Valmennusohjelma
CASE 1
Rebuilding Step by Step
Samira, 32, arrived in Spain eight months ago after fleeing conflict. Despite her background in administration, she does not yet have local references. Although her Spanish is improving, long forms and official procedures still feel overwhelming and often urgent. She needs to earn money quickly, but she also wants to avoid getting stuck in a dead-end job.
She is unsure how to present her skills without local certificates, and she worries that employers will focus only on her immigration status. Her professional network is limited to a community centre, a neighbour and a volunteer who helped her with paperwork. She is open to taking temporary 'bridge jobs', provided they help her achieve her long-term goals.
Her biggest challenge is turning a chaotic life transition into a clear and realistic career plan, without glossing over the complexity of the situation.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Samira starts with the Self-dimension phase and uses the Persona tool to learn about her strengths and weaknesses, as well as Mind Mapping Me to discover more about herself. She also uses Culture Visualisation to gain a better understanding of her personal culture.
Next she looks into what she can do. She uses the Experience mapping and Skills and competence board tools in Skills and competencies to understand her skills, experience, and knowledge. This could be useful in the new country.
To understand the new country, she uses Environmental culture scanning, and Media-trend and desk research, in the Environment phase.
She uses the Opportunity Mind Map to understand better what she can do in the new environment, combining the information obtained in the Career Path Opportunity Identification Phase.
Finally, in the Planning and implementation phase, she uses the Employer empathy map to understand what employers want and how to improve the job search. She then creates an Action brief of the essential steps needed to achieve her goal. She finishes with a Journey map that sets out actions for the next two weeks and the next month, with a checkpoint to iterate.
CASE 2
Second act With Dignity
Carmen, 57, has been out of work since losing her retail job after years. Even though it was not her fault, she still feels embarrassed to say that aloud. She worries that she is 'too old' for many roles and 'too tired' to start again, yet she still has a desire to work. Her CV does not showcase her real strengths — people skills, coordination and reliability — and the digital shift in her industry has left her feeling unsure of herself. She can handle the basics, but a lack of confidence is holding her back from applying. What she needs now is a realistic plan, not empty slogans — a way to rebuild her self-belief and translate her extensive experience into a role that fits today's job market.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Carmen starts by using the 5 Whys tool from the Self-dimension phase to find the root cause of her self-belief that she is too old and tired. This process not only dismantles negative self-beliefs, but also helps Carmen to rediscover her motivation.
With the newly found confidence, she moves on to the Skills and competencies phase to learn more about her experience using New perspectives and skills she has acquired using the Skills and Competence board. This information will form the basis of a new CV and LinkedIn profile.
With a better understanding of her own skills and competencies, she conducts Environmental culture scanning in her region to gain a better understanding of the available job opportunities. She then compares her professional background with the findings using SWOT analysis The opportunity – Challenge Mind Map helps her to map opportunities and challenges in the labour market and create a full picture of the situation and job options available to her.
Must have, Should have, Could have, Won’t have and Employee Value Proposition Canvas in the Phase 4. Career path opportunity identification, help her to understand which potential employers to approach.
Finally she creates a Journey map in the Planning and implementation phase. This helps her to create clear, measurable actions and job applications, with weekly tasks, sources of support and review points to adjust the plan.
CASE 3
Precision needs a Calm System
Marta, 49, is an autistic woman whose ability to focus deeply and pay close attention to detail enables her to excel in structured and predictable work environments. However, her last job was full of interruptions, shifting priorities and vague instructions, leaving her exhausted and reluctant to apply elsewhere for fear of facing the same chaos again. She is now looking for roles where clarity and consistency are standard practice. The challenge for her now is to identify environments that match her strengths and to plan how to request clarity and reasonable adjustments early on, so that she can work in a way that supports her best abilities.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Marta identifies her energy drains and sensory stressors, as well as the working conditions in which she performs best, by registering her reactions and behaviours using the Probing tool in Phase 1 of the Self-dimension having made a list of these. She then uses the Persona tool to understand what is important to her as a neurodivergent person.
She moves on to Phase 3, Environment, using Environmental culture scanning to understand the working culture in her region and sector. She also uses this method to determine what constitutes a 'good workplace' for neurodivergent individuals like herself.
Next, Marta compares the insights she gained in Phase 1 with the information she obtained in Phase 3. This helps her to understand what kind of organisations she could work for and how to prepare for roles within them.
She uses this information in the Phase 4. Career path opportunity identification to create on the Opportunity mind map and Employee Value Proposition Canvas to see what kind of opportunities there could be for her. She also conducts Rapid experiments to further test whether the job roles and organisations would be suitable for her.
Finally, in Phase 5. Planning and implementation. she uses Stakeholder mapping to further understand employers and the Feedback map to learn more how to approach employers and to prepare herself for new job applications.
CASE 4
Returning to Work After Years at Home: A Single Parent’s Journey
Anne, aged 35, is a single mother who took a four-year career break to care for her child. Prior to this, she had worked for six years as an office administrator in a small logistics company, managing tasks such as scheduling, invoicing, communication, reporting and deliveries.
During the parenting break, Anne was responsible for managing daily tasks such as budgeting, liaising with schools and healthcare providers, and other day-to-day activities. She often had to adapt quickly, make decisions under pressure, and manage her time effectively.
When Anne tried to return to work, she found that many administrative roles now required new digital tools, remote working skills and faster hiring processes. The expectations of the job had changed due to rapid change, and the new skills required felt unfamiliar to her.
To balance work and childcare, Anne would need a role that allows flexible hours or hybrid working. She is open to administrative, coordination or support roles, and is also willing to move into a related field where her skills would be better utilised. The main challenges she faces are rebuilding her confidence and understanding where she fits in today's labour market.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Anne begins the Self-dimension phase by using the Probing and My Storyboard tools to reflect on the aspects of her professional career that she enjoyed and her responsibilities as a parent. In Phase 3, Environment, Environmental culture scanning helps her understand how her work life has changed and how her expectations and needs have evolved.
Then she moves on to the Skills and Competencies phase. Using Analogies, she turns her work and parenting experiences into clear skills, such as coordination, communication, time management and problem solving. Using Skill insight clustering, she groups these skills together and identifies roles that best suit her, such as office coordinator, customer support or management assistant.
In the Environment phase, Anne examines the current job market using Media-trend analysis and desk research. She uses a SWOT analysis to identify her strengths, such as reliability and organisation; her skill gaps, such as the need to learn new software; and her opportunities, such as roles with flexible working options.
In the Career path opportunity identification phase, Anne uses Brainstorming to explore different paths, listing a few options, including returning to administrative work with updated skills, or moving into customer operations. She tests these ideas using Rapid experiments, such as short courses and discussions with people in similar roles.
Finally, in the Planning and Implementation phase, Anne creates a simple and practical plan using tools such as an Action brief and a Journey map. She breaks down her next steps into smaller tasks, such as updating her CV, familiarising herself with digital tools, applying for flexible roles and reviewing her progress each month.
CASE 5
Hospitality Worker After Industry Closure
Riccardo worked as a front desk supervisor in a small hotel for almost ten years. His role involved managing guest services, planning shifts, dealing with complaints, training new staff, and carrying out other basic tasks. He enjoyed meeting people and ensuring that guests received the best possible service.
A few years later, the hotel closed permanently due to strong competition and long-term financial losses. Riccardo was suddenly unemployed and felt helpless. Although he had gained most of his experience in the hospitality industry, many similar businesses had either shut down or frozen hiring new staff. He struggled to see where his skills would fit outside the hotel industry and felt stuck, convinced that he would have to start again from scratch.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Riccardo begins with the Environment phase. Media-trend and desk research tool, he explores which sectors are still hiring and growing. Through Environmental culture scanning, he compares the work culture of the hospitality sector with that of other possible work areas.
Using the Opportunity - challenge mind map tool, he identifies areas where he could utilise his experience, such as customer service centres, personal assistant roles, and property management.
Riccardo then moves on to the Skills and Competencies phase. Using the Benchmarking tool, he examines job advertisements, role descriptions and examples of roles to identify the skills that employers are looking for, and then compares these with his own skills and competencies. In Phase 4, Career Path Opportunity Identification, he uses a Value Proposition Canvas to connect his strengths with the requirements of new roles, such as customer handling, team coordination and problem-solving.
Riccardo then moves on to the Self-Dimension phase. Using Experience mapping and 6 questions, he reflects on his motivations. The Persona tool helps him to describe what kind of worker he is.
In the Career path opportunity identification phase, Riccardo uses Must have, Should have, Could have, Won’t have tools to narrow down his options. He focuses on roles with regular hours. Using Career mock-ups, he identified two possible roles and tested these ideas with short trials.
Finally, Riccardo moves on to the Planning and Implementation phase, during which he creates a proper plan using a Criteria-based ranking and a Journey map. He sets practical steps, such as training sessions, CV writing workshops, targeted job applications and reviewing employer feedback. This allows him to move forward without feeling pressured to return to the hotel industry.
CASE 6
Small Business Owner After Business Failure
Celina ran a small café in her city for five years. She was responsible for everything, from ordering supplies and managing the finances to preparing customers' orders and serving them. She loved interacting with people and creating a welcoming atmosphere.
When a new café chain opened nearby, her customer numbers dropped drastically, and the rising rent made it impossible to continue running the café as before. With no other option, she had to close the café. Celina was disappointed and unsure what to do next. Although she had strong management and service skills, most of her experience was tied to her business. She was worried that starting over in another sector would mean losing everything she had learnt.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Celina begins with the Self-Dimension phase, using Persona to describe how she sees herself as a worker today, as well as the 6 Questions and the Storyboard to help her reflect on her strengths, preferences and motivations. This helps her to understand what kind of work suits her.
She then moves on to the Skills and Competencies phase, where she uses the SCAMPER exercise to think about her skills in a new way. She also uses Analogies to see how her experience of working in a café could be applied to other industries, such as retail or office administration.
In the Environment phase, Celina conducts Contextual inquiry to identify what skills are needed. She uses an Affinity diagram to organise her findings and spot patterns in opportunities.
She then moves on to the Concept mind map in the Career path opportunity identification phase, where she explores her suitability for different roles. She tested her options by carrying out Rapid experiments, such as volunteering at a small event or supporting an office administrator.
Finally, Celina moves on to the Planning and Implementation phase, during which she creates a simple plan with an Inspiration board to visualise her goals. She also uses a Feedback map to work on the feedback she has received and make adjustments if necessary. She sets herself small tasks such as updating her CV, learning new skills, applying for selected roles and reviewing her progress regularly.
CASE 7
Get Daddy a new Job!
Stefan, aged 42, has had a long career in logistics with the same organisation. Although his educational background is in economics and marketing, he has ended up in his current position through a series of fortunate events. His work requires a lot of travel, but since becoming a single parent, being away from his children is no longer an option. It is time to find another position. However, he is worried that his previous education and experience are outdated and that he would not be taken seriously in logistics elsewhere due to his lack of a relevant degree..
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
In Phase 1 (self-dimension), Stefan starts mapping his overall situation using the Persona tool (personal life and capacities) and the Storyboard (history and experiences). He then moves on to Phase 2 tools and uses the Skills and competence board to visualise and understand his skills and competencies. The Skills SCAMPER tool helps him to understand how he can apply his skills, knowledge, and competencies in different situations.
In Phase 3, he uses Contextual inquiry and Media-trend and desk research to understand societal and sectoral trends. While in Phase 4, he identifies career path opportunities using the Employee value proposition canvas, the Opportunity SCAMPER, and the Must Have, Should Have, Could Have, Won't Have tools.
In Phase 5, he uses the What If? tool to transform challenges and obstacles into opportunities. He also uses the Employer Empathy Map to understand what employers want and the Morphological analysisto consider different job options.
CASE 8
Finding my First Job
Niko is a recent 21-year-old graduate of the elderly care nursing programme. He is eager to start working in the sector and is well qualified. However, due to cuts in social and healthcare spending, it is difficult to find a job in this field. Apart from his practical training, he has little experience of working in the field. Unfortunately, summer is just around the corner and employers tend to hire less at this time of year. He is feeling discouraged and fears that he will lose the momentum needed to enter the sector and that he will never be able to work there.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Niko's biggest challenges are the lack of available job positions and his lack of work experience, rather than a lack of motivation or qualifications.
In Phase 1, Self-dimension, he starts by creating a persona of himself to observe his own situation. He then moves straight on to Phase 2, where he discovers more about his skills and competencies. Benchmarking helps him understand how his skills match the needs of employers, and the Value Mind Map provides an overview of his skills, knowledge, and experience. He summarises the findings from these tools in the Capacity Observation Matrix. This provides a clearer picture of his capabilities beyond his educational qualifications.
In Phase 3, Niko investigates the environment. The Trend matrix tool and Contextual inquiry help him to understand labour market needs, while Media-trend and desk research help him to understand the societal situation. The SWOT analysis and Opportunity-challenge mind map provide further guidance on where to head next.
In Phase 4, he uses Brainstorming, Opportunity Mind Map and the Opportunity SCAMPER to discover and generate ideas for career paths beyond the usual ones.
In Phase 5, he uses the What if? tool to turn obstacles into opportunities. The Career growth SCAMPER and Vision statement help him with this. He opts for a gradual approach to employment in his sector, taking small steps to develop his credibility and competencies. He discovers that elderly people need more care in the summer when many people are on holiday. He works as a substitute during the summer holidays and decides to continue in this vein. In his free time, he studies to learn everything he needs to know to become an entrepreneur and, of course, to raise funding for his future elderly care business.
CASE 9
Finding Your Own Path
Ariana is a 17-year-old who is neither in education nor in work. She was bullied at school, which left her with deep scars. She lost her self-belief and started following set paths, even if they were not her passion. She also started displaying behavioural symptoms due to her trauma. Her grades are not the best, and she does not think much of herself. However, she wants to find a job and become independent.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Ariana's biggest challenge is her lack of self-belief. Therefore, she begins her journey in Phase 1. Self-dimension. She spends some time here. First, she uses the 5 Whys tool to identify the root causes of her self-beliefs. She then moves on to Storyboard, mapping her life experiences and considering what could come of them. Using Experience Mapping, she finds out what others think of her and compares these findings with those from the Storyboard. She continues to discover her qualities through Mind Mapping Me and the Probing tool, examining her reactions and behaviours. She also uses 6 Questions to find out more about her motivations. Finally, she uses this information to create a Persona of herself.
Her second biggest challenge is her lack of knowledge about her skills and competencies. She uses the Skills and competence board, New perspectives and Analogies in Phase 2 to find out more about her skills and competencies.
In Phase 3 she studies the environment through Media-trend and desk research, and uses the Opportunity-challenge mind map to consider her educational and career paths.
When it comes to identifying career paths and opportunities, in Phase 4 she uses Rapid experiences and Career mock-ups to try out career options that she thinks could be interesting and see if she would really like them. She finalises her path with the Inspiration board to keep her motivated, even when things get tough, and the Journey map, where she details her first steps towards working life, starting with upskilling and moving on to vocational education.
CASE 10
First Steps Into the Unknown
Julia is a 23-year-old humanities graduate who is excited to start her career, but she feels held back by the physical barriers she faces as a wheelchair user. Although she is a creative thinker and a strong writer, she worries that employers might overlook her talent and focus only on her disability. As she is just starting out and does not have much work experience, the prospect of rejection is particularly daunting. Her biggest challenge is finding a workplace that is genuinely welcoming and open, and she hopes to find a job in marketing or copywriting. Julia also wants to learn how to clearly communicate her accessibility needs while demonstrating her value.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
In Phase 3, Julia starts with Environmental culture scanning to define the ideal work environment, considering factors such as accessibility, written communication and flexibility. She then moves on to identifying her skills in Phase 3, creating a Skills Board based on student projects and volunteering. Returning to Phase 1, she uses the Persona: Who I Am tool to gain a unique perspective on herself as an employee and the needs of an employer seeking reliable content.
In the Environment phase, she conducts Observation to verify the culture relating to people with disabilities, such as the accessibility and inclusiveness policies of the selected agencies. Finally, she uses the Criteria-based ranking tool (Phase 5) to evaluate and prioritise career options. These are evaluated on the following criteria: 1. accessibility, 2. task type and 3. development opportunities. Once she is ready, she prepares an Action brief for the interview (Phase 5), including a proposal for a trial period or remote work as a Rapid Experiment (Phase 4).
CASE 11
Technology Instead of Routine
Tomasz is 45 years old and spent two decades working in a manufacturing plant before his job was made redundant due to automation. Although he has strong technical and problem-solving skills, he has never worked in an office and lacks confidence in using newer digital tools. He is concerned that he may be 'too old' for today's office environment, yet he also knows that he does not want to return to physically demanding work. His professional network is mostly made up of former colleagues, which makes exploring new career paths even more challenging. Ideally, he would like a role where he can apply his technical experience in a new way, perhaps in areas such as modern control systems or logistics, where his background can still be an asset.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
During the Self-Dimension phase, Tomasz uses the Probing tool to identify the key working conditions for him, such as stability and clear instructions. He then moves on to the Storyboard to identify any hidden skills, such as process optimisation, safety and training younger employees. These are then transferred to the Skills and Competence Board.
During the Environment phase, Tomasz uses Media-Trend and desk research to analyse the green energy and automated warehouse sectors. Based on this analysis, he creates an Employer Empathy Map (Phase 5), which helps him to understand the concerns of recruiters about hiring older workers and prepare appropriate responses.
Using the Value Proposition Canvas (Phase 4), Tomasz creates an offer: 'Technical experience, reliability and readiness to learn ERP systems.' He concludes the process with an Implementation Roadmap (Phase 5), which includes completing a short digital course.
CASE 12
Returning With Renewed Energy
Anna is 38 years old, has a degree in administration and eight years of solid experience. However, she has spent the last six years at home caring for her children. Having been away from the workplace for such a long time, she is worried that her skills may be outdated, and her confidence has suffered. She is also concerned that employers might view the gap in her CV as a lack of dedication rather than as the result of her important family responsibilities. As she prepares to return to work, she is looking for a role that allows her to balance her job with family life, ideally with flexible hours or a hybrid working model. One of her biggest challenges is recognising the valuable skills she developed during her years of caregiving, such as organisation, multitasking and problem solving, and learning how to present them as strengths that would benefit a future employer.
How the Career Compass tools, which tools, and the training can be used to tackle this issue with given tools
Anna’s process begins in the Self-Dimension, where she uses the 5 Whys tool to distinguish between genuine knowledge gaps and paralyzing fears. Using Storyboard, she identifies her experiences, taking into account not only her professional work, but also her experience of managing home logistics, volunteering at school, and taking online courses. This allows her to create a Skills and Competence Board.
In the Environment, Phase 3, Anna conducts Media-trend and desk research to identify family-friendly sectors and benchmark companies that offer remote working. Using the Opportunity Mind Map tool (Phase 4), she considers the following options: returning to administration, working in customer service or working as a virtual assistant.
Finally, in Phase 5, Anna uses the Criteria-based ranking tool to prioritise the options and prepares an Action Brief (Phase 5) with a short daily job search routine and conducting rapid experiments, for example by sending two sample applications.