Gaining Commitment To Change through Career Coaching.

Autor/in	Stevens, Paul
Institution	Centre for Worklife Counselling, Sydney (Australia).
Titel	Gaining Commitment To Change through Career Coaching.
Quelle	(1998), (6 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Stellungnahme; Administrator Role; Adults; Career Development; Career Planning; Employee Responsibility; Employer Employee Relationship; Employment Practices; Foreign Countries; Futures (of Society); Management Development; Staff Development + Suchen Sie Ihr Suchwort? Berufsentwicklung; Karriereplanung; Berufspraxis; Ausland; Future; Society; Zukunft; Personnel development; Personalentwicklung
Abstract	With employees in many organizations now expected to act as if they are self-employed in order to preserve their employability, managers need to assume new responsibilities to provide career coaching. Some outputs of career coaching are education of staff in career self-management, guidance of staff in the use of career analysis and planning methods, staff taking career enrichment initiatives, and information input by staff into their manager's succession planning. Managers' roles in career support include the following seven activities: (1) being available for both informal and informal discussions with employees about their careers; (2) appraising employees' performance and providing advice regarding their strengths and development needs; (3) guiding employees through their career planning process; (4) providing information that will assist employees to develop career plans or access information they need in order to understand what options are available to them; (5) making employees available for planned career moves that will help the organization to meet its resourcing requirements; (6) ensuring that the appropriate skills are developed within the organization to meet current and future needs; and (7) tracking the trends within the industry and employees' occupations in order to provide meaningful advice and guidance. In order to be effective coaches, managers must learn how to do their own career planning first. Career coaching processes are most successful when they originate from employees and are respectful of their needs. The more that managers can educate and support their employees to take responsibility for their own careers, the more likely they are to develop productive and motivated work teams. (KC)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01