Career Coaching

Gaining a robust basis for life and career decisions

Most of us will make a career transition at some stage in life, whether prompted by redundancy, early retirement, organisational re-structuring, or simply by a desire to derive greater satisfaction from our work. And for many of us the greatest difficulty lies in working out exactly what that crucial next step should be. It can be particularly hard to see beyond the titles and expertise that have defined our roles to this point, and to envisage ourselves in new and unfamiliar territory.

What can be invaluable at such times is to identify with new clarity the strengths and qualities that we draw on when performing at our best. Remarkably few people are either conscious of these qualities or able to clearly articulate them, and yet they provide the basis on which career transitions may be confidently navigated. Coaching typically begins with an exploration of the individual's achievements, where these are defined as things they have done throughout their life that have given them a sense of satisfaction. On the basis of this enquiry, a clear and consistent pattern of themes emerges which provides a rich understanding of the individual's uniqueness and what might be called their 'want-to-do strengths'. These can be clearly distinguished from their 'can-do strengths'; those that they may be very accustomed to using but have much less appetite for.

On the basis of this exploration, clients are able to make more informed decisions about their career options; they are able to identify previously unconsidered possibilities, and to create CVs and personal biographies that present them at their best. On-going coaching provides the support and guidance needed to sustain the individual through the process of transition, from leaving the familiar behind, holding steady during any intervening period of uncertainty, and then engaging positively with the new.

“The 'Who Do You Think You Are?' profile gave me a different perspective on things rather than thinking in terms of transferrable skills. The drives were instantly recognisable as they were informed by personal examples, my own story, rather than having to be fitted to a prescribed type as is so often the case with forms of aptitude testing. Identifying key motivational components has helped me to be much more focussed in exploring career options.”
© Copyright 2024 Bladon LeadershipWeb Design By Toolkit Websites