Career Coaching
eerWroclaw University of Technology
Organizational Psychology
Career Coaching. Overview
Author: Petr Gusev
Supervisor: ´ Dr. Wojciech Maluszynski
January 11, 2013
Abstract This article addresses a short overview of career coaching, its evolution, content, purposes and applying indicators in order to provide a brief overlook of the topic. Overview was made as a part of Organizational Psychology curriculum in Wroclaw University of Technology.
1
Purpose of Career Coaching
The general goal of career coaching is to assist clients’ personal development within the context of work and career so that clients can better identify their skills, make better career choices, and be more productive and valuable workers. Career coaches serve as personal consultants for any work-related concerns such as balancing home and work, learning interviewing skills, developing better managerial skills, executive personal and career development. Career coaches help their clients get more of what they want out of life, whether it be business success, financial independence, academic excellence, personal success, physical health, interpersonal relationships, or career planning. Therefore, career coaches have been described as sounding boards, support systems, cheerleaders, and teammates combined into one and as consultants who mentor their clients through career challenges and motivate them to achieve realistic goals.
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Content of Career Coaching
• it consists of one-on-one counseling about work-related issues • its focus is on providing managers with feedback on both their strengths and weaknesses • its goal is to improve employees’ work effectiveness in their current positions
Career coaching has three key elements [1]:
Although various coaches tailor their counseling in difterenl ways depending upon client needs, most coaching relationships go through four phases [1]: • setting the goals for the proposed coaching intervention • collecting data from both
Organizational Psychology
Career Coaching. Overview
Author: Petr Gusev
Supervisor: ´ Dr. Wojciech Maluszynski
January 11, 2013
Abstract This article addresses a short overview of career coaching, its evolution, content, purposes and applying indicators in order to provide a brief overlook of the topic. Overview was made as a part of Organizational Psychology curriculum in Wroclaw University of Technology.
1
Purpose of Career Coaching
The general goal of career coaching is to assist clients’ personal development within the context of work and career so that clients can better identify their skills, make better career choices, and be more productive and valuable workers. Career coaches serve as personal consultants for any work-related concerns such as balancing home and work, learning interviewing skills, developing better managerial skills, executive personal and career development. Career coaches help their clients get more of what they want out of life, whether it be business success, financial independence, academic excellence, personal success, physical health, interpersonal relationships, or career planning. Therefore, career coaches have been described as sounding boards, support systems, cheerleaders, and teammates combined into one and as consultants who mentor their clients through career challenges and motivate them to achieve realistic goals.
2
Content of Career Coaching
• it consists of one-on-one counseling about work-related issues • its focus is on providing managers with feedback on both their strengths and weaknesses • its goal is to improve employees’ work effectiveness in their current positions
Career coaching has three key elements [1]:
Although various coaches tailor their counseling in difterenl ways depending upon client needs, most coaching relationships go through four phases [1]: • setting the goals for the proposed coaching intervention • collecting data from both
References: [1] Career Coaching: What HR Professionals and Managers Need to Know., vol. 24, 2001. [2] Career Coaching: Practice, Training, Professional, and Ethical Issues, vol. 52, 2003. [3] Do you need an executive coach?, 1996. [4] Just for the Drill of it, 2000. 7