HR CAREER & DEVELOPMENT COACHING

PROGRAM
Introduction

CONSIDER……

 Your current responsibilities and background

 How would you like to be remembered in your Career & Development
Coaching role?
Program Objectives
For employees, High Potentials and leaders
• Develop self-awareness of their career expectations, their values, what is important
to them
• Develop self-awareness of their strengths and development needs to serve their
goals
• Build a meaningful and solid career & development plan
• Initiate implementation and follow-up of their development actions over time

For Employees/Clients
• Improve individual performance

• Strengthen a development culture

• Foster talent engagement and retention

• Optimize development and career investments

• Facilitate the sharing of talents across the organization

Program Objectives
For HR members:
• To develop awareness of their strengths and development needs in their career
& development Coaching role and start working on their own development
plan
• To develop and reinforce their skills and gain self-confidence, by acquiring new
concepts and methodology, practicing, self-reflecting and getting feedback
through this program
• To share best practices among participants, our long-term objective is to set up
a community of HR professionals supporting each other in the organization
 5 steps methodologies – Overview

Career & Development Plan

e rful
Pow tion Strength &
s
Que Development Needs

Opportunity &
Requirement

Current Situation & The process has a logical flow

Background It can be stopped and started at any step
(in case of several sessions)
It can be used to frame client’s
Setting the Goal/ expectations (in communication)
Career Aspiration & Value
Step 1: Setting the Goal
Clarifying Career Aspirations and Values
 Clarifying career aspirations and values is the most critical one, it gives a strong sense of
direction to the client.

 Awareness around career aspirations, values and current reality will create a positive
context for the client to move forward and self-develop, to make decisions and take
actions to serve their goals more intentionally.

 Clients have the answers; most of the time they are not given the opportunity to think and
reflect about them.

 Our role is to support our clients get this awareness.

 Awareness can be challenging for a client, as they become aware of aspects in themselves
they have neglected.

 Awareness also bring hope, enthusiasm, engagement as clients connect with their true
values and purpose in life.
Step 1: Clarifying career aspirations

 Keeping in mind that career goals are part of larger goals for life.

 Explore motivators at work

 For a client taking new responsibilities or still developing in a job, it is also important to
explore current job expectations.

 Looking for values while exploring career expectations.

STEP 2: Explore client’s curent background &
curent job
Engage the client in a trustful discussion while getting a precise
understanding of their background and current context
Key Topics to explore:
What are the stepping stones in the career track so far ?
Internal and external
What choices have been made on the way ?
Major career shifts
Personal life
What is the current context ?
Explore the client’s past experiences by focusing on
stepping stones.
Look into motivations for change
Probe for major career shifts
Ask for their peak experiences and for one low experience
STEP 2: Explore client’s curent background &
current job
Go beyond the job title!
Competition
Explore the client’s current role and responsibilities, Market
Company
Draw out their perception of the various layers of Strategy Objectives
Customers
their work environment Business Organization

Their relationships with other people in the Internal customers

Team
company
Manager
Their vision of their own objectives, Peers
Clients
Their view of their Business organization strategy. current
job
Individual objectives

Their perception of the company context,

Their sense of the competition and of the various
market trends.

The purpose is both to gain knowledge about the current

situation of the client, but also to gauge the maturity, the
level of self reflection and client mindset.
 Group démonstration
Peer to peer exercise sharing what you want to accomplish at work

Exercise in trio (Client, Coach, Observer)

• Clients share a success story (work context) they feel good about, when they were
at their best.
• Coaches listen fully, ask questions to uncover client’s personal values and
strengths, behind the achievement, their behaviors and how these impact others.
• Observers take notes of questions asked by the coach, key words from the client,
anything else said from both the perspectives of the coach and client.
 STEP 3 : Self Perception - Strengths
Objectives :
Help the clients build awareness about their strengths and development needs
 Help the clients sharpen their career aspirations through the filter of strengths and development
needs

• Start by identifying the strengths by asking questions?

When the clients express a strength, drill down, clarify behavior details
Ask the clients to describe a situation where they demonstrated this strength.
• Encourage the clients to consider some of their behaviors or abilities as strengths.
 Self-reflection exercise about Strengths
and Development Needs
What characteristics, key words describe you at
your best?

 When you are not at your best, what shows up?

STEP 3 : Self Perception –Self
Development Needs
Help the clients to identify their development needs
• Ask the client about a situation when they did not achieve an expected outcome.
•You can ask them to describe role models
• You can ask them about a low experience
 STEP 3 : Consolidate the feedback
Consolidate the feedback from all the various perspectives
• Assist the client in summarizing their strengths into 2-3 major strengths
• Write them down
• Split development needs into 2 development categories : Skills and Behaviors
Help the clients to filter and adjust their career plan through their strengths
and development needs.
GROUP DEMONSTRATION

Have a conversation with a colleague or client to help them

discover, explore and clarify their personal values in the light of
their career aspirations.
- Using a list of values (Recognition, Love, Money)
- Using the peak experience exercise or exploring major career shifts

Have a conversation with a colleague or client about

• Their perception of their own strengths and development needs
• How they think others would describe them?
• Feedback they have received
• Career aspirations sharpened using strengths and development needs
STEP 4 : The objectives –
Opportunities & requirement
Objectives :
 Help the clients seek for information and support to identify career opportunities and job
requirements
 Help the clients sharpen their career aspirations through the filter of concrete
opportunities and requirements in the Company

Topics to explore:
Seeking for information to identify career opportunities in the Company matching with
client’s aspirations
Mobilizing client’s resources to get information and open doors
Clarifying job requirements
HR network to rely on
Filtering the career plan
Define development objectives
Exploring Career Opportunities in the
Company
Help your client seek for information to identify career opportunities in
the Company matching their career aspirations.
• About market trends, businesses with potential growth, new technological
challenges, strategic and visible projects
• About competencies and skills in greatest demand in the organization in the near
future and in the long-term
• About functional and managerial competency tracks in the organization that can
develop their learning and experience and serve their career goals
• About organization’s leadership style and cultures
Exploring Career Opportunities in the
Company
Help your clients mobilize their own resources to get information and open
doors
• Activating and expanding their professional network
• Identifying and taking the initiative to get a mentor
• Identifying and contacting HR Business Partners to get visibility in the staffing process
Filtering the Career Plan

Take out the current career plan

How will the review of opportunities impact the career aspirations?
What is now a realistic career track?
Which alternatives exist? (More than one track)
What are the implications for the career plan?
Defining development priorities

Take out the list of strengths and developments needs

Based on the filtered career plan, rank the 2-3 most critical
development needs, that the clients would benefit to work on in
priority

“What development needs would you work on, in priority, so as to

maximize your chances of success?”
The 2-3 most critical development needs are the client’s development
objectives (or priorities) to integrate into the Career & Development
plan.
Desired Outcome

At the end of this step you should:

Have reviewed some concrete opportunities with the client
Mapped resources for the client to further identify opportunities for next
career step
Filtered the career plan through a review of opportunities
Have identified the clients’ development objectives
Step 5: The objectives
Help the clients to set up their own Individual development strategy/plan to close the gap between
where they stand today and their career goals
To document a career and Development Plan
To initiate a follow-up and support process

Topics to Explore:
How to close the gap ?
What concrete development actions ?
How to integrate the various parts of a Career & Development
Plan
Revisit plan to do a sanity check – Is this realistic?
Determine what is public and what remains private
Resources need for follow-up
 STEP 5 : Development Actions
 Help your client to break their development objectives into
concrete development actions
• Concrete development actions could be :
– Training to acquire new skills
– Job experience to acquire or develop competencies
– On-the-job actions to develop competencies, adjust or improve behaviors

• Concrete development actions are :

A
Close to the client S
Adjusted to the client
C
Scheduled in the client’s agenda
Tied to the client’s development objectives.

T
Step 5 : Development Actions
_ The CAS T Model (1)

The frame of concrete development actions

•Fit the client’s needs

Adjusted •Uniquely customized

Scheduled
•Easy to (re) adjust
•Concrete
Close to
•Noticeable in the
•The client’s reality/context client’s agenda

•The client’s mindset •Easy to implement

•Here and now

•Accessible

•Easy to start

•to a development objective

Tied •to resources and people

Step 5: Group exercise 1
• Current job:
• Account Manager
• Career goals: KAM
• Development objective :get familiar to interact with top leader
customers
• Development action :

CAS T
• Instruction : Draft 2 development actions based on the
Model
Step 5: Group exercise 2
• Current job
• Software Team leader
• Career goals: Marketing manager
• Development objective : Develop Business Acumen
• Development action :

• Instruction : draft 2 development actions based onTthe

CAS
Model
Step 5: Integration of a Career &
Development Plan
At the end of the discussion with your client
 Write the development actions in the Career & Development Plan format.

There should be 1 to 3 development actions per development objectives

 Indicate for each development action

 What? Describe clearly the development actions, using the client’s wording
 What support? Various stakeholders or resources involved

 When? Precise the timing

Review the complete Career & Development plan with your client.
• Check if it is reasonable and feasible
• Check what is public and what should remain private
 THANK YOU

May 2016
April 2014 28