In today’s coaching environment, there are estimates that 70% or more of professional coaching engagements involve career coaching. Much of this coaching focuses on helping clients figure out how to optimize their careers and options. As a result, it is imperative that executive, business and life coaches be fully knowledgeable and prepared to coach on career topics. If not, then the coach is out of compliance with professional guidelines for ethics, integrity and credibility. For example, how many coaching conversations, regardless of their initial focus, cycle back to issues like these?
- I’m having trouble navigating the politics of this organization to get a promotion
- My boss and I don’t see eye-to-eye on my potential and my future
- I can’t get any support for my career goals
- I don’t feel respected for my contributions to the organization
- I’m working so hard and traveling so much that my family is suffering from lack of attention
- I’m bored at work but don’t know what I want to do
- Should I get a degree/advanced degree?
- How can I use employee development to build a stronger team?
- What leadership skills do I need to get to the next level – and how can I get them?
- If I do make changes, will anyone even notice – or at least factor that into how I am perceived?
- The organization I work for seems to be in crisis all the time and I don’t know how to/don’t like working in that environment
- Should I be looking for another job?
For some, this opens an opportunity to become a professional career coach. For others, developing competency in career management will be an additional skill to add to their primary focus. Regardless, career management is emerging as a key and critical component of effective coaching in today’s world.