Career Acceleration Program: A 3-Month Guide to Optimize Your Professional Profile

1. Program Introduction & Benefits

This Career Acceleration Program is a structured, 3-month journey designed for professionals seeking to transform their job search outcomes. Grounded in proven learning and career management frameworks, the program employs a 70-20-10 model, emphasizing hands-on application, peer/coach feedback, and targeted micro-learning. The core goal is to equip participants with the skills, assets, and systems to achieve a 50% increase in interview rates for their target roles through optimized CVs, LinkedIn profiles, and strategic outreach.

Strategic Benefits for Professionals:

• Enhanced Market Clarity & Positioning: Move from a generic job search to a targeted approach with a clear value proposition, aligning your unique skills and achievements with specific, desirable roles.
• Mastery of Career Assets: Develop a high-impact, ATS-friendly CV and a compelling LinkedIn profile that functions as a dynamic, search-optimized professional landing page.
• Data-Driven Job Search Strategy: Implement a systematic application funnel with tracking and A/B testing to identify what works, replacing guesswork with actionable insights.
• Sustainable Career Management Habits: Build a repeatable personal "playbook" and confidence in networking and outreach, creating a system for long-term career agility.
• Accountability & Expert Feedback: Overcome isolation through structured peer reviews and expert coaching cycles, ensuring continuous improvement and momentum.

2. Program Expansion Strategy

Evaluation: This is a competency-based career management program, not a pure Mentorship or Coaching program. However, the research data explicitly highlights feedback and coaching as critical components (the 20% in the 70-20-10 model). A supplemental Structured Peer Coaching layer would significantly enhance outcomes by directly addressing the audience-specific challenge of limited feedback and networking confidence.

Value Addition & Implementation: Integrating a peer coaching component creates a community of practice where participants can give and receive structured feedback on CVs, LinkedIn profiles, and outreach messages. This builds networking confidence in a low-stakes environment and provides diverse perspectives. It reinforces learning through teaching and creates accountability partnerships.

• Implementation Note: Form small, consistent peer coaching triads or quads at the program's start. Provide a simple structured feedback framework (e.g., "I like... I wonder... I suggest...") and dedicate 30-45 minutes of weekly live sessions or asynchronous forums for these groups to review each other's work against that week's objectives.

3. Implementation Roadmap

Launch Phase (Pre-Week 1)

• Participant Onboarding: Send welcome package with program overview, schedule, and pre-work.
• Pre-Work Assignment: Participants complete a self-assessment of their current career assets and record baseline metrics (applications sent, interviews received in past 4-8 weeks).
• Tool Setup: Ensure all participants have access to the selected LMS and Internal Social Network.
• Kick-off Session: Conduct a live virtual kick-off to build community, set expectations, and introduce the program's core frameworks (70-20-10, GROW).

Tracking & Operations (Weeks 1-12)

• Weekly Rhythm:
  • Monday: Release that week's micro-learning content (video/guide) and actionable tasks via the LMS.
  • Wednesday: Host optional live "Office Hours" or a workshop for Q&A and deep dives.
  • Friday: Peer coaching groups connect (live or via forum) to share progress and give feedback on the week's deliverables.
• Progress Tracking: Participants maintain a personal tracking dashboard (e.g., shared template) to log applications, profile views, and outreach.
• Milestone Reviews: Program manager or coaches conduct brief check-ins at each key milestone (see Section 5) to review progress and address blockers.

Success Measurement

• Quantitative KPIs:
  • Primary: Interview Rate Increase (Target: ≥50% improvement from baseline).
  • Secondary: LinkedIn Profile Views/Wk (increase), Application Response Rate, Completion of core assets (CV, All-Star LinkedIn profile).
• Qualitative Feedback Mechanisms:
  • Mid-point Survey (Week 6): Gauge confidence and clarity.
  • Asset Review Rubric: Coach uses a 1-5 scale to rate final CV and LinkedIn profile on alignment, impact, and narrative strength.
  • Final Retrospective (Week 12): Collect testimonials and data on new habits formed and interview quality.

4. Approved Tools List

• LMS (Learning Management System): Primary Tool. This is essential for delivering the structured, week-by-week curriculum, hosting micro-learning videos, providing downloadable templates/checklists, and tracking completion of modules. It creates a single source of truth for the program content.
• Internal Social Network: Critical Supplemental Tool. This platform will host the community forum, facilitate peer coaching group discussions, and allow for asynchronous feedback on shared profile drafts. It builds the community essential for the 20% (exposure/feedback) component of the learning model.
• Personality Test: Optional Foundational Tool. Can be used in the initial career positioning module (Pillar 1) to stimulate self-awareness and provide a common language for participants to discuss their strengths and work styles, aiding in target role definition and narrative building.

5. Resource & Content Library

General Program Content

• Video Micro-Lessons (10-15 mins each):
  • Deconstructing Job Descriptions & Building a Keyword Bank.
  • The Anatomy of an Achievement Bullet (STAR/CAR Model).
  • Crafting Your LinkedIn Headline & About Section as a Value Proposition.
  • Building Your Application Funnel: From Tracking to Insight.
  • The Art of the Informational Interview: Outreach and Question Framing.
• Guides & Templates:
  • Career Positioning Canvas Worksheet.
  • ATS-Optimized CV Template (with commentary).
  • LinkedIn Optimization Checklist (to All-Star Status).
  • Application & Outreach Tracking Dashboard (Spreadsheet Template).
  • Personal Career Playbook Template.
• Live Workshop Sessions:
  • CV & LinkedIn "Clinic" (Group Feedback Session).
  • Networking Role-Play: Practicing Your Pitch.
  • Funnel Retrospective: Interpreting Your Data.

Supplemental Mentoring Content Table

To support the recommended Structured Peer Coaching component, provide the following resources to participants to enhance their peer feedback skills.

Topic	Resource Format	Purpose
Active Listening for Feedback	Short Guide / Video	Teaches peers how to fully understand the context of a CV or profile before giving suggestions, ensuring feedback is relevant.
The SBI Feedback Model	One-Page Cheat Sheet	Provides a simple framework (Situation-Behavior-Impact) for giving clear, objective, and actionable feedback on written materials.
Asking Powerful Questions	List of Example Questions	Equips peers to use a coaching approach (inspired by GROW) to help each other uncover insights, rather than just giving direct advice.
Giving & Receiving Feedback Gracefully	Brief Article	Establishes group norms for creating a psychologically safe environment where constructive critique is welcomed and valued.

6. 12-Week Curriculum & Milestone Map

Phase 1: Foundation & Clarity (Weeks 1-3)

• Week 1-2: Pillar 1 - Career Positioning. Activities: Self-assessment, job market analysis, defining target roles and value proposition.
• Week 3: Milestone 1: Target Role Clarity & Baseline Metrics Established. Output: Documented target roles, personal positioning statement, and recorded baseline KPI data.

Phase 2: Asset Creation (Weeks 4-7)

• Week 4-5: Pillar 2 - High-Impact CV Design. Activities: Drafting accomplishment bullets, building role-specific CV, first peer review cycle.
• Week 5: Milestone 2: Draft High-Impact CV & LinkedIn for One Target Role Completed.
• Week 6-7: Pillar 3 - LinkedIn Optimization. Activities: Overhauling headline, About, and Experience sections; profile completeness audit.
• Week 7: Milestone 3: A/B Testing & Application Funnel in Motion. Output: Live optimized profiles, initial A/B test defined, first targeted applications sent with tracking.

Phase 3: Activation & Mastery (Weeks 8-12)

• Week 8-10: Pillar 4 - Application Strategy & Networking. Activities: Refining outreach scripts, executing networking plan, analyzing funnel data, second review cycle.
• Week 10: Milestone 4: Multi-Role Adaptation & Networking Engine Built.
• Week 11-12: Integration & Systems Building. Activities: Finalizing personal playbook, conducting program retrospective, planning post-program habits.
• Week 12: Milestone 5: Measurable Interview Increase & Personal Playbook Finalized. Output: Documented KPI improvement, final optimized assets, and a sustainable career management system.