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How can you help employees advance their careers with leadership and management skills?

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As a career coach, you want to help your clients achieve their professional goals and grow in their roles. One of the most valuable skills you can help them develop is leadership and management, which can open up new opportunities, increase their influence, and enhance their performance. In this article, you will learn how to help employees advance their careers with leadership and management skills, using some effective career coaching techniques.

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Wisudho Harsanto

Intrapreneur | Growth Enabler | Career Coach & Mentor | #provokata
Letuba Ledwaba

Regional Manager at Pepkor Logistics

1 Assess their current skills and gaps

The first step is to understand where your clients are in terms of their leadership and management skills, and what areas they need to improve. You can use various tools and methods to assess their strengths and weaknesses, such as self-assessments, feedback surveys, 360-degree reviews, or behavioral interviews. You can also ask them to reflect on their past experiences, challenges, and achievements as leaders or managers. Based on the assessment, you can identify their skill gaps and prioritize their learning goals.

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2 Create a personalized development plan

The next step is to create a personalized development plan for each client, based on their goals, skill gaps, and learning preferences. You can use the SMART framework to make the plan specific, measurable, achievable, relevant, and time-bound. You can also include different types of learning activities, such as online courses, books, podcasts, webinars, mentoring, coaching, or peer learning. You should also help your clients set milestones and track their progress along the way.

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3 Provide feedback and support

The third step is to provide feedback and support to your clients as they implement their development plan. You can use various techniques to give constructive and actionable feedback, such as the SBI model (situation, behavior, impact), the GROW model (goal, reality, options, will), or the COACH model (connect, observe, ask, communicate, help). You should also encourage your clients to seek feedback from others, such as their managers, peers, or subordinates. Additionally, you should support your clients by celebrating their successes, addressing their challenges, and holding them accountable for their actions.

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4 Facilitate experiential learning

The fourth step is to facilitate experiential learning for your clients, which means helping them apply their leadership and management skills in real-life situations. You can do this by creating or finding opportunities for them to practice their skills, such as leading a project, managing a team, resolving a conflict, or making a decision. You can also use simulations, role-plays, case studies, or scenarios to create realistic and challenging situations for them to learn from. You should also debrief your clients after each experience, and help them reflect on what they did well, what they could improve, and what they learned.

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Wisudho Harsanto

Intrapreneur | Growth Enabler | Career Coach & Mentor | #provokata
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LEADING A PROJECT IS GREAT TOOL I found project assignment is great tool for experiential learning of leading & managing, and still using it. A project is temporary. It has a defined beginning and end in time, and therefore defined scope and resources to deliver series of tasks that need to be completed to reach a specific outcome. A project can be tailored based on the size and objectives of learning that will determine scope, resources and outcome.

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5 Encourage continuous improvement

The fifth step is to encourage continuous improvement for your clients, which means helping them maintain and enhance their leadership and management skills over time. You can do this by fostering a growth mindset in your clients, which means helping them embrace challenges, learn from feedback, and see failures as opportunities. You can also help them stay updated on the latest trends, best practices, and innovations in leadership and management. Moreover, you can help them expand their network and connect with other leaders and managers who can inspire, mentor, or collaborate with them.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Letuba Ledwaba

Regional Manager at Pepkor Logistics
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Self development. While the company may offer support, such as training and study opportunities, the employee must actively engage with these provisions and opportunities. Employees need to be politically astute, ensuring that their performance is well-recognised by influential figures within the organisation. Merit alone may not be sufficient for advancement into managerial and leadership roles. Employees should comprehend that promotion to senior positions changes the criteria by which their performance is assessed, tying it to the success of the team or division they lead. It's crucial for employees to derive satisfaction and significance from their current responsibilities to ensure a more fulfilling and successful career progression.

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How can you help employees advance their careers with leadership and management skills?

1

2

3

4

5

6

1 Assess their current skills and gaps

2 Create a personalized development plan

3 Provide feedback and support

4 Facilitate experiential learning

5 Encourage continuous improvement

6 Here’s what else to consider

Career Management

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How can you help employees advance their careers with leadership and management skills?

1

2

3

4

5

6

1 Assess their current skills and gaps

2 Create a personalized development plan

3 Provide feedback and support

4 Facilitate experiential learning

5 Encourage continuous improvement

6 Here’s what else to consider

Career Management

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