The role of a career coach involves a combination of five main areas. These are developing a person’s career, setting goals and making plans, providing motivation, helping with self-motivation, implementing changes, and maintaining improvement.
These roles are closely related to each other and must be coordinated with one another in order for a plan to be a success. This article will focus on coordinating the efforts of a career coach.
A career coach can provide training in relevant professional development topics. They can also provide workshops and in-service programs, as well as/or release time for occasional workshops or professional development. Some organizations require staff members to spend at least a certain number of hours per year participating in professional development; others allow the employee to determine this requirement. This is an important part of ensuring that staff members are properly aligning their work with their personal goals.
After determining when a person needs to participate in professional development, a series of orientation and practice sessions must take place. This takes the place of formal training sessions, which are often conducted by an outside provider. However, many organizations still require orientation and practice regardless, as these skills are important to all staff members. During the orientation and practice sessions, the organization should lay out expectations for the professional development program, including timelines, materials to be used, feedback criteria, training methods, and what forms will be accepted.
During the orientation and the training session, the employer must establish clear guidelines on how to evaluate the progress of a new staff member. This includes defining what is expected of the employee and what to look for to evaluate their performance. For example, one guideline might be that the employee is required to evaluate how they communicate with customers and provide a positive attitude. Another guideline might be that the employee is required to document their progress on a periodic basis. The organization should also lay out what information to collect during the evaluations and what to do with that information once it is collected.
When it comes to developing guidelines and having a successful orientation and practice session, employers must be consistent in their approach. Some employers will provide materials and feedback only after a new hire has been hired. Other organizations prefer to have an orientation before the hiring process even begins. Both methods have their benefits, but it is important for an employer to develop guidelines so that he or she can enforce them equally throughout the organization.
Another way to evaluate the success of an orientation and to develop guidelines is to review the evaluation and feedback again over time. An organization can review the entire evaluation and feedback process as a group. It might be helpful to do this periodically or just once each year. By reviewing the process time again, changes that may have been made can be identified.
If the organization does not continually review its orientation and training guidelines, then it may be ineffective and disadvantageous to the overall goals of the organization. Reviewing the process time again, identifying the areas where there are deficiencies and changes can be made, will help the organization develop new hiring guidelines and ensure that those guidelines are consistently followed. It will also help the organization develop effective training and development programs to make sure that all employees understand the importance of hiring quality people.
Having an orientation and development program is only part of the process when it comes to hiring and developing staff. Companies cannot simply hire anybody, hire them, teach them the way the company wants to go and then expect results. All employees in an organization need to understand and appreciate the culture and mission. This understanding needs to be fostered within every employee through an orientation and development program as well as regular evaluation and feedback.