Clever sayings can guide a coach's approach to their work. The coach may aim to be a “guide on the side, not a sage on the stage.” Or a coach could follow a model, such as the SPIRO model (Specificity, Performance, Involvement, Realism, Observability). A coach may even employ several theories, from CIP to RIASEC. Whatever guidance the coach selects, it should be regularly reviewed, and possibly updated, so as to not limit their ability to serve clients. If the relationship is
With competency and identity issues addressed in earlier stages of adult development, those in mid-life (generally around ages 40-50) typically take a deeper dive into career transition. Of course, this period is not without its focus on family concerns (including work-life balance), as developmental constructs are interrelated. Career plateauing or obsolescence may be scary, but career development professionals may be able to support a mid-career change via therapeutic allia
Individuals and companies are benefiting from the massive transition occurring in work models. Study after study in the past two years supports the positive effects of a hybrid or remote work model in the areas of productivity, job satisfaction, talent retention, mental health, economy and even the environment. Of course, there are two sides to everything – many beautiful flowers have thorns. Whatever the reason for the desire for a different model, now that we've seen it, we
December is a good month to review the past year, assess and set goals, and... STOP! Don't look back! Just because all the television news shows look back every December 31st, doesn't mean it is a helpful practice. There comes a time to let go of the past and move forward. Being future-focused starts with admitting that while learning occurred in the past, dwelling on history is a heavy weight. Shouldn't you start lifting weights in the new year?
~ Melanie Reinersman, editor@
While no one would argue that 2020 made it difficult for even optimists to feel positive, one role of the career professional is to generate hope. If the client does not feel good, it is a sign of growth, and that is good! If the client doesn't see a means to moving ahead at work, it is time for change and together the resources can be tapped. Being intentionally optimistic serves both the self and the world, which includes the people who need career professionals the most. ~
What is in a name? What do names have to do with issues encountered in serving clients effectively? Remember when “spoiled brat” was the most common name for describing a child’s unpleasant behavior? Now it is referred to “spoiled child syndrome” and thousands of people have added to the Internet on how to “unspoil” the child. Trendy names of issues may increase awareness which can lead to searches for solutions. Whether or not a condition receives a name doesn’t mean it is a
While jokes about the craziest interview questions and answers abound, the reality is this meeting between an employer and a job seeker significantly impacts life. The variables are as numerous as the list of Fortune 500 companies: structured/unstructured, phone/video, objective/subjective practices, scientific data collection.. cultural fit… timed tests… 30 minutes or 3 months… Whatever the methods, the outcome is the same: either a job offer or not. The job seeker’s hand in