How can you guide a client in aligning their career goals with their values and life priorities?

A values and priorities assessment helps clients align with their career goals by clarifying what truly matters to them. It highlights their core values, such as work-life balance, job security, or professional growth, ensuring their career choices resonate with their personal beliefs and long-term aspirations. By understanding their priorities, clients can make informed decisions, select roles that align with their values, and avoid career paths that may lead to dissatisfaction. This alignment enhances job satisfaction, motivation, and overall career success, making the assessment a crucial tool in effective career counseling.

Begin by helping the client identify their core values. Use reflective exercises and discussions to uncover what truly matters to them. This assessment provides a foundation for making career decisions that resonate with their authentic self, ensuring their professional path aligns with their deeper beliefs and principles.

All values unleash themselves via real life experiences. I always try to understand the client's mindset and perspectives upon their challenging or happy experiences. I coach him/her to identify the concepts that stand out in these stories. And help him/her to define them as their personal value statements.

Once values are clear, assist the client in setting their life priorities. Determine the balance between work, family, health, and other commitments. Understanding these priorities helps in shaping career goals that not only fulfil their professional ambitions but also harmonise with their overall life aspirations.

After determining the values, I ask my client to answer two questions for each value: 1. How you will embrace X / Y / Z value in your career? (What are your behaviors / principals?) 2. How do you support others to live these values as well? Those principals will become their compass to give their decisions, if they face a challenging situation or give the right choice in front of two or more charming options. Also defining the red flags are so helpful for setting boundaries and determine their priorities in their careers.

"Reverse engineering" is a great method for goal mapping. I make my client to define their 3'rd year goals first, and then ask them what they should achieve for the 2nd year, and then the 1st year. This approach enable client to design their goals more logical and doable. Also it helps them to make calibration in between each other.

Next, map out career goals that align with the client's values and priorities. Break down long-term objectives into achievable milestones. This structured approach provides clarity and direction, ensuring that each career decision supports their broader life vision and helps them progress towards their ideal future.

Competency & skill tests add value to the process in order to understand the person's self-assessment and obtain data-based outputs. In addition to these tests, if possible, organizing 1-to-1 meetings with external stakeholders who have had an impact on the career process and listening to the perspectives of other people also provide useful insights. However, it is not always possible to create this opportunity. It is also beneficial to conduct the client's assessment together through real work experiences. We plan development actions on 2 development and 1 strong competency & skill that will serve the client's goals. In these plans, trainings, in-depth coaching studies, action learning applications, additional resources are beneficial.

Conduct a thorough analysis of the client’s skills and competencies. Identify strengths, areas for development, and gaps in relation to their career goals. This analysis informs their career path, enabling them to focus on opportunities that leverage their strengths and address areas where they need growth.

Guide the client through decision-making processes that reflect their values and priorities. Encourage them to consider the long-term impact of their choices, including potential career changes or advancements. By aligning decisions with their core values, clients can make choices that lead to greater satisfaction and fulfilment.

I do not use SMART goals, because I believe everyone has different maturity levels and everyone has great capacity to grown and expands his/impact in life and career. I believe in 3 stages. First level is developing the fundamentals, second level is to set 3 years plan, third level is the visionary state. First stage is suitable for people who needs to see any kind of development, achievement and make an impact in life. For instance; improving way of working and building great habits, developing competencies and skills, achieving at least 1-3 goals in a time period. It this is achievable for the client, then the client will be ready to make 1-3 year action plan... After that achievement, client is ready to work on his/her vision.

Finally, develop a concrete action plan with the client. Outline specific steps, timelines, and resources needed to achieve their goals. This plan serves as a roadmap, keeping them focused and accountable. Regularly reviewing and adjusting the plan ensures continued alignment with their evolving values and life priorities.