Performance Coaching: Career Coaching
Benefits of Career Coaching
Benefits of Career Coaching
• Encourages organizational performance by matching the best employees for specific jobs
Benefits of Career Coaching
• Encourages organizational performance by matching the best employees for specific jobs
• Helps you recognize problem areas with your employees
Benefits of Career Coaching
• Encourages organizational performance by matching the best employees for specific jobs
• Helps you recognize problem areas with your employees
• Helps you develop a strategy to increase skill and productivity level
Benefits of Career Coaching
• Encourages organizational performance by matching the best employees for specific jobs
• Helps you recognize problem areas with your employees
• Helps you develop a strategy to increase skill and productivity level
• Helps employees better understand career plans
Benefits of Career Coaching
• Increases productivity and makes employees have a greater commitment to their career and the organization
Benefits of Career Coaching
• Increases productivity and makes employees have a greater commitment to their career and the organization
• Enables employees to have a better understanding of career choices
Benefits of Career Coaching
• Increases productivity and makes employees have a greater commitment to their career and the organization
• Enables employees to have a better understanding of career choices
• Allows you to inform employees about job advancement potential, training requirements and activities
Benefits of Career Coaching
• Helps organizations with job retention by increasing employee loyalty and commitment to the organization
Benefits of Career Coaching
• Helps organizations with job retention by increasing employee loyalty and commitment to the organization
• Helps employees become more self-sufficient and independent
Benefits of Career Coaching
• Helps organizations with job retention by increasing employee loyalty and commitment to the organization
• Helps employees become more self-sufficient and independent
• Aids in team productivity and increases quality, efficiency and organizational performance
Purpose of Career Coaching
Purpose of Career Coaching
• Informs employees of career alternatives
Purpose of Career Coaching
• Informs employees of career alternatives• Helps employees recognize career
objectives
Purpose of Career Coaching
• Informs employees of career alternatives• Helps employees recognize career
objectives• Aids employees in reaching career goals
Purpose of Career Coaching
• Pose hypothetical questions to expand employees’ points of view
Purpose of Career Coaching
• Pose hypothetical questions to expand employees’ points of view
• Uncover underlying assumptions regarding employees’ career
Purpose of Career Coaching
• Pose hypothetical questions to expand employees’ points of view
• Uncover underlying assumptions regarding employees’ career
• Determine level of seriousness of employee’s career goals and objectives
Purpose of Career Coaching
• Pose hypothetical questions to expand employees’ points of view
• Uncover underlying assumptions regarding employees’ career
• Determine level of seriousness of employee’s career goals and objectives
• Reveal alternative viewpoints to foster a more in-depth analysis of career options and decisions
Purpose of Career Coaching
• Uncover and analyze reasons for current career pursuits
Purpose of Career Coaching
• Uncover and analyze reasons for current career pursuits
• Review career preferences
Advantages of Career Coaching
Advantages of Career Coaching
• Helps employees see career options through your experience
Advantages of Career Coaching
• Helps employees see career options through your experience
• Notifies employees when job opportunities are available
Advantages of Career Coaching
• Helps employees see career options through your experience
• Notifies employees when job opportunities are available
• Helps employees develop networks
Advantages of Career Coaching
• Helps employees see career options through your experience
• Notifies employees when job opportunities are available
• Helps employees develop networks• Uses evaluations as opportunities to
address career-related issues
Advantages of Career Coaching
• Offers insight into economic ramifications of employees’ career choices
Advantages of Career Coaching
• Offers insight into economic ramifications of employees’ career choices
• Leverages your past decisions to give employees insight
Disadvantage of Career Coaching
Avoid being too intrusive.
Disadvantage of Career Coaching
Mishandling a planning situation may lead to legal and ethical issues.
Types of Employees
Types of Employees
Understand and identify the three main types of employees and how to address each type.
Types of Employees
• Movers
Types of Employees
• Movers• Middle of the Road employees
Types of Employees
• Movers• Middle of the Road employees• Stuck employees
Movers
• Use their careers to define themselves
Movers
• Use their careers to define themselves• Find new ways of doing tasks, applying
what they know and learning new skills
Movers
• Use their careers to define themselves• Find new ways of doing tasks, applying
what they know and learning new skills• View work as a series of challenges to
bring them to the next level
Movers
• Use their careers to define themselves• Find new ways of doing tasks, applying
what they know and learning new skills• View work as a series of challenges to
bring them to the next level• Have a long-term perspective on their
career
Middle of the Road Employees
• Value career stability and supply balance to the workplace
Middle of the Road Employees
• Value career stability and supply balance to the workplace
• Like opportunities to learn and grow but won’t risk their current job to achieve them
Middle of the Road Employees
• Value career stability and supply balance to the workplace
• Like opportunities to learn and grow but won’t risk their current job to achieve them
• Like to make an impact on the organization, though advancement is not the main desire
Middle of the Road Employees
• Value career stability and supply balance to the workplace
• Like opportunities to learn and grow but won’t risk their current job to achieve them
• Like to make an impact on the organization, though advancement is not the main desire
• Will improve performance and quality when given the opportunity
Stuck Employees
• Have a negative outlook on the future of their career
Stuck Employees
• Have a negative outlook on the future of their career
• Demonstrate poor quality work and tend to leave the organization
Stuck Employees
• Have a negative outlook on the future of their career
• Demonstrate poor quality work and tend to leave the organization
• Criticize the organization and co-workers
Stuck Employees
• Have a negative outlook on the future of their career
• Demonstrate poor quality work and tend to leave the organization
• Criticize the organization and co-workers• Lack motivation, vision and have low self-
esteem
Stuck Employees
• Determine what motivates these employees
Stuck Employees
• Determine what motivates these employees• Inquire about their interests outside work
Stuck Employees
• Determine what motivates these employees• Inquire about their interests outside work• Develop a plan to complement their outside
motivation with their jobs
Career Selection Process
Career Selection Process
• Have employees outline a development plan of how they want their career to progress
Career Selection Process
• Have employees outline a development plan of how they want their career to progress
• Help develop a plan to improve skills
Career Selection Process
• Have employees outline a development plan of how they want their career to progress
• Help develop a plan to improve skills• Have employees create a plan and set a
date to review the plan with employees
Career Selection Process
• Have employees outline a development plan of how they want their career to progress
• Help develop a plan to improve skills• Have employees create a plan and set a
date to review the plan with employees• Make completion of the plan part of the
next performance evaluation
Effective Career Coaching
Interpersonal Communication
• Use participatory communication
Interpersonal Communication
• Use participatory communication• Develop a positive communication climate
Interpersonal Communication
• Use participatory communication• Develop a positive communication climate• Use interpersonal skills
Participatory Communication
• Work with employees as equal partners in their career planning objectives
Participatory Communication
• Work with employees as equal partners in their career planning objectives
• Allow employees to play an active role in choosing their career path
Participatory Communication
• Work with employees as equal partners in their career planning objectives
• Allow employees to play an active role in choosing their career path
• Try to use a more open and relaxed management style
Positive Communication Climate
• Improves interpersonal relations and displays concern for the well-being of employees
Positive Communication Climate
• Improves interpersonal relations and displays concern for the well-being of employees
• Promotes a comfortable environment for employees to develop
Positive Communication Climate
• Improves interpersonal relations and displays concern for the well-being of employees
• Promotes a comfortable environment for employees to develop
• Allows employees to share ideas, opinions and feelings
Interpersonal Skills
• Produce positive outcomes to career coaching
Attending Skills
• Use nonverbal skills such as acceptance, attentiveness, empathy, genuineness, rapport and understanding
Attending Skills
• Use nonverbal skills such as acceptance, attentiveness, empathy, genuineness, rapport and understanding
• Allow employees to share career alternatives and options without fear of reprisals
Following Skills
• Allow employees to express career desires
Following Skills
• Allow employees to express career desires
• Try not to divert or interrupt employees when they’re speaking
Active Listening
• Use active listening to show you really want to help and that you respect employees
Active Listening
• Use active listening to show you really want to help and that you respect employees
• Use active listening to better understand and aid employees
Encouragement
• Use supportive comments to encourage employees to elaborate on their feelings and ideas
Encouragement
• Use supportive comments to encourage employees to elaborate on their feelings and ideas
• Use statements like “I understand” or “Tell me more” to make employees more comfortable
Questioning
• Use questions to direct the conversation or get information to assist employees with their career decisions
Silence
• Allow for silence to encourage employees to take their time to think about the conversation and share ideas
Reflective Skills
• Use reflective skills to clarify your understanding of what an employee is expressing
Paraphrasing
• Use paraphrasing to show employees you have listened and understood what was expressed
Clarifying
• Ask employees for examples of ideas to help understand and clarify their points of view
Interpreting
• Use interpreting to acknowledge you understand the situation
Summarizing
• Use summarizing to review all the main points of a discussion
Summarizing
• Use summarizing to review all the main points of a discussion
• Use summarizing to check for accuracy and verify you both have the same understanding
Performance Coaching: Career Coaching