coaching performance coaching_career_coaching
TRANSCRIPT
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Performance Coaching: Career Coaching
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Benefits of Career Coaching
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Benefits of Career Coaching
• Encourages organizational performance by matching the best employees for specific jobs
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Benefits of Career Coaching
• Encourages organizational performance by matching the best employees for specific jobs
• Helps you recognize problem areas with your employees
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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
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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
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Benefits of Career Coaching
• Increases productivity and makes employees have a greater commitment to their career and the organization
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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
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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
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Benefits of Career Coaching
• Helps organizations with job retention by increasing employee loyalty and commitment to the organization
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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
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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
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Purpose of Career Coaching
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Purpose of Career Coaching
• Informs employees of career alternatives
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Purpose of Career Coaching
• Informs employees of career alternatives• Helps employees recognize career
objectives
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Purpose of Career Coaching
• Informs employees of career alternatives• Helps employees recognize career
objectives• Aids employees in reaching career goals
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Purpose of Career Coaching
• Pose hypothetical questions to expand employees’ points of view
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Purpose of Career Coaching
• Pose hypothetical questions to expand employees’ points of view
• Uncover underlying assumptions regarding employees’ career
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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
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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
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Purpose of Career Coaching
• Uncover and analyze reasons for current career pursuits
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Purpose of Career Coaching
• Uncover and analyze reasons for current career pursuits
• Review career preferences
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Advantages of Career Coaching
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Advantages of Career Coaching
• Helps employees see career options through your experience
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Advantages of Career Coaching
• Helps employees see career options through your experience
• Notifies employees when job opportunities are available
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Advantages of Career Coaching
• Helps employees see career options through your experience
• Notifies employees when job opportunities are available
• Helps employees develop networks
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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
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Advantages of Career Coaching
• Offers insight into economic ramifications of employees’ career choices
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Advantages of Career Coaching
• Offers insight into economic ramifications of employees’ career choices
• Leverages your past decisions to give employees insight
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Disadvantage of Career Coaching
Avoid being too intrusive.
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Disadvantage of Career Coaching
Mishandling a planning situation may lead to legal and ethical issues.
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Types of Employees
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Types of Employees
Understand and identify the three main types of employees and how to address each type.
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Types of Employees
• Movers
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Types of Employees
• Movers• Middle of the Road employees
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Types of Employees
• Movers• Middle of the Road employees• Stuck employees
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Movers
• Use their careers to define themselves
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Movers
• Use their careers to define themselves• Find new ways of doing tasks, applying
what they know and learning new skills
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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
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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
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Middle of the Road Employees
• Value career stability and supply balance to the workplace
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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
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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
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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
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Stuck Employees
• Have a negative outlook on the future of their career
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Stuck Employees
• Have a negative outlook on the future of their career
• Demonstrate poor quality work and tend to leave the organization
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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
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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
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Stuck Employees
• Determine what motivates these employees
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Stuck Employees
• Determine what motivates these employees• Inquire about their interests outside work
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Stuck Employees
• Determine what motivates these employees• Inquire about their interests outside work• Develop a plan to complement their outside
motivation with their jobs
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Career Selection Process
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Career Selection Process
• Have employees outline a development plan of how they want their career to progress
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Career Selection Process
• Have employees outline a development plan of how they want their career to progress
• Help develop a plan to improve skills
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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
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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
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Effective Career Coaching
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Interpersonal Communication
• Use participatory communication
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Interpersonal Communication
• Use participatory communication• Develop a positive communication climate
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Interpersonal Communication
• Use participatory communication• Develop a positive communication climate• Use interpersonal skills
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Participatory Communication
• Work with employees as equal partners in their career planning objectives
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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
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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
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Positive Communication Climate
• Improves interpersonal relations and displays concern for the well-being of employees
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Positive Communication Climate
• Improves interpersonal relations and displays concern for the well-being of employees
• Promotes a comfortable environment for employees to develop
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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
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Interpersonal Skills
• Produce positive outcomes to career coaching
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Attending Skills
• Use nonverbal skills such as acceptance, attentiveness, empathy, genuineness, rapport and understanding
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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
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Following Skills
• Allow employees to express career desires
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Following Skills
• Allow employees to express career desires
• Try not to divert or interrupt employees when they’re speaking
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Active Listening
• Use active listening to show you really want to help and that you respect employees
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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
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Encouragement
• Use supportive comments to encourage employees to elaborate on their feelings and ideas
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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
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Questioning
• Use questions to direct the conversation or get information to assist employees with their career decisions
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Silence
• Allow for silence to encourage employees to take their time to think about the conversation and share ideas
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Reflective Skills
• Use reflective skills to clarify your understanding of what an employee is expressing
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Paraphrasing
• Use paraphrasing to show employees you have listened and understood what was expressed
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Clarifying
• Ask employees for examples of ideas to help understand and clarify their points of view
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Interpreting
• Use interpreting to acknowledge you understand the situation
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Summarizing
• Use summarizing to review all the main points of a discussion
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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
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Performance Coaching: Career Coaching