1. Performance Coaching:
Career Coaching

2. Benefits of Career Coaching

3. Benefits of Career Coaching
• Encourages organizational performance by matching
the best employees for specific jobs

4. Benefits of Career Coaching
• Encourages organizational performance by matching
the best employees for specific jobs
• Helps you recognize problem areas with your
employees

5. Benefits of Career Coaching
• Encourages organizational performance by matching
the best employees for specific jobs
• Helps you recognize problem areas with your
employees
• Helps you develop a strategy to increase skill and
productivity level

6. Benefits of Career Coaching
• Encourages organizational performance by matching
the best employees for specific jobs
• Helps you recognize problem areas with your
employees
• Helps you develop a strategy to increase skill and
productivity level
• Helps employees better understand career plans

7. Benefits of Career Coaching
• Increases productivity and makes employees have a
greater commitment to their career and the
organization

8. Benefits of Career Coaching
• Increases productivity and makes employees have a
greater commitment to their career and the
organization
• Enables employees to have a better understanding of
career choices

9. Benefits of Career Coaching
• Increases productivity and makes employees have a
greater commitment to their career and the
organization
• Enables employees to have a better understanding of
career choices
• Allows you to inform employees about job
advancement potential, training requirements and
activities

10. Benefits of Career Coaching
• Helps organizations with job retention by
increasing employee loyalty and commitment to
the organization

11. Benefits of Career Coaching
• Helps organizations with job retention by
increasing employee loyalty and commitment to
the organization
• Helps employees become more self-
sufficient and independent

12. Benefits of Career Coaching
• Helps organizations with job retention by
increasing employee loyalty and commitment to
the organization
• Helps employees become more self-
sufficient and independent
• Aids in team productivity and increases quality,
efficiency and organizational performance

13. Purpose of Career Coaching

14. Purpose of Career Coaching
• Informs employees of career alternatives

15. Purpose of Career Coaching
• Informs employees of career alternatives
• Helps employees recognize career objectives

16. Purpose of Career Coaching
• Informs employees of career alternatives
• Helps employees recognize career objectives
• Aids employees in reaching career goals

17. Purpose of Career Coaching
• Pose hypothetical questions to expand employees’
points of view

18. Purpose of Career Coaching
• Pose hypothetical questions to expand employees’
points of view
• Uncover underlying assumptions regarding
employees’ career

19. Purpose of Career Coaching
• Pose hypothetical questions to expand employees’
points of view
• Uncover underlying assumptions regarding
employees’ career
• Determine level of seriousness of employee’s career
goals and objectives

20. Purpose of Career Coaching
• Pose hypothetical questions to expand employees’
points of view
• Uncover underlying assumptions regarding
employees’ career
• Determine level of seriousness of employee’s career
goals and objectives
• Reveal alternative viewpoints to foster a more in-
depth analysis of career options and decisions

21. Purpose of Career Coaching
• Uncover and analyze reasons for current career
pursuits

22. Purpose of Career Coaching
• Uncover and analyze reasons for current career
pursuits
• Review career preferences

23. Advantages of Career Coaching

24. Advantages of Career Coaching
• Helps employees see career options through your
experience

25. Advantages of Career Coaching
• Helps employees see career options through your
experience
• Notifies employees when job opportunities are
available

26. Advantages of Career Coaching
• Helps employees see career options through your
experience
• Notifies employees when job opportunities are
available
• Helps employees develop networks

27. Advantages of Career Coaching
• Helps employees see career options through your
experience
• Notifies employees when job opportunities are
available
• Helps employees develop networks
• Uses evaluations as opportunities to address career-
related issues

28. Advantages of Career Coaching
• Offers insight into economic ramifications of
employees’ career choices

29. Advantages of Career Coaching
• Offers insight into economic ramifications of
employees’ career choices
• Leverages your past decisions to give employees
insight

30. Disadvantage of Career Coaching
Avoid being too intrusive.

31. Disadvantage of Career Coaching
Mishandling a planning situation may lead to legal and
ethical issues.

32. Types of Employees

33. Types of Employees
Understand and identify the three main types of
employees and how to address each type.

34. Types of Employees
• Movers

35. Types of Employees
• Movers
• Middle of the Road employees

36. Types of Employees
• Movers
• Middle of the Road employees
• Stuck employees

37. Movers
• Use their careers to define themselves

38. Movers
• Use their careers to define themselves
• Find new ways of doing tasks, applying what they
know and learning new skills

39. Movers
• Use their careers to define themselves
• Find new ways of doing tasks, applying what they
know and learning new skills
• View work as a series of challenges to bring them to
the next level

40. Movers
• Use their careers to define themselves
• Find new ways of doing tasks, applying what they
know and learning new skills
• View work as a series of challenges to bring them to
the next level
• Have a long-term perspective on their career

41. Middle of the Road Employees
• Value career stability and supply balance to the
workplace

42. Middle of the Road Employees
• Value career stability and supply balance to the
workplace
• Like opportunities to learn and grow but won’t risk
their current job to achieve them

43. Middle of the Road Employees
• Value career stability and supply balance to the
workplace
• Like opportunities to learn and grow but won’t risk
their current job to achieve them
• Like to make an impact on the organization, though
advancement is not the main desire

44. Middle of the Road Employees
• Value career stability and supply balance to the
workplace
• Like opportunities to learn and grow but won’t risk
their current job to achieve them
• Like to make an impact on the organization, though
advancement is not the main desire
• Will improve performance and quality when given the
opportunity

45. Stuck Employees
• Have a negative outlook on the future of their career

46. Stuck Employees
• Have a negative outlook on the future of their career
• Demonstrate poor quality work and tend to leave the
organization

47. Stuck Employees
• Have a negative outlook on the future of their career
• Demonstrate poor quality work and tend to leave the
organization
• Criticize the organization and co-workers

48. Stuck Employees
• Have a negative outlook on the future of their career
• Demonstrate poor quality work and tend to leave the
organization
• Criticize the organization and co-workers
• Lack motivation, vision and have low self-esteem

49. Stuck Employees
• Determine what motivates these employees

50. Stuck Employees
• Determine what motivates these employees
• Inquire about their interests outside work

51. Stuck Employees
• Determine what motivates these employees
• Inquire about their interests outside work
• Develop a plan to complement their outside motivation
with their jobs

52. Career Selection Process

53. Career Selection Process
• Have employees outline a development plan of how
they want their career to progress

54. Career Selection Process
• Have employees outline a development plan of how
they want their career to progress
• Help develop a plan to improve skills

55. Career Selection Process
• Have employees outline a development plan of how
they want their career to progress
• Help develop a plan to improve skills
• Have employees create a plan and set a date to review
the plan with employees

56. Career Selection Process
• Have employees outline a development plan of how
they want their career to progress
• Help develop a plan to improve skills
• Have employees create a plan and set a date to review
the plan with employees
• Make completion of the plan part of the next
performance evaluation

57. Effective Career Coaching

58. Interpersonal Communication
• Use participatory communication

59. Interpersonal Communication
• Use participatory communication
• Develop a positive communication climate

60. Interpersonal Communication
• Use participatory communication
• Develop a positive communication climate
• Use interpersonal skills

61. Participatory Communication
• Work with employees as equal partners in their career
planning objectives

62. Participatory Communication
• Work with employees as equal partners in their career
planning objectives
• Allow employees to play an active role in choosing
their career path

63. Participatory Communication
• Work with employees as equal partners in their career
planning objectives
• Allow employees to play an active role in choosing
their career path
• Try to use a more open and relaxed management style

64. Positive Communication Climate
• Improves interpersonal relations and displays concern
for the well-being of employees

65. Positive Communication Climate
• Improves interpersonal relations and displays concern
for the well-being of employees
• Promotes a comfortable environment for employees
to develop

66. Positive Communication Climate
• Improves interpersonal relations and displays concern
for the well-being of employees
• Promotes a comfortable environment for employees
to develop
• Allows employees to share ideas, opinions and
feelings

67. Interpersonal Skills
• Produce positive outcomes to career coaching

68. Attending Skills
• Use nonverbal skills such as acceptance, attentiveness,
empathy, genuineness, rapport and understanding

69. Attending Skills
• Use nonverbal skills such as acceptance, attentiveness,
empathy, genuineness, rapport and understanding
• Allow employees to share career alternatives and
options without fear of reprisals

70. Following Skills
• Allow employees to express career desires

71. Following Skills
• Allow employees to express career desires
• Try not to divert or interrupt employees when they’re
speaking

72. Active Listening
• Use active listening to show you really want to help and
that you respect employees

73. Active Listening
• Use active listening to show you really want to help and
that you respect employees
• Use active listening to better understand and aid employees

74. Encouragement
• Use supportive comments to encourage employees to
elaborate on their feelings and ideas

75. Encouragement
• Use supportive comments to encourage employees to
elaborate on their feelings and ideas
• Use statements like “I understand” or “Tell me more”
to make employees more comfortable

76. Questioning
• Use questions to direct the conversation or get
information to assist employees with their career
decisions

77. Silence
• Allow for silence to encourage employees to take their
time to think about the conversation and share ideas

78. Reflective Skills
• Use reflective skills to clarify your understanding of
what an employee is expressing

79. Paraphrasing
• Use paraphrasing to show employees you have
listened and understood what was expressed

80. Clarifying
• Ask employees for examples of ideas to help
understand and clarify their points of view

81. Interpreting
• Use interpreting to acknowledge you understand the
situation

82. Summarizing
• Use summarizing to review all the main points of a
discussion

83. Summarizing
• Use summarizing to review all the main points of a
discussion
• Use summarizing to check for accuracy and verify you
both have the same understanding

84. Performance Coaching:
Career Coaching