Looking to boost your company’s career development and talent management resources? Receive a free module excerpt, packed with tips on coaching employees that want to explore management opportunities.
ICF Approval: This 30-hour program of Core Competency Training is approved by the International Coach Federation (ICF) as a part of our Accredited Coach Training Program (ACTP), Cluster Or Individual Training.
Steeped in BRAIN-FRIENDLY COACHING principles, you’ll come away with tools, techniques, and neuroscience resources to:
- Support coachees to get clear on their career goals, pursue right-fit positions, and provide value to their team, department, and company.
- Get at the root of the “yes-but ruts”—limitations of time, connections, opportunity, and more—and buoy coachees to take initiative to “own” their career success.
- Learn foundational career management strategies—helping employees assess right-fit options, pursue strengths-based job opportunities, deliver ROI/value to the employer, create career opportunities, network, manage internal job search, and perennially own their career success.
- Create awareness for coachees of the subtle and often sensitive issues that may be holding them back (e.g., entitlement mentality, poor social skills, etc.) as coaches address these areas with honesty, curiosity, and respect.
Career Coach Certification – Career & Talent Development Coach
- Coaching Foundations; ICF Core Coaching Competencies & Ethics: Overview of International Coach Federation’s 11 core competencies; emphasis on Ethical Considerations (what information can be shared and with whom; balancing the agendas of the sponsor/company and the client/coachee; how does ‘prior knowledge’ of internal information impact the coaching conversation); setting expectations for employees who think the coach will simply “tell me what to do.” Differences between coaching, consulting, and counseling. (Note: An ICF core competency is reviewed in each of the subsequent weeks.)
- Brain-Based Coaching Primer: Recent brain-based research relating to coaching; coaching model; languaging techniques to keep employees in a place of insight/action and out of fight/flight mode.
- Quick Career Reconnaissance: Curiosity—circumstances vs. job fit; job fit & employee engagement; past action steps; possibilities.
- Career Visioning & Assessment: Visioning exercises, tools, assessments. Going big-picture with vision; getting granular with skills and strengths and leveraging them for momentum. Amping up the coachee’s Flourish-Flow Factor (and quelling the Fight-Flight Factor) so that dreams are big-hairy-audacious and not just status-quo!
- Career F.I.T. & Assessment—Type/Temperament: Master F.I.T. Model (External F.I.T. relevant to company=Function, Interests, Tangible Needs of Organization … Internal F.I.T. important to employee=Fulfillment, Identity, Things that Matter). Understanding how type and temperament impact career choice, networking, decision-making. Implications for coaching.
- Career Assessment Tools: Coaching to unearth and align values. How to explore disconnects between employee vs corporate values. How lack of purpose/meaning creates cognitive dissonance and drives procrastination, hesitation, second-guessing. Differences between debriefing assessments from the coach-approach vs. a consultant/counselor-approach.
- Self-Directed Career Development: Coach-client collaboration on creation of career paths and options; exploring skills, training, networks, and wins necessary to move up/over/beyond.
- Is Management / Leadership for Me?: Coaching employees who are considering management; conveying expectations for management; work-life balance; clarifying the coachee’s motivations for management.
- Fail-Safe Structure of a Coaching Call: 3-part process to a coaching call, with Agenda, Awareness, and Action. Agenda=setting expectations, focus and outcome for call. Awareness=exploring big-picture, options, near-term, mechanics-plus-mindset. Action=ensuring employee has clear, compelling action steps to forward his/her progress.
- Coaching Career Decisions: Career Change model; blending employees’ considerations (values/strengths/ personal brand) with corporate needs; factors that affect the length of time to promotion; addressing expectations; 5 steps to exploration and decision/commitment.
- Internal Job Search Strategies & Networking: Target-gap analysis; 4-quadrants of career-change/search difficulty; strategies to speed the search. Building relationships; relationship matrix; radar screen activities; roadblocks to networking; 4 quadrants of networking.
- Interview Coaching: Preparing employees to ace the interview. The four elements of a collaborative (vs. an interrogative) interview. Coaching tips on interview mindset, pre-research, answering ‘sticky wicket’ questions, and more.
- Perennial Career Management & Momentum: Coaching employees to manage up; have conversations with managers about growth opportunities, goals, expectations; periodically review options; consider characteristics for maximum promotability; network development; skill development; mindset and momentum.
Techniques for Career Coaching Techniques: Woven throughout the curriculum are various coaching techniques and neuroscience/brain-based techniques, such as the S.C.A.R.F./G.L.O.V.E. model; Goal-Gap-Get There model; the 4 categories of questions you must ask to stay on course and uncover where roadblocks lie (what, why, how, what if); “the 180”; coaching the person and not the problem; reframing; acknowledging; standing for; celebrations; five to drive; W.I.N. (What’s Important Now/Next); saying it straight; honesty that honors; making “stretch requests”; what to do with resistance; optimism vs. pessimism/limitism; helping employees persevere; momentum robbers; structures to build momentum.
On-demand audio bonus sessions:
Linda Miller, author of Coaching in Organizations: Best Practices from the Ken Blanchard Companies
Tony Pottle: Neuroscience 101, Brain-Based Coaching Strategies to Catapult Your Coaching
Alexandra Levit, author of New Job, New You, Motivators for Change.
Tim Kelly, author of True Purpose: 12 Strategies for Discovering the Difference You Are Meant to Make.
Scott Eblin, author of The Next Level: What Insiders Know about Executive Success
Diana Durek, MHS, Emotional Intelligence
Terry Hickey: 8 Powerful NLP Questions to Shift Career Clients from Problem-Focused to Empowered Beliefs and Effective Action
Investment & Logistics:
12 two-hour weekly one-on-one class sessions plus 6 hours on-demand audio bonuses (up to 30 hours total).
Five one-on-one individual mentor coaching sessions follow the group training.
Contact Rachel at 559-547-8200 or email@example.com for more information on group registration.