How is coaching for career transitions and development different from other types of coaching?

Coaching for career transition and development should be focused on uncovering talents and motivations of the leader. It is about fostering a growth mindset and readiness to step out of the comfort zone, while providing practical guidance regarding career choices.

Coaching for career transition is about finding what is intrinsically important to the person...their values, their passions and what they want to bring to the world that is uniquely theirs. It is not coaching around skill development or being "better" at something. It is coaching to uncover the essence behind the person so that they can hone in on what they are really meant to do.

Coaching for career tranisitions is a targeted intervention. I consider three aspects: 1. Coachee's critical career experiences that has defined/ redefined the coachee. 2. Gaps in skills, self-awareness, structure of thinking- logical/ spread out/ in pockets. 3. Career strengths. This allows me to work on the gaps and from there, it is about channelizing the coaching journey to specific career outcomes. These could be: 1. Mindset shifts/ working on self-doubts if any. 2. Focus on quality of thinking- data-driven reasoning, skill and capability building needed for the next level/ role - actions thereof. It is about making the coachee 70% ready and in any career, 30% will always involve Learning on the job.

Le coaching est une modalité d’accompagnement d’une personne que l’on pourrait nommer relation d’aide. Il s’agit de contribuer au développement de la personne en lui permettant de se responsabiliser sur ses choix ,en conscience et en intelligence de situation. Catalyseur de décision, le coaching guide la personne vers son Essentiel (son To BE) tout en l’aidant sur l’important (son To DO).

Coaching for career transition and development takes on a holistic approach. It addresses not only the practical aspects of transitioning careers but also the complexity of emotional and psychological aspects that accompany such changes. Coaching tools like identity work, goal and intention setting, building career capital can be useful in preparing people to be resourceful in navigating their career twists and turns.

Coaches often choose to specialize when they discover the intersection of their life experiences, purpose, and passion, finding their zone of genius. Utilizing various tools and assessments, they assist clients in gaining insights into their areas of focus. In my practice, I specialize in mindset coaching, employing a holistic approach to personal development. I firmly believe that establishing a strong foundation is vital for success, akin to building a House of Cards—without a solid base, the structure remains vulnerable. By helping individuals embrace their authentic selves and feel at ease in their own skin, we cultivate the confidence necessary to pursue their dreams laying a strong foundation for any challenges life throws at them.

In a coaching mindset, you believe that it's an essential part of your role as a leader to help others realize and use their knowledge and skills and help them expand their capacity as individuals and as members of a team.

Le coaching est un terme très souvent utilisé mais malheureusement adossé à de multiples adjectifs : business, personnel, d'entreprise, de vie, de performance, motivationnel ... ce qui nuit à la bonne compréhension et à la valeur ajoutée que peut apporter un accompagnement en coaching. Mon résumé : un coaching permet d'apporter une amélioration significative à la personne accompagnée, amélioration qu'elle n'aurait pas pu atteindre seule.

When someone is seeking a career transition, I help them identify their “essence” or “voice” by digging deep to understand their passions, values and strengths. This coaching helps the client get out of a more narrow mindset of “I am only qualified for this role” and opens them up to new career paths they may have not considered. It also helps them ground their confidence in their ability to take on roles in which they may not have experience, but have strong potential to succeed.

Agreed. Niche coaching is positive and gives an area of expertise for coaches and clients. However, underneath the surface of that niche objective is often those deeper issues and roots that need to be addressed in order for a person to establish a FIRM foundation for which to truly build towards, achieve and exceed their established goals. Often times it is those deeper issues that have been what is actually holding them back from achieving those goals.

Besides all the aspects commented above which I totally support, I would recommend to gather info. about how to measure the results of the coaching process. I researched many options and the one which convinced me the most is the one which starts with a leadership assessment ( eg. Leadership Circle, Hogan) and then involves stakeholders throughout the whole process. The real change in the leadership behaviour needs to be perceived by the stakeholders after providing feed-forward on a monthly basis by each of them as this enables the coachee to get ideas in real time to adjust the behaviour. At the end of the process, they complete a mini survey providing quantitat.and qualitative opinions. This is the real language understood by CEOs!

For me the right type of coaching is straight forward as the clue is usually in the title, I want to change my career, I'll seek a career coach! Choosing the right coach is a whole different ball game and the two most important things to remember are that 1). You can change coach if it isn't working and 2). You can change coach when you have out grown them. This is not because the coach might not be brilliant but their gift to you may be to get you from A to B and now you want to find someone else ot help get you to C!

If you clearly know exactly what you want to achieve, look for a coach that is specialized in that area or a mentor that can guide you towards your goals. regarding problems, is not always easy to understand the problems you need to solve, hence why having an external perspective can help. If it is not that clear for you, look for someone that helps you build a meaningful vision for you and your life.

La multitude des termes adossés au mot "coaching" ne facilite pas la bonne compréhension des différentes formes de coaching. Si l'on peut effectivement essayer de répondre à quelques questions en amont d'une recherche de coach, il y a surtout 1 question principale à se poser : "Quel est l'objectif précis et concret que je veux me fixer ?" Par exemple, un objectif n'est pas "Je veux gagner plus d'argent" mais "Je veux gagner 10k€ par mois d'ici 6 mois". C'est cet objectif qui vous permettra ensuite d'échanger avec des coachs potentiels et qui vous fera choisir celui qui vous comprendra le mieux et dont l'expérience vous semblera être le plus en adéquation avec cet objectif.

Being crystal clear on what do you want to achieve or what is the main challenge you are tackling is the most important element of your journey and will help you achieve most of the coaching process , in addition to selecting the proper coach to approach; sometimes if it is not clear you could be coached in that as well

In my opinion, honesty is one of the most important pillar to succeed in a coaching program. It is important to chose the right coach, not every coach can be successful with every coachee, and viceversa. As coaches we need to be super honest and decline a coaching process if she/he is not equipped for it. The same applies to the coachee, if you as coachee, don't feel confortable to work with me as your coach, it does not matter how famous or reputable I'm as a coach, the coaching process is a unique opportunity for you, can change your life, so be honest and bold and say, "thanks but I don't think we can work together", say thank you and chose the right coach for you, don't waste this opportunity, your time and money.

In my view career coaching is about getting a clear about how one wants develop one's career. Once this clarity is attained, then one needs support in making decisions that will help them move forward. The only difference between other forms of coaching is the topic

The fast growth of AI adoption (ChatGPT got to one million users in five days) and its impact on jobs (300 million estimated jobs disrupted) is significant. AI impacts everyone regardless of industry, job — and level. Unlike earlier technologies like factories being automated by machines, which mostly impacted lower-level and less-educated workers, AI has the potential to impact careers at the mid- and senior-levels and to compete with even highly-educated workers. This doesn’t mean you’re going to lose your job tomorrow (though Big Tech has cut tens of thousands of jobs despite growing their market value by nearly $3.5 trillion so employee beware). The extent of change and the timing is uncertain. Prepare now to AI-proof your career.

For me I think looking at the main objective of coaching is important. The purpose of coaching is to unlock people’s potential so they can maximize their performance. So wether it is career transitioning or development, a good coach can help a coachee by asking the right questions and helping them make the decision that will maximize their performance.

In selecting the right coach, several factors come into play: 1-Experience and Confidence: Assess the coach's experience and confidence levels. Inquire about their philosophies and coaching style. For some contexts, having an industry certification can be crucial. 2-Chemistry: The rapport you share with your coach is paramount. Feeling comfortable enough to be vulnerable is essential. You must trust your coach to navigate the less flattering aspects of yourself effectively. 3-Expectations: Be transparent regarding your expectations. Work towards gaining clarity on the results you seek to achieve. Establishing milestones along the journey allows for periodic evaluations of progress, providing opportunities for recalibration as needed.