Week 2 Flashcards
The coach/client relationship is based on..
based on your individual client’s needs, goals, time frame, budget, and the point from which they are starting.
Belbin Self-Perception Inventory
Underlying factors influence team role behavior:
1) Psycho-physiological factors (especially introversion vs extroversion)
2) High level thought/mental abilities can override personality
3) Values
4) Environment
5) Personal experience/cultural factors
6) Learning to play a needed role
The Belgian team roles
Action: Completer finisher, implementor, shaper
Social: Coordinator, resource investigator, team worker
Thinking: Monitor-evaluator, plant, specialist
The goal is to reach clients by presenting the steps in a way that is…
memorable, unique-sounding, and usually targeted to appeal to their niche
Career coaches often talk about their
system, program, or steps to success
How to respond to inquiries
- telephone call
- lay the groundwork during the consultation and set expectations
- have a set up VM
DO (on a phone call with a potential client)
Ask open-ended questions to determine the individual’s needs
Ask what the prospective client’s expectations are and convey yours
Use your listening skills
Respond clearly and concisely to questions or concerns
Show genuine empathy and try to establish rapport
Get an overview of the client’s career history and what is currently standing in the way of achieving their career goal
Explain the strategy you would use to address their problem
Discuss your coaching style and techniques you might use
Make the client feel at ease and acknowledge the courage it took for them to contact you and take active steps to address their career goals
Be upfront about costs
Be confident in the value of the services you provide
Let the client know of any special qualifications you have that relate to their situation (for example, experience in their industry)
DONT (on a phone call with a potential client)
Interrupt the client while they are speaking
Use a hard-sell approach
Try to solve the client’s problem during the consultation
Give advice
Do most of the talking or talk about yourself too much
Try to rush the person into committing
Make judgments or assumptions about the prospective client
Pretend to have expertise in an area you are unfamiliar with
Agree to work with any client you don’t feel comfortable with or whose problems are beyond the scope of career coaching (e.g. depression)
The contract will specify the terms of your relationship, including
fees, policies about missed appointments, and a legal disclaimer (see section 4.5 for more information and a sample contract).
Client intake should include..
- contract
- anything impacting their ability to conduct coaching process
- current life stressors
- their goals
- resume, if they have one
Self-evaluation:
Clients examine their interests, skills, values, personality, educational background, work experience, any personal barriers or constraints.
Research:
Clients conduct career research to learn about fields or companies of interest, including networking and conducting informational interviews.
Decision-making:
Clients evaluate the results of research, set a series of measurable job search goals.
Implementation:
Develop the targeted resume and other personal marketing materials, conduct the job search, practice interviewing, continue research and follow up with leads.
The four basic stages of the career coaching process are:
- self-evaluation
- research
- devision-making
- implementation
If you only have 5 minutes left in a session and the client is about to open a large can of “what-should-I-do-with-my-life” worms… you should…
- listen and suggesting that you start off with that topic in your next session so that you can devote the time and attention that it deserves.
- provide a homework assignment related to this topic (e.g. research of a subject, or journaling) so the client can do preliminary exploration on their own and be adequately prepared to discuss it during the next session.
Your coaching style
- be prepared to modify for each client
- more direct or more gentle approach
Your clients learning style
- role playing
- worksheets
- journaling
What are the different types of career coaching techniques?
- using open-ended questions
- listening and responding
- creating action plans
- role-playing
- homework
Homework - good career coaches review the HW and provide..
feedback on what response were sparse, questions were skipped, or clues to ways they need more additional work.
Types of homework
- journaling
- worksheets
- independent research
- networking
career exploration process
- some clients may not know all their options
- some have not conducted enough research on the fields and education needed - lack of info limits their opps to make good career choices
The 4 preference scales of the MBTI
psychological energy:
- introverted
- extroverted
processes info:
- sensing
- intuition
individual makes decisions:
- thinking
- feeling
prefers to structure their life:
- judging
- perceiving
Strong interest inventory
General Occupational Themes (6): Orientation toward work
Basic Interest Scales (25): Consistency of interests and aversions
Occupational Scales (211): Degree of similarity in interests with others in given occupations
Personal Style Scales (4): Preferred learning, work, risk-taking, leadership style
Different types of assessment tests
- Jung typology test (72 yes/no online assessment)
- O*NET Computerized Interest Profiler
- Keirsey Temperament Sorter
Decision making - career coach’s role
Part of your job as a career coach is to help people understand their own decision-making style and identify any obstacles that might be getting in the way of making a decision. This does not mean making the decision for them or guiding them toward what you think is the right choice.
Paraphrasing
using your own language to repeat back or summarize what the client is saying, confirming that you have heard and understood the facts
Probing
an open ended statement or question to elicit further details , such as ‘tell me more about that’ or ‘why is that important to you’
reflecting feeling
communicating meaning or feelings that are implied from the client’s statements; for example ‘it sounds like being passed over for the promotion made you question your own value’
clarifying
used to hone in on the intent of a client’s statement; for example ‘can you explain what you mean by that?’ or ‘can you give me an example of that?’
summarizing
a brief statement bringing together facts and feelings to show understanding of the complete message; typically used alter in a conversation or toward the end of a session
