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USING COACHING TECHNIQUES IN JOB OR CAREER TRANSITION

Richard L. Knowdell

Career Development Network

E-mail: rknowdell@mac.com

www.CareerNetwork.Org

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HOW I LEARNED ABOUT COACHING

Clinical Psychology Training Working With Failing Veterans Working With Employees Training High Tech Managers Providing Executive Outplacement Being an Executive Coach Teaching Coaching to Counselors

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WHAT’S IN A NAME ? Career Counselor Career Consultant Career Coach Career Advisor Case Manager Facilitator Career Practitioner

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HOW COACHING AND COUNSELING ARE SIMILAR Active Listening Trusting Relationship Confidentiality Code of Ethics Client’s Values Client Has The Answer Duration of Involvement Use of Assessments Understand Problems

Use of Phone and Internet Technology

Use Coaching and Behavioral Models

Use Coaching Skills Collaborate With The

Client Recognition of Mental

Health Problems

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HOW COACHING AND COUNSELING DIFFER

COACHING Work Issues Problem Solving Now/Future Focus Active Partnership Structured Models Focus on Action Expert Advisor

COUNSELING Personal Issues Problem Identification Focus on The Past Objective Observer Non-Directive Focus on Feelings Accepting Listener

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OTHER WAYS THEY DIFFER COACHING “Candidate” “Customer” Prescribe and “Tell” Challenge or Confront Workplace Setting Implement

COUNSELING “Client” “Ask” and Listen Make Comfortable Counseling Office Plan

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PROBLEM SOLVING ANALOGY

IDENTIFY THE PROBLEM Assessment of Attributes

EXPLORE SOLUTIONS Exploration of Options

SELECT A SOLUTION Focus on Available Goal

SET A FOLLOW-UP Implement The Strategy Plan

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CAREER COACHING MODEL

ASSESSMENT Who Am I?

EXPLORATION What Options Do I Have?

FOCUS Which Option is Best for Me?

STRATEGY/IMPLEMENTATION How Do I Get There?

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COACHING ROLES Coach as Assessor Coach as Information Provider Coach as Referral Agent Coach as Guide Coach as Tutor

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COACH AS ASSESSOR Observe The Client’s Behavior Identify The Client’s Skills, Values,

Interests and Personality Give The Client Objective Feedback

on Observed Attributes May Administer Tests and Interpret

The Results

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COACH AS INFORMATION PROVIDER

Inform The Client About Options and Barriers

Give The Client Factual Job or Career Information

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COACH AS REFERRAL AGENT

Refer Client To an Outside Source for Assistance

Especially Important When The Client’s Problem is Outside The Coach’s Area of Expertise

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COACH AS GUIDE Encourage Client to

Focus on an Appropriate and Available Goal

Give Client Objective Feedback on The Reality of The Choice

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COACH AS TUTOR

Coach The Client in Outlining a Detailed Career Strategy Plan

Coach The Client in Describing The Specific Behavior Needed to Reach The Goal

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COACHING QUESTIONS

WHAT? WHY? HOW? WHEN? WHO?

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WHAT…

…is Your Specific Goal? Be Very Clear Visualize The Goal Feel The Goal Touch The Goal Smell The Goal Taste The Goal

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WHY… …is This Goal The

Best Goal For You to Pursue?

Give Me Compelling Evidence That Proves That The Goal is Appropriate for You

Prove it

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HOW…

…will You Get to Your Goal?

Specify Each Small Step You Will Take to Get to Your Goal

Be Specific

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WHEN…

…will The First Step Occur?

When Will The Next Step Occur?

Write Each Step in Your Daily Planner

Write it in Ink

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WHO…

…will Be Affected by The Plan?

Who Will You Need to Get Help From in Order to Attain Your Goal?