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USING COACHING TECHNIQUES IN JOB OR CAREER TRANSITION

USING COACHING TECHNIQUES IN JOB OR CAREER TRANSITION. Richard L. Knowdell Career Development Network E-mail: rknowdell@mac.com www.CareerNetwork.Org. HOW I LEARNED ABOUT COACHING. Clinical Psychology Training Working With Failing Veterans Working With Employees

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USING COACHING TECHNIQUES IN JOB OR CAREER TRANSITION

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  1. USING COACHING TECHNIQUES IN JOB OR CAREER TRANSITION Richard L. Knowdell Career Development Network E-mail: rknowdell@mac.com www.CareerNetwork.Org

  2. 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

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

  4. 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 HOW COACHING AND COUNSELING ARE SIMILAR

  5. 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 HOW COACHING AND COUNSELING DIFFER

  6. COACHING “Candidate”“Customer” Prescribe and “Tell” Challenge or Confront Workplace Setting Implement COUNSELING “Client” “Ask” and Listen Make Comfortable Counseling Office Plan OTHER WAYS THEY DIFFER

  7. PROBLEM SOLVING ANALOGY • IDENTIFY THE PROBLEMAssessment of Attributes • EXPLORE SOLUTIONSExploration of Options • SELECT A SOLUTIONFocus on Available Goal • SET A FOLLOW-UPImplement The Strategy Plan

  8. CAREER COACHING MODEL • ASSESSMENTWho Am I? • EXPLORATIONWhat Options Do I Have? • FOCUS Which Option is Best for Me? • STRATEGY/IMPLEMENTATIONHow Do I Get There?

  9. COACHING ROLES • Coach as Assessor • Coach as Information Provider • Coach as Referral Agent • Coach as Guide • Coach as Tutor

  10. 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

  11. COACH AS INFORMATION PROVIDER • Inform The Client About Options and Barriers • Give The Client Factual Job or Career Information

  12. 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

  13. COACH AS GUIDE • Encourage Client to Focus on an Appropriate and Available Goal • Give Client Objective Feedback on The Reality of The Choice

  14. 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

  15. COACHING QUESTIONS • WHAT? • WHY? • HOW? • WHEN? • WHO?

  16. WHAT… • …is Your Specific Goal? • Be Very Clear • Visualize The Goal • Feel The Goal • Touch The Goal • Smell The Goal • Taste The Goal

  17. 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

  18. HOW… • …will You Get to Your Goal? • Specify Each Small Step You Will Take to Get to Your Goal • Be Specific

  19. WHEN… • …will The First Step Occur? • When Will The Next Step Occur? • Write Each Step in Your Daily Planner • Write it in Ink

  20. WHO… • …will Be Affected by The Plan? • Who Will You Need to Get Help From in Order to Attain Your Goal?

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