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deals with the inner game That opponent within us all that gets in our way at the most inopportune times In the other areas we ve examined, performance review, personal organisation, etc, we often get another chance You might run a poor review or be badly organised for a day but you ll get another opportunity On the other hand, certain aspects of career development, particularly interviews or assessment centres, create much greater pressure to perform Do badly on the day and you might miss out on that job or promotion The stakes are higher and those internal interferences of self-doubt and negative expectation can speak with much louder voices than in more day to day situations Coaching for career development has a big pay-off for the organisation as well as the individual in the current working climate Career development has become an essential part of the deal these days the so-called psychological contract New employees, particularly young ones, are likely to join organisations expecting to be developed, to be exposed to high quality training and development and to see their CV build throughout their tenure Then they ll move on and this is no longer seen as a sad separation as it was in the job for life days Organisations must meet this expectation and support the employee as they build their own employability Some may see this as recruiting for the competition and withhold from developing their staff for fear that they ll leave and go elsewhere Some will but what s the alternative We could do no career development and run the organisation with a partially developed workforce or we could pay lip service to career development and then make it dif cult for people to leave But unhappy people do not generally make for good performance
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It s awful when people quit and go, but it s worse when they quit and stay Robert Holden
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In reality a team of people who are developed and who believe the organisation has their best interests at heart are far more likely to stay and give of their best A recent staff survey at Hilton International found that 37 % said that being offered development opportunities was the most important factor in deciding whether to continue their career with the organisation
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INTERFERENCE External Feedback A session on career development will invariably include an element of performance feedback When done informally, this is likely to mean you giving the coachee your views on how well they re doing, the strengths they deploy and the opportunities to develop such things in the future More formal career coaching may include some feedback from the manager s own team collected perhaps by some 360 feedback tool This is useful only insofar as the content can be presented to the manager as information as opposed to judgement and, as we saw in the last chapter, this is very dif cult to do Judgemental feedback such as your team think you are abrasive is likely to be met with resistance however true the sentiment But what if the person you re coaching really is abrasive and the team genuinely feel that way Let me remind you that the 8th law of coaching states that curiosity is more useful than judgement We might therefore ask What reasons might the team have for expressing this view What incidents might have created this opinion How can perceptions of abrasiveness differ and so on This is likely to lead to a much higher level of awareness
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Outside in uences Without wishing to make sweeping generalisations or succumb to stereotyping, it seems to me that people at work commit to taking their career seriously around the same time they commit to taking their life seriously Often this means wanting to get on at work at the same time as entering a serious relationship, buying a home, starting a family or a variety of other serious commitments The question is: are these things compatible They may or may not be and we can nd out from an effective coaching discussion but the point is that a feeling of being pulled in two directions is likely to make it dif cult for the coachee to focus on what they really want This has to be acknowledged and dealt with
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Clash of values As a young man working in a bank I could not have told you what the organisation s values were if my life depended on it and frankly I could not have cared less My concentration was on doing an adequate job and emptying my pay packet into the hands on the nearest publican! As I progressed though I began to understand that a part of the more senior roles I now held was to represent the organisation to my team, colleagues, customers, and so on and to form of view as to whether my own values were in line with those of the organisation I found it very dif cult, for example, to feel committed to the move towards customer service via call centres as I value one-to-one service I could understand the business case, but that didn t mean I had to agree with it Senior roles require people to uphold organisational values and where these are at odds with personal values a lot of interference can be generated
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