIRMS Kaye Avery, FMCDANZ, presents along with client, Hans Kim, a 26 year old industrial designer who after university, chose to set up his own leading edge practice rather than find paid employment in the corporate sector. Kaye demonstrates a career management methodology she has development with Hans as her subject. Hans in turn will share his vision for the future and the opportunities he sees for other high potentials in this new world where technological disruption is changing the very nature of work as we have known it. Kaye Avery FMCDANZ is an experienced career coach and counsellor and Owner /Principal Consultant for Career Management Specialists. She has been working with individuals and organisations since 1999 to help people manage career transitions, to improve and align work performance and establish career planning and development pathways. She has worked on large scale restructuring projects with up to 400 people affected across New Zealand in all sectors including telecoms, banking, tertiary and manufacturing. Kaye has a strong reputation for her holistic approach to career coaching and people development work in New Zealand and is passionately interested in workforce trends and conscious career and personal development. Kaye has been a Professional member of CDANZ since 2006 and became a Fellow in 2016. She was the Executive of CDANZ for 5 years and was President in 2014, 2016. Industrial designer Hans Kim was born in Melbourne, grew up in Seoul, and moved to Auckland when he was 10-years-old. He's worked as a lifeguard in Disney World, a tennis coach in Wellington, and a designer in Germany. Hans moved back to Auckland to embark on his latest and greatest challenge, MASS. The design studio, multidisciplinary problem solving consultancy, and talent hire agency is also about a "fresh vision for human collaboration". Hans says there is a new wave of designers pioneering cutting-edge technologies, through an interdisciplinary approach using design, engineering, architecture, digital strategy, art, and technology. MASS is a design think-tank and collective engaging in the creation of complete systems in all product categories through technological innovation. "Such systems will create unique value for Auckland’s economy, with a long term goal of establishing Auckland as a renowned technological hub in the talent based economy of the future.”

Session 4

OGGB3

Sue Blair, Personality Dynamics

COMMUNICATION? COMMUNICATION??? How does your communication style help or hinder the way you relate with clients and vice versa? This is an exploration of two personality preferences that have a significant effect on how we come across to others. Of course, we can change our style in any context but we all have a default. To be aware of this is enormously helpful to develop rapport with our clients especially when we are in testing situations which require much brain engagement before speech! Sue is an expert in the field of psychological type, an international presenter and keynote speaker, as well as a qualified MBTI practitioner and adult educator. She is the author of The Personality Puzzle card sort resources, now used worldwide by coaches and counsellors. She has taught thousands of careers professionals, teachers, parents, students and businesses about the importance of self-awareness and communication.


Session 4

Case Room 2

Shirley Johnson,

COMET Auckland

DEAD POETS SOCIETY AND THE IMPORTANCE OF PERSPECTVE, AGENCY AND RESILIENCE TO YOUTH

This presentation explores some of the key findings from the Youth Employability Programme (YEP) research completed by Evaluation Associates 2016. The presentation unpacks a slice of the data that reveals particular skill challenges for young people in the areas of self-management, thinking (problem solving and decision making) and resilience. We found a growing number of youth are struggling to make the positive lifestyle changes needed to prevent negative attitudes from gaining a foothold. The creep of helplessness and cognitive distortion into young people’s sub-consciousness fans the flames of anxiety, hampering their emerging self-awareness, and negatively impacts their development of thinking skills and resilience. Unlocking these constraints appears to be critical to youth gaining a sense of self-control, being aspirational and believing that they can successfully transition into the unfamiliar world of work.

Using extracts from the 1980s movie Dead Poet’s Scoiety, Shirley weaves well-known aspirational quotes of teacher John Keating, into her slides, demonstrating that the psycho-social challenges posed in the film remain challenging for our youth. We now have a faster moving era, with greater inequalities and a radically shifting economy. Increasing numbers of youth are asking how do you fit in, how do you keep up, how do you succeed in a world that changes so fast? And it is really worth trying?

As Manager of COMET Auckland Shirley’s Work is closely allied to deliver of the strategic objectives identified in the Auckland Plan and Economic Development Strategy. Through partnerships she contributes to developing integrated models and initiatives that aim to achieve stable and sustainable growth in the skill base of Auckland’s knowledge driven economy.

Shirley comes from Christchurch where she has previously working as an International Relationship Manager for local government, as well as working extensively within the Social Service sector. Shirley is a proven facilitator, presenter and trainer with a track record of engaging stakeholders and developing solutions in complex environments for application across New Zealand.

Session 3

Case Room 3

Margaret McNie

Blind Foundation

MAKING CAREER CHOISES POSSIBILE FOR THOSE WITH VISION IMPAIRMENT Statistically people with disabilities have a lower participation in the workforce than their able bodied counterparts both in NZ and worldwide. For those with a vision impairment in that category their chances of employment are even lower (Statistics NZ 2013). In 2015 the Blind Foundation had the opportunity to become part of international work and research taking place that focused on improving the employment outcomes for those with vision impairment. This work revolved around supporting the career development of vision impaired youth, encouraging the development of skill sets for employability and providing appropriate training. Linked to this was the need for those working in the employment space with the vision impaired to have a robust assessment tool for establishing skill levels and the vision impaired to have the ability to set their goals and have a framework for achieving these. This presentation will share the journey of the Blind Foundation Employment Consultants in implementing the assessment tool called ENABLER.. Complementing this will be a summary of the intensive residential pre-employment programme now being run for the second year and the outcomes for clients from this course. Case studies will be used to show the use of the tool and benefits of the training programme for both the Employment Consultant and the client, an dh ow it provides a framework within which clients can explore their aspirations and look at possibilities. Margaret McNie has worked as an Employment Consultant for the Blind Foundation since 2015. She is based in the Wellington Office and covers the lower North Island area. Her working history revolves around people orientated positions be it as a nurse, social worker, adult educator or careers advisor. Immediately prior to joining the Blind Foundation she worked in a range of NZ high schools as a careers advisor, Gateway co-ordinator and STAR organiser.


Sharon Jeffries

Blind Foundation

Sharon Jeffries has worked as Employment Consultant with the Blind Foundation since 2014 and is based in Hamilton covering Waikato, Bay of Plenty and Taranaki areas. Prior to joining the Foundation she was Careers Advisor at Waikato University and has run her own business among other things.

Session 4

Room 223

Grant Verhoeven

Massey University

FUTURE FOCUSSED CAREER IDEAS

Times are changing and we need to also. This presentation has the objective of challenging existing career professionals to look at impact they want to make on the world and overcome barriers they face. The presentation looks at the big issues facing practitioners/ people changing careers, how we engage our audience and how we can lead the way. It includes sharing two case study examples developing key skills in our students around Student Volunteer Week and encouraging Digital Career Literacy.

A lover of fine coffee and a career game changer, Grant leads the Career & Employment Service on the Wellington Campus. He recently won the "rising star"award for best practice in careers from the National Association of Graduate Career Advisory Services as well as the Otago Polytechnic Distinguished Alumni award for work in the community and career practice. He is a mentor on Social Enterprise “Live the Dream Programme” and on the branch exec for CDANZ Wellington. He is actively involved in speaking at events, conferences and workshops and is keen to chat to anyone about developing their career. Profile on LinkedIn www.linkedin.com/in/grantverhoeven Also have the enterprise bug with my own enterprise side hustle out of hours

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