OCG Career Coach Training Programme 1st December 2010
Prework - OCC report, Readings
Facilitators – Jo Mills, Debbie Schultz
Timings
Content
Facilitator
9.00 – 9.05
Intro and WIIFM
Jo/OCG
9.05 – 9.15
Introduction
Intro trainers (Debbie and jo to try and do this as people come in and we are
wandering around). 1min intro each here.
Overview content (5 minutes)
Ground Rules/carpark (1 minute)
Breaks and any other housekeeping (fire alarms)
Exercise: Review of coaching experience Personal Objectives (participant
intro – 5minutes)
Introduction to Coaching
Jo
9.15 – 9.45
Coaching definition (5) Flipchart this
Ask group to highlight key words in this definition and talk through.
Explain awareness-choice-action from workbook
Key Point: freedom to choose, ownership
Coaching compared to..(15)
I’d like you compare career coaching to other “hats”, so you fully understand
what is expected of you as career coach.
Need to be aware because others may EXPECT you to wear different hats so
its making it clear upfront
Exercise: Coaching etc compared to career coaching: pairs (or half table)
give 1-2 definitions per group and debrief as group - see answers below.
Sometimes our personal filters get in the way – what do we mean by filters?
Stimulus – filters – interpretation “lens we view world through”
Confidentiality triangle - 3 parties involved coachee, coach and
organisation, encourage coachee to report back to manager, because of
time, confidentiality and want people to be proactive
When Not to Coach (5 minutes)
Times when someone is not in the space to be coached.
Ask what should we not coach? (workbooks closed)
 Extremely emotional
 Depressed
 Overly anxious
 Serious personal issues impacting on ability to be coached
Tips: EAP/counselling/doctor, Websites in book, Supervise each other
1
Debbie
Resources
Prep
flipcharts
9.45 am –
10.05am
Core Coaching Skills – Solution Focused Coaching
Jo
flipchart of
ICF Skills on
wall to
refer to
ICF Core coaching skills (10min)
Solution focused coaching (5)
- Exercise: in pairs problem exercise - one way only (5)
- Language, strategies, techniques explain (10)
- Exercise: Candidate barriers, discuss example and give one
statement to each pair to work though (10)
- Keeping coaching on track, talk through and ask for other examples
from group (5)
- Exercise: use same pairs as above and same coachee and use above
techniques to hold a solution focused coaching (“coachee” can make
easy or hard for person depending on level of experience) (5)
10.0510.35
Core Coaching Skills – GROW model (15)
Intro to GROW (5) give career example
First going to introduce you to Grow as a general coaching concept and then
layer of coaching tools on top of this
Goal
Objective for SESSION not in general eg want to be CEO in 5 years is a goal,
but want a clear action for goal next 6 months is a gaols for the session, as
SMART as possible – really focus on the attractive and realistic
e.g Paul wanted proposal to take back to his HR team regarding salary
increase and career goals. We discussed what would be realistic in one hour
and decided that a action for to move him towards that goal was more
appropriate, so more next steps rather than plan.
 What would like to walk out of here with
 What would have to happen for you to feel this time was well spent
Key points:
Makes candidate feel like they are taking ownership for the session
Gives you permission to redirect conversation if it goes off track (or check in
if the goal needs to be changed)
Gives you something to check back against at the end of the session to judge
its success
Reality – where are you at right now and what themes are relevant from
your past?
Short, targeted situational and background review
Online Career Centre Review
Will discuss background reviews and OCC report later today, but essentially
this step is about figuring out where that person is at currently and gaining
relevant information from their past
Help them tell a story - Tell me about what you enjoyed in that role”
“What led to that career decision?”
Invite self-assessment - “On a scale from 1 to 10, how much did you learn in
2
Debbie
that role?”
“What do you think could be going on there?” - Focus on relevant issues
Eg Paul – tell me about your current role, what happening for you at the
moment? Open questions to encourage self reflection
Options – brainstorm all options
Encourage coachee to explore or options, ask and what else?
 How can you find out more about that role?
 What has worked for you in the past?
 How can you move towards your goal?
Paul: we brainstormed a selection of internal roles that fit his OCC profile
Important to give permission to think outside square, not to put up too
many barriers. Offer suggestions
Way forward – commitment and support
Commit to action and identify specific steps
Establish support (and self-support) system
Identify obstacles and make contingency plans or new actions
 What steps would you like to take next?
 What would you like to do first?
 What would you like to commit to?
 What kinds of things might stop you from reaching your career goal?
 How will you know that you’re on track for success?
Paul: made sure they were specific who he was going to talk to by what date
and what support he required
10.3510.50 am
10.50 –
11.30
Exercise: change powerpoint promts Speed GROW coaching - (10 minutes x
2) 20 minutes. Complete GROW skill check and debrief (5)
Reflection (5)
Morning Tea
Core Coaching Skills – Career coaching one-model
Jo
One session model (5)
Introduce Coaches Worksheet (script) (10)
Session purpose
Coaching Preparation Form – why we ask coachees to do this and how to
use it. (5)
Set up(10)
11.3012.00
Steps of the one session model
Background Review (5)
Recap: Coaching Preparation Form Commitment to process
Raise awareness on how background influences career choices
Ensure you build in answers from career pre-work into your script (copy kep
points over), tailor your questions appropriately.
Once you have done your set up, its time to touch on coaches background.
Only time we look backwards
Ask: What is important about this step?
3
Debbie
Part is important for understanding your coachee
You are looking for themes and patterns across peoples careers
Explore current role
What kind of jobs do they like?,
what kinds of skills do they have, interests?
What energises them?
e.g Paul: talked through uni and roles he had had overseas and in NZ, looked
at highlights and frustrations for him key themes to emerge were
Challenge/variety/people focus/problem solving dislikes doing same thing
same way over and over, dealing with rude/abusive people, no opportunity
to learn in role
Exercise: (15) Background review – case study to read and highlight themes
and potential areas to explore more with candidate.
Your Role/Career Stage (5 mins)
Reflection (5)
OCC – hand out reports over lunch for them to read if they want to
12.00 –
12.25
Online Career Centre
jo
Intro Values (5)
Exercise: (15 min) large Group values coaching session. Ask for volunteer
someone who does not agree with values or has ‘tricky” one and does not
mind sharing. As a group “coach” by asking questions. See workbook.
12.25 –
12.55
12.55 –
1.20
Lunch
Intro Motivators (10)
Key points
 based on Edgar Scheins Career anchors
 inner force
 get you out of bed in the morning
 source of energy
 give you clear understanding on what drives you at work
 report will give you top two motivators for each person
Expertise Motivated to attain a high level of accomplishment in a specialized
field. When have you felt like an expert?
Challenge Motivated by the intellectual, physical or personal challenge from
their work. How have you felt challenged in the last 12months?
Balance Motivated by a balanced work and lifestyle. Is there a time when
you felt you achieved balance?
Contribution Motivated to make a contribution or make a difference to
others. How have you felt you have made a contribution in a way that
means something to you in the past 12 months?
Business Creation Motivated by innovation and business success
When was the last time you were able to contribute to business creation or
4
Debbie
an innovation project?
Influence Motivated by managerial influence and accountability
When was the last time you managed/mentored others?
Independence Motivated by freedom and autonomy to make own decisions
On a scale of 1 to 10 how independent do you feel in your current role?
Security Motivated by a solid and predictable future - Describe a time when
you have felt a sense of security at work?
Question examples:What does (your top motivator/your second highest motivator) mean to
you? How would you define it?
On a scale from 1 to 10 how much is (your top motivator/your second
highest motivator) being met in your current role?
If not already, how could you make these motivators an 8 or 9 out of 10?
In what ways could you get more of (your top motivator/second highest
motivator) in your role?
Example: Expertise/starting new role
Exercise: (20 min) Small Group Motivators coaching session. Ask for 2
volunteers who do not mind sharing. As groups of three to “coach” by asking
questions. See workbook.
1.20 – 1.45
Intro talents (5)
Key points:
 Talents are what you can do and what you like to do e.g proof
reading
 We all have natural abilities and things we do well
 The magic combo of skills we are good at and love to use is when
our career success is maximised
 Rest assured no-one will have your unique combination of skills and
talents, and when combined with your values becomes a power
selling point in your career creation strategy.
Example:
Open you report to skills matrix
Top left hand 4 box quadrant is the perfect job description for you, so things
that are your talents and development areas
Someone bored with role you can discuss how to move some more skills
into the highly competent
Bottom left hand 4 square quad – eliminate/minimise/learn to be efficient
at/delegate all have to do some of these things, especially at start of career
5
Debbie
– so its a balance
Exercise:10 minutes. Talents: individual reflection
1.45 – 2.10
Intro preferences (5)
Preferences: 20 minutes small group coaching sessions.
Reflection (5)
Jo
2.10 –
2.35
Vision and goal setting
Jo
Flipchart of 12 month career plan (completed) (5)
Intro vision (5)
Exercise: Vision self reflection (10)
intro 12 month goal (10)
Reflection (5)
Skills Practice: Career Strategy Session
Jo
1 session
model
worksheet
at the back
of section
3.
1 page plan
(to print)
Debbie
1 session
model
worksheet
at the back
of section
3.
1 page plan
(to print)
Feedback
forms
2.35 – 3.20
Round one and debrief
5 minutes set up + 30 minutes debrief + 5 minutes feedback
3.20 –
3.35pm
3.35 – 4.15
Afternoon tea (working afternoon tea if time short)
Skills Practice: Career Strategy Session
Round two and debrief
5 minutes set up + 30 minutes debrief + 5 minutes feedback
4.154.30pm
Debrief / Finish
Session recap (10 min)
Learning Objectives (5 min)
Key takeaways and next steps (10 min)
Joan wrap up (5 min)
4.30 Finish
Finish
6
CDs
created x
15
Next steps:

Ds finish session plan
 Ds read workbook and confirm my areas - done
 Jm talk to dc about workbooks, and slides

Flipcharts laminated as per requirements ds and jm to manage
 Jm Comm. Timings for breaks and confirm finish time
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
Workbook to add

Background on tools

Info on each one

Make sure career script matches workbook exercises

MPP Plan

Update slides
Solution Focused Coaching: Candidate Barriers
Negative Statement
“It’s too expensive…”
“We’ve tried that already…”
“I don’t want to talk about it with
him/her…”
“It’s been a total stuff up…”
Re-Framing Response
It’s great that you’re concerned about
keeping within a budget…How can we
achieve the same outcome within budget?
So we’ll be able to avoid those problems
this time – what should we do differently
now?...What would we need to do to make
it work this time?
So what would be more useful for you to
talk about…and what would need to
happen to make you willing to talk?
Was there anything that did work? What
exactly is a stuff up? Was there any insight
from that? What do you think a key
learning is?
What would we have to do to make it more
likely to work?...or…
“It will never work…”
Yes, you’re right it is a big idea, perhaps we
need to concentrate on getting the first bit
to work…how do you see it happening?
8
Filters / Agendas
Stimulus
Interpretation
Personal Filters
Reflection: When have your filters prevented you from hearing a
message clearly in conversation?
9
Career Coaching Compared To:
Mentoring
A developmental relationship in which a more experienced person helps a less
experienced person, someone further along a similar path. Greater v’s lesser
experience
Counselling/Therapy
A means of assisting people to resolve and overcome personal (and sometimes
professional) problems counselling is often looking at the past to get an
understanding of the impact it has had on the present.
Training
A learning process that involved acquisition of knowledge. Sharpening of skills
and abilities through professional development. Involved learning content as
means for enhancing skill and development.
Performance Coaching
Within an organisation or corporation focusing on the skills and competencies
required for optimum performance to meet expectations. Goal focused.
Life Coaching
Time management/career business incorporate some or all of the person’s life
HR Advising
Supporting employees through expert HR advice
10
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