What are some effective ways to help coachees build confidence and resilience during the job search process?

It is important to take stock of skills, experiences, knowledge, network and values. Start by listing and mapping these out with the coachee with clear areas or themes. The goal here is to tap on these to enhance the CV and on LinkedIn, as well as to create a powerful narrative for themselves. Using CliftonStrengths will further empower the coachee to know what their natural talents are and integrate these strengths into their 'tool box'. By creating a cohesive story for themselves will help boost their confidence, morale and self-esteem. You start within them and build outwards so they are clear on their values and principles as they bring their best selves to potential employers.

Strengths and Values Mapping: Practice: An executive coach can work with a coachee to conduct a deep dive into their personal strengths and core values through assessments and reflective exercises. For instance, if a coachee values autonomy and innovation, the coach can help them identify these as non-negotiable aspects of their ideal workplace. Application: The coachee uses this personalized strengths and values map to evaluate job descriptions, company missions, and cultures. They can prioritize applying to organizations that highlight independence, creativity, and a culture of innovation, ensuring a better alignment with what they value most in their work and enabling them to make informed decisions about where they could thrive.

A common example of a Limiting Belief is: "I always mess up in interviews." Reframe: "Every interview is a learning opportunity and a chance to improve. I can grow more comfortable and skilled at interviewing with practice and preparation." Strategy: Set up mock interviews with the coachee to practice common and difficult questions. Provide constructive feedback on their answers, body language, and overall presentation. Also, teach them relaxation and positive visualization techniques to reduce anxiety and boost confidence before interviews. Reframing these limiting beliefs involves a combination of cognitive behavioral strategies, positive affirmations, and practical exercises designed to build confidence and skills.

Nelson Mandela said “it’s not win or lose, it’s win or learn”. Focus on what you learnt from the interview experience to better inform you for next time. Reflections help build your self awareness and self confidence which will support you during the next interview. Which of your behaviours, emotions or cognitions supported you and can be accessed once again? What did you learn from the interview process? Consider your preparedness, your interview practice, your understanding of the organisation and role in question. Consider the types of questions asked and what you learnt from your answers? Seek and consider feedback from the process. What would you do differently next time? Broadening your perspective can build your confidence.

Most job searchers only look for jobs that fit their current skill sets easily. I challenge my clients to search for roles that they would love to have but feel they don't have all of the skills required and also look for jobs that they feel is a level above where they think they can work. We then determine together what is possible for them using their strengths and work on the limiting beliefs that are holding them back from applying for those roles. 90% of my clients get a job they didn't think they could have. Confidence comes with having the courage to apply for things you think are out of reach. Courage before confidence always.