Career coaching is professional counselling that helps employees develop their careers and make conscious choices about their future. The process offers insight into personal talents, competences and ambitions through conversations, assessments and practical exercises. This form of coaching supports employees in increasing their sustainable employability in a changing labour market.
What exactly is career coaching and who is it for?
Career coaching is a guidance programme in which a professional coach helps employees develop their careers and make strategic choices about their professional future. It differs from other forms of guidance in that it focuses specifically on career development, self-insight and strengthening one's position in the labour market.
This form of coaching is designed for employees who find themselves in various situations. Professionals who are unsure about their current position, wondering whether they are still in the right place or struggling with a lack of clarity about their career goals can benefit greatly from career coaching. Employees anticipating changes within their organisation or worried about their future-proofing will also find support in coaching.
Signs that indicate professional coaching may be valuable include feeling stuck in your current role, struggling to make career choices, or lacking confidence to take on new challenges. Employees in danger of outgrowing their roles or wondering how to remain sustainably employable can find direction and focus in their careers again through coaching.
How does a typical career coaching process go step by step?
A career coaching process consists of several phases that follow each other logically. It starts with a intake interview in which coach and client get acquainted, agree on expectations and formulate concrete goals. This first phase lays the foundation for the whole process and ensures that both parties are clear on what needs to be achieved.
The second phase focuses on developing self-insight. Here, the client discovers who he or she is, what talents and competences are present, and what is really considered important in work. Through reflection exercises, conversations and sometimes assessments, the employee gets a clear picture of his or her own qualities and preferences.
This is followed by the goal-setting and direction-setting phase. Based on the self-insight gained, concrete career goals are formulated. The coach helps to make realistic choices that match both personal wishes and labour market opportunities.
The process concludes with the creation of an action plan and its implementation. Concrete steps are worked out to achieve the set goals. Most trajectories last between three and six months, with sessions taking place on average once every fortnight. This frequency allows sufficient time for reflection between sessions.
What methods and tools do career coaches use in practice?
Career coaches use science-based methodologies to help employees develop. Assessments and personality tests are often an important part of the process. These tools identify natural talents, behavioural preferences and competences, providing concrete insights for career development.
At Nieuwkans, for example, we use the BrainsFirst methodology, in which online brain games reveal natural talents and cognitive behavioural preferences. This type of assessment produces a personal profile that guides further development and career choices.
Besides assessments, coaches use various reflection exercises and conversation techniques. Values research helps to discover what is really important in work. Competence analyses reveal where someone's strengths lie and which skills can be developed further.
Practical tools such as career plans, networking exercises and job training support the implementation of the choices made. Coaches combine different techniques to get a complete picture of the client and determine appropriate next steps. The choice of specific methods depends on the employee's individual situation and goals.
What can you realistically expect from career coaching results?
Career coaching delivers greater clarity on your career goals, increased self-confidence and concrete steps for your professional development. Most clients experience a better understanding of their own talents and desires at the end of the process, allowing them to make more conscious choices about their careers.
Realistic expectations are important in career coaching. The process does not automatically ensure a new job or promotion, but it does provide the tools and insights to take action themselves. Employees develop a clear picture of their potential and learn to anticipate changes within their field and the labour market.
Concrete changes that clients often experience are increased confidence in their own abilities, more focus on what they want to achieve and practical steps to realise their goals. They learn to use their talents better and become more sustainable in their work.
The timeline for results varies by person and situation. Some insights already emerge during the initial discussions, while implementing changes may take more time. The main result is that employees regain control over their own careers and can proactively anticipate future developments. This increases their job satisfaction and ensures they can move flexibly with changes in their organisation and the labour market.