Votre coaché hésite quant aux responsabilités d’évolution de carrière. Comment pouvez-vous les aider à relever ce défi ?

Understanding the exact concern is crucial. There was an employee who had it in her mind to resign because she didn't want to be involved in the newly formed special task force within the company. It turned out that she was excited about growth in terms of other responsibilities but felt very burdened by the prospect of organizing team bonding activities at company level. She is just not a D&D person! Once we clarified that, she was coached on how to handle the promotion and was then able to take on the new role minus the team bonding (that went to another person) part. Through this, her manager also got to understand how to harness her potential in the best way. It was a win.

Look what's actually limiting you. Are you afraid of failing? Or are you actually afraid of succeeding? Do you really want to grow? Would you like to swap careers? In either case, what's the driving force behind? It's crucial to identify and understand your thought process before moving ahead. Bringing awareness to whatever is limiting you in this moment can help re-adjust the route or leaving behind what's blocking you. Keep pushing, keep winning!

Begin by looking at the underlying causes of their hesitancy. Is it fear of failing, a lack of confidence, concerns about work-life balance, or something else? Understanding the underlying problem is critical for properly addressing their concerns.

Reassure them change brings opportunities. Reframe new roles positively - focus on skills gained versus comfort lost. Brainstorm strategies to build confidence like stretching gradually, learning from others, celebrating small wins. Remind hard work is worthwhile despite nerves. Offer support and perspective during transition. With time and experience, comfort will grow in unfamiliar areas.

Start by breaking down long-term aspirations into smaller, manageable milestones. This makes the process less overwhelming and more attainable. Encourage the coachee to set SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound. This structured approach provides clarity and direction. Regularly review and adjust these goals to reflect progress and changing circumstances.

Help your coachee define their long-term job goals and aspirations. Understanding where they want to be in the future might help explain why taking on new duties is desirable.

Identify the skills your coachee needs to develop to feel more prepared for increased responsibilities. Create a plan for skill-building activities such as training programs, online courses, or mentorship opportunities. Encourage them to seek out experiences that will enhance their capabilities and readiness for career growth. For example, if they need to improve their public speaking skills, suggest joining a Toastmasters group or taking a communication course. Skill-building not only enhances competence but also boosts confidence.

Conduct an assessment of their qualities, talents, and previous triumphs. Highlight how these can be used in the new role, and suggest areas where more training or support may be required.

Consider forming a network of mentors, colleagues, or friends who can provide advice, encouragement, or simply a listening ear during the change.

Help your coachee visualize their success and the positive outcomes of embracing career growth responsibilities. Visualization techniques can include imagining themselves confidently handling new tasks, receiving recognition for their contributions, and achieving their career goals. This mental rehearsal can reduce anxiety and increase their belief in their abilities. For example, you might guide them through a visualization exercise where they picture themselves excelling in a leadership role, handling challenges with ease, and enjoying the rewards of their hard work.

Guide your coachee through visualization exercises in which they picture themselves succeeding in their new role. This can increase confidence and motivation.

Regularly review and reflect on the progress your coachee has made towards their career growth goals. Celebrate their achievements, no matter how small, and provide constructive feedback on areas for improvement. Reflecting on progress helps reinforce their capabilities and the positive impact of their efforts. For instance, at the end of each month, discuss what they have accomplished, what they have learned, and how they can continue to grow. This reflection fosters a sense of continuous improvement and keeps them motivated.

Regularly check in with your coachee to monitor progress and alter techniques as required. Celebrate minor victories along the road to maintain good momentum.

When coachees hesitate about new career responsibilities, start by exploring their fears. Help them identify specific concerns and address each one objectively. Break down larger responsibilities into smaller, manageable tasks. Encourage them to view these challenges as growth opportunities rather than burdens. Guide them in assessing their current skills and create a plan to bridge any gaps. Suggest seeking a mentor who's navigated similar transitions. Roleplay scenarios to build confidence in handling new situations. Remind them that feeling stretched is normal in career growth. Set up regular check-ins to provide support and celebrate small wins. Remember, embracing new responsibilities is key to long-term career success.