What are the most important steps for job coaching clients?

Job coaching involves guiding clients through finding new employment or advancing in their careers. 1. Initial Assessment—Understand the client's background, identify career goals, and set achievable objectives. 2. Skills & Resume Development: Assess and hone skills, craft a compelling resume, and develop interview skills. 3. Job Search Strategies & Networking: Identify opportunities, optimize online presence, and build professional networks. 4. Interview Preparation: Research employers, prepare statements and questions, practice follow-ups. Regular check-ins, address setbacks, celebrate successes. Effective coaching is collaborative, tailored to individual needs, providing a supportive environment for clients to achieve their career goals.

You can’t coach anyone, or a team, without assessing everyone’s needs/strengths. Play to strengths and work on weaknesses, in a given context

Absolutely, assessing the unique needs of each client is the cornerstone of effective job coaching. It's akin to crafting a tailored suit – understanding the individual's dimensions, style preferences, and desired outcome is crucial. In my experience as a CEO, I've found that incorporating a mix of tools, from online assessments to personalized interviews, allows for a comprehensive understanding. Realizing their strengths, pinpointing areas for growth, and uncovering potential opportunities become the guiding threads for a strategic coaching plan.

Listen carefully when your client talks. Ask questions to learn more about what they like, what they're good at, and what they want. You can use tests or talk with them to understand how they work and what they need. This helps you see their strengths and where they can improve.

Between explore their needs and making a plan. I suggest exploring a wider option range than the client expressed. If even suggest to run a few interest best tests. Explain the Japanese Akigai concept and have them point where is their current position and where is their target position. If they are at the same place, encourage exploration. If they are complete opposite, explore the possibility of burnouts, midlife or existential crisis.

When creating a plan try to focus on getting the details to be provided by the person who needs to execute the plan. For example, I am supporting someone else but they will be doing the work, so having them decide on the actions and me facilitating the discussion results in a much stronger plan and better chance for success. Humans generally want to feel empowered and supported. The opposite of this is telling them what to do and how to do it. To support and empower others, try asking open ended questions and facilitate a discussion that leads to them deciding on action steps and commitments. Support them with implementation, follow up and execution where needed.

Já mencionei anteriormente os riscos associados às metas SMART. Embora sejam excelentes para estabelecer objetivos claros e mensuráveis, elas muitas vezes n?o estabelecem uma conex?o emocional. é crucial que o coach ou mentor possua a habilidade de ir além dessa estrutura, integrando aspectos emocionais e pessoais que s?o essenciais para o sucesso e o engajamento no processo de desenvolvimento.

Regular Check-Ins can be helpful to support transitions-Schedule regular check-ins with clients to discuss their progress, challenges, and any updates in their job search.This can be conducted through in-person meetings, phone calls, video calls, or emails, depending on the client's preference. Create a supportive and open environment where clients feel comfortable discussing their concerns, successes, and any obstacles they may be facing. Actively listen to their feedback and address any questions or uncertainties they may have. Be prepared to help clients navigate setbacks or rejections they may encounter during the job search. Work together to identify lessons learned and strategies for overcoming obstacles.

When it comes to coaching clients on social media I always make the point that this is a growth journey. I can give them the tools, but 80% of the work comes from them in being consistent on platforms like LinkedIn. As part of the programme I run for lawyers, I now put regular drop-ins in place up to six months after initial training to discuss what’s working well, where they’ve found success, where there are still barriers, and talk about recent changes which could have an impact. I also offer discounted one-off hourly sessions after this period so we can keep working towards growth together. As well as updating where I can of course, on here!

Mentors help get clarity, identify skill gaps and learn tools to advance the process, but mentees take responsibility and accountability for the implementation of new knowledge + tips to accelerate the career.

Wrong wrong wrong, before any of this, you need to build trust. This kind of relationship requires to quickly establish a deep level of trust in order to effectively lay the foundation for an effective coaching initiative. Career or else!