How do you align your coachees' goals and action plans with their career aspirations and values?

Start by asking questions that are centered around their long-term career goals, aspirations, and values. Their answers will allow you to understand what they want to achieve in their careers but also what is most important to them as well.

For my clients, the value inventory has been the GAME CHANGER. The values are the foundation to everything they want to do, and if values aren't aligned with the goals, they're only good at face value but likely will never get the traction they desire. The values are the starting point and everything grows from there. I like to gather these through really focused listening, stories, and moments when they sound really aligned or excited with what they're sharing. Then I share them back to my client during our sessions and we create an inventory that we weave through everything. Sometimes they're even surprised at how important something is to them until they hear it out loud!

Die Umsetzung muss nicht zeitaufwendig sein. Oft sind es kleine Stellschrauben, die gro?e Ergebnisse liefern. In meinen Augen hilft uns Karrierecoaches die Vogelperspektive, damit wir blinde Flecke aufdecken k?nnen und so das Richtige und Effektive vorschlagen k?nnen.

Five things 1. Come out from the comfort zone 2. Ready to be rejected 3. Note down your goal smartly 4. Keep learning 5. Take advice but do what makes you happy

Start at the end. Meine Coachees erstellen ihr eigenes Lebensdrehbuch. Wir starten mit dem Ausgang, um die Werte zu erkunden. Aus diesen werden Grob- und Feinziele und letztendlich umsetzbare Tagespl?ne. Diese Vorgehensweise hilft, die richtigen Priorit?ten zu setzen.

This may sound harsh, but there is the dream that comes from looking at career options, but there is also the reality of hard skills and training that get a candidate to their dream job. If a 180-degree career pivot is the end goal, do the clarity work on the why's of the pivot. That could be journaling, job board research, or discussing interesting jobs with your network. Then find a career coach with recruiting experience who can talk you through the reality of a dramatic pivot. They will be most able to help you identify transferable skills that will get visibility and draft the perfect career story for the pivot. A free resource is onetonline dot org. It ranks bright outlook jobs and has excellent info on skills by role.

Karrierem?glichkeiten zu entdecken ist immer ein wichtiger Schritt im Bewerbungsprozess. Und hierbei darf man auch einmal ganz kreativ sein und auch mal überlegen, ob es M?glichkeiten für den Quereinstieg gibt und man dabei "übertragbare" F?higkeiten einbringen kann. Hierbei arbeite ich auch gerne mit einer Zielfirmenliste und ziehe auch mal "hidden champions" oder Start-Ups in Erw?gung. Auch diese Arbeitgeber bieten manchmal gute Karrierem?glichkeiten.

The next step is to assist your coachees in exploring their career options and possibilities. Utilize various sources and strategies to help them research different career paths, roles, industries, and organizations. Options include online databases, career fairs, informational interviews, networking events, and job shadowing. This exploration aims to clarify what coachees want and what they can offer in the job market, ultimately helping them narrow down their choices to make informed decisions about their career paths.

Going out to the job boards is a great, easy, free way to do this from your own home. Take an inventory of what sounds exciting to you and what doesn't. Explore different titles and industries and check in with yourself on whether or not it resonates. This will help build a story of what you want and don't want to do in your career and is a great easy way to start.

The third step is to assist your coachees in aligning their goals and values with their career options. Utilize various techniques and frameworks to help them clarify and prioritize their goals and values, matching these with their career preferences and opportunities. Tools like the SMART goal-setting model, value proposition canvas, career vision statement, and personal mission statement can be effective. This step aims to help coachees define their career direction and purpose, ultimately creating a compelling and authentic career story that resonates with their true selves.

Nesse passo é importante entender quais s?o os valores do coachee, o que é importante para ele quando se trata de valores. Após essa defini??o fa?o uma avalia??o junto com o coachee de como os objetivos que ele possui est?o alinhados com os seus valores. Alguns valores podem estar alinhados e outros podem estar em conflito, portanto é importante avaliar como resolver o conflito. Uma op??o é entender melhor qual é o conflito e se é possível minimizar a ponto de n?o haver desconfortou, ou se n?o ajustar o objetivo para que o valor seja atendido.

In my practice, I work with my clients on aligning their career goals with their lifestyle goals. They must be in alignment, or one side is going to topple. My clients have connected more to personal values and mission statements to stay on track. SMART goals are great for plotting the action steps. Ultimately, no SMART goal or roadmap gets a client to move forward unless they are honest with themselves about their career goals, values, and motivators matching their lifestyle/personal goals, values, and motivators.

Zum Start des Bewerbungsprozesses finde ich es immer wichtig, genau festzulegen, was man sucht und was das berufliche Ziel ist. Hierbei sollte auch das berufliche Umfeld, Werte, Führungsstil, Wertsch?tzung, Umgang und Kommunikation im Unternehmen und Karriereentwicklung definiert werden. Umso genauer man wei?, was man sucht, umso besser ist die Chance, dies auch zu finden.

My clients' job search action plans and roadmaps are divided into three stages: planning, executing, and closing. A job search has defined steps that must be followed to shorten the job search cycle time. Each stage has its own set of action items and flow. The planning stage has the most flexibility for a job change as the research, journaling, and goal identification can wind a twisty path. This is usually the fun part vs. tracking application metrics and application-to-interview ratios! Once that job goal is identified, the action steps and KPIs become the driver in the search. Simple excel spreadsheets and Kanban tools work great for tracking. Ask your coach if they have online tools for you to grab so you don't recreate the wheel.

The fourth step is to assist your coachees in creating action plans to achieve their goals and values. Use various tools and methods to help them break down their goals into manageable and measurable steps, assigning resources, timelines, and responsibilities. Techniques like the GROW model, action plan templates, project management software, and calendar apps can be effective. This step aims to help coachees plan and organize their career activities, enabling them to track and monitor their progress and outcomes effectively.

The key to tracking is to keep goals focused but also flexible and achievable. Keep it super simple so that you spend more time working towards it as opposed to interpreting your metrics or tracking process. For some that is a simple handwritten note somewhere to remind them, or simple notes and check ins on their calendars.

Based on my experience, a task analysis is crucial in monitoring progress. It involves breaking down tasks into simple steps and marking them according to the level of progression, from physical demonstration (1) to unaided (4). If a client has achieved level 4 in all tasks, I move on to give them more challenging and stretching assignments. However, if a client is stuck and cannot progress, it's time to reassess their goals and perspective, identify what's going wrong, and consider whether this job is the right fit for them.

Ein Ma?nahmenplan zur Umsetzung ist immer ganz wichtig. Er gibt Struktur und Klarheit, was zu welchem Zeitpunkt zu tun ist. Auch die Erstellung einer Bewerbungsliste kann hilfreich sein, um den überblick zu behalten und ggf. auch mal bei einem Arbeitgeber nachzufassen und seine Bewerbung in Erinnerung zu bringen.

Eine gute Interviewvorbereitung ist das A und O im Bewerbungsprozess. Hier arbeite ich gerne auch mal mit einer Gespr?chssimulation mit Hilfe einer Videoanalyse. Hieraus kann man ganz viel lernen und es gibt auch ?fters tolle AHA-Momente.

The fifth step is to support your coachees in implementing their action plans and overcoming obstacles. Utilize various skills and approaches, such as coaching, mentoring, feedback, motivation, and problem-solving, to help them execute their plans effectively. This step aims to keep coachees focused, motivated, accountable, and adaptable in their career journeys. Additionally, it’s important to celebrate their successes and encourage learning from failures, fostering resilience and growth throughout the process.

A coach's responsibility is to help someone stretch and gain strides in the areas of their goals. To see a bit ahead of them and help them get there by always starting where they are and helping them get to where they're going in big ways. The bigger the goal the better! 'Homework challenges' are a great to way to do this. If it feels a little uncomfortable or unattainable, that's when I know I'm doing it right! Then it's up to the client to go make whatever that is happen and enjoy the fruits of their labor.

Após os 5 primeiros passos realizo o acompanhamento do plano de a??o e ajusto as a??es com o coachee caso haja necessidade. Ao longo da jornada em dire??o ao objetivo alguns obstáculos n?o previstos podem surgir, portanto é necessário acompanhar, revisar e ajustar.

Job coaches can play a pivotal role in helping their clients develop a positive, growth mindset. This can be achieved by enhancing their motivation to improve and develop their capabilities. When clients adopt a growth mindset, they tend to have higher self-confidence, are more accepting of their shortcomings, and are more committed to their self-improvement. By encouraging a positive, growth mindset, job coaches can help their clients achieve their full potential.

Já tive um coachee que a demanda era exatamente essa. O coachee n?o se encaixava no emprego em que estava e n?o conseguir entender o motivo. Aparentemente tinha o emprego que sempre desejou, considerava a empresa boa, o cargo bom e uma boa remunera??o. Entretanto quando come?amos avaliar os objetivos de carreira, pude perceber que os valores dele estavam em conflito em rela??o ao que era demandado para ele, assim ele concluiu que esse era o motivo da insatisfa??o. Portanto, ele definiu que a melhor solu??o seria buscar uma empresa onde ele conseguisse alinhar os seus valores com a sua rotina de trabalho. Após alguns meses mudou de empresa e hoje está satisfeito com a sua rotina de trabalho.