How do you set and communicate expectations for career coaching?

To effectively set and communicate expectations for career coaching, it's essential to establish clear goals and objectives at the beginning of the coaching process. This includes understanding the client's career aspirations, identifying areas for improvement, and defining specific outcomes they wish to achieve. Open communication is key throughout the coaching journey, ensuring regular check-ins, progress updates, and addressing any concerns or adjustments along the way.

We must think differently when it comes to career. Things are so much different now to the extend career can be not just vertical, horizontal development but has emerged to be more hybrid, matrix career instead. This is a big challenge. We are too comfortable to how current career space, and mostly link to money and rewards. New generation of workforce is different. If we wanna coach or to be coached, the perspective must bring us closer to reality so that we can benefits that straightaway. Besides asking the right questions, a well rounded self assessment need to be reflected to engage in career discussion. Understand our self requirement for coaching to happen and mindset change readiness is key to have the right impact.

One of the most helpful processes is to have clear expectations Secondly do a coach vet exercise not all brilliant coaches may be perfect for each client Thirdly be ready to do work. Coaches or coaching are nit a magical pill. Advise works well if we work hard

This is a very fundamental step to getting started in any career Coaching engagement. It lays the foundation for the actual outcome of the coaching engagement. I ensure to clarify the coaching needs with my clients right from the introductory call.

Measuring progress, defining scope creating agreement for your focus. I love these theoretical ideas, but we’re talking here about a relationship between two people. If I were you, I would start by asking myself if I felt heard by this coach person.

Finding a mentor/coach is not easy. For the more senior the person, the more busy he/she is. So you need to be a worthy mentee/student. Which means, 1. Find someone most relevant to your need gaps. 2. Value their time like gold. 3. Be clear on the wisdom you seek. 4. Fix a time convenient for them. 5. Take notes, lots of notes. 6. Leave with action items and a date for the next catch-up. 7. The work you do and how seriously you take their advice should make them take a personal interest in you. 8. And when you succeed, do credit their contributions. The best thing I have learnt from my Mentors is humility and the tendency to pay it forward. So be kind and spread the knowledge.

👉 Choosing the right coach can be the tipping point when you're ready to pull the trigger & move forward. 👈 Not all coaches will be the right fit for you, your situation, needs, or goals. Here are a few more tips: → Talk to a few coaches. Get a sense of who they are and how they communicate. → Trust your gut. If you don't connect with them, move on. → Ask questions. What's their approach, background, and methodology? → Look for referrals. LinkedIn makes this easy. Realize not every coach accepts every project. You AND the coach are investing in the process, on many levels. If we don't feel it's a good fit, we'll decline for your benefit. With any important relationship, choosing the right partner is critical. #careermanagement

The right fit is key, finding a coach that aligns with not only your personality but your communications style is key. If you are neurodivergent or introverted finding a coach that is sensitive to those needs is vital for long term success. A coach who is sensitive to the impact of face to face meetings for some can offer alternatives and perhaps some strategies to reduce drain.

Career coaching is not just about a coach, but about an enture ecosystem of key stakeholders who will help you reflect and advance in your career. Who are they?

Beware of coaches promising flashy results. Coaching is a thought partnership between the client and the coach. No matter how experienced the coach is, it is the client's thinking process that define the results. You will get clarity, awareness, remarkable new insights, may boost your motivation or become more confident, but you are responsible for the tangible results that follow a mindset change. If you are told that you'll get more than a (possible) mindset change, I'd check if that person has also experience as an advisor or mentor - so that they provide counseling. It is ethical to present some of the tangible results - for example if you overcome your limiting belief x y z, you may get / succeed to / etc. But that's about all.

Here's a career example of a SMART goal: Specific: I will increase my technical proficiency by taking online courses and attending workshops related to my field of expertise. Measurable: I will complete at least 3 online courses and attend 2 workshops within the next 6 months. Achievable: I will allocate 2 hours every week to study and learn new skills, ensuring a steady progress toward my goal. Relevant: Enhancing my technical proficiency aligns with my long-term career aspirations and will make me more competitive in the job market. Time-bound: I will achieve this goal within 6 months. By setting this SMART goal, I will proactively enhance my skills and knowledge, leading to better career opportunities and personal growth.

The communication should be open. You would benefit from the process only if you communicate openly and share your feelings genuinely.

This is something that should be agreed upon from the beginning of the coaching relationship. It may happen afterwards, irrespectively of this initial contracting, but a credentialed coach usually has this as a professional and ethical standard to follow. Be honest, be transparent, be open. If you are not willing to do that, coaching will not work for you.

I recall working on a career plan with a very competent Technology Professional. He wanted to be a Team Leader to be at same position in the Career Ladder as a Sales Lead, who was his classmate from school. We discussed how his new role would include a large chunk of management and oversight of others. He understood and accepted it at the time. However, when actually faced with doing more of what didn't inspire him and less of what he truly loved to do, he returned to me in a few weeks and wanted to have his role redesigned. Fortunately, we were able to work out a Functional Expert role for him, but I realised that sometimes, people will need to actually experience a role and figure out what they truly want to do in their career.

When you feel stuck, when you feel you are not on the right track, it's time to take some time to reflect. You can do this in multiple ways, taking some holidays or doing a bit or free writing in the evenings, or both. What has helped me in my career, always is standing up a bit from where you are and looking at yourself. What is your vision? what is your mission? which problems would you like start solving? start from there. Get the right questions for you and then start writing your story.