How do you coach someone who is interested in growing their career? Learn how to co-create a career plan and timeline with your coachees. Encourage your coachees to complete the exercise "Looking Back to Move Forward," were they can realize their strengths, skills, and accomplishments.
- In a recent study on the effectiveness…of workplace coaching, it was found that…in companies with strong coaching cultures…65% of employees rated themselves as highly engaged.…That's double the average in the United States.…That research also found that helping people…develop their careers has become…the most common reason for coaching.…It's also why I believe working with your careerist…is the best kind of coachee to build your practice with.…The people who are a right fit for career development…might be at the beginning of their careers,…or new hires, or they might be people…who recently changed roles, or departments, or teams.…
What distinguishes all careerists is that they're driven.…They want to know what the path for promotion looks like,…and what they need to do to get there.…And, they need support and consistent challenge…or they may find their way out the door.…Let's talk about what your role is…for helping your careerist design…and navigate their careers.…Your first step is to co-create a career plan and timeline.…
LinkedIn Learning (Lynda.com) is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.
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- List three strategies to assess an individual for coachability.
- Identify the essential elements of a coaching contract.
- Recall the three levels of accountability.
- Distinguish among the three levels of listening.
- Summarize strategies for coaching a low-performance employee.
- Summarize strategies for coaching a high-performance employee.