CAREER COACH AS G.P.S. Angela Hayes, Ph.D. Kansas State University Career and Employment Services

CAREER COACH AS G.P.S.

Angela Hayes, Ph.D.Kansas State University

Career and Employment Services

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• To take a valued person from where he/she is to where he/she wants to be.

• “Unlocking client’s brilliance…”

• GPS Analogy

Definition of Coaching

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• What do you want?

• What can you do about that?

• What will you do about that?

• By when?• How will you

know?• How will I know?

Most Fundamental

Coaching Questions

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Change Stages

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• Denial: “I’m sure the lay-off is just an error. They’ll call me back in soon.”

• Resistance: “This is too overwhelming. I can’t focus on all this right now.”

• Exploration: “Maybe I’ll just move to France and buy a vineyard.”

• Commitment: “Losing that job/major is the best thing that could have happened. Now I know what I really want!”

How Each Stage “Sounds”

“It is in your moments of decision that your destiny is shaped.”

Tony Robbins

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• The choices are so numerous.

• Amount of information about each choice is overwhelming.

• Such wide-ranging factors need to be taken into account that it’s not always easy to compare the choices. http://kivunim.huji.ac.il/cddq

Decision-Making

Challenges

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Normative: Rational processes (Reason).Descriptive: How people actually make decisions (Intuition/Satisficing/Happenstance.Prescriptive: Uses pros of both while minimizing errors/biases.

Decision-Making Models

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• Often used with decision matrix or grid. http://bit.ly/1zIMxSD

• Criteria are identified.

• Options are weighted.

• Assumes 1 answer.

Normative (Reason-based

Models)

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• Intuition can be very effective, especially with increased experience.

• Rational process often used to support intuitive decision.

• Satisficing is common short cut.

• Happenstance is often used.

Descriptive (Reality-based

models)

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Powerful Combination

• Linear and intuitive thinking

• Generally creates best outcomes

• Free on-line mind-mapping tool: http://www.thebrain.com/

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Trilateral Model of Career Decision-Making

Intuition

Reason

Engagement

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Trilateral Model Decision-Maker• Accepts that career decision-making is

on-going.• Is a life-long learner, continually

integrating knowledge.• Has foresight due to continual

engagement.• Is flexible and willing to act in the face

of fear.• Says YES to new experiences.

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Engagement (Enrichment + Exploration) Approach

• Involvement in groups and organizations.

• Contact with people working in the field. Volunteer work in areas of interest.

• Take part in wide variety of activities.• Job shadowing.• Takes advantage of “happenstance”.

“What you get by achieving your goals is not as important as what

you become by achieving your goals.”

Henry David Thoreau

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• Specific• Measureable• Attainable• Realistic• Time-bound

Goal-Setting the S.M.A.R.T. Way

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• Goal as Mission Statement.

• How goal makes them feel.

• Visual representation of goal.

• Use Resume/CV.• Use technology.

Goal-Setting

“You can’t plow a field by simply turning it over in your mind.”

Gordon B. Hinckley

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Single Session: G.R.O.W. Model

Multiple Sessions: Intentional

Change Theory

Action Planning

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G.R.O.W. Model (Action plan for single session)

1. Establish the Goal2. Examine the Current Reality3. Explore the Options4. Establish the Will/Way To Move

Forward

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Coaching Questions to Establish the Goal

• What do you want to get from this session?

• What would you like to accomplish?• What outcomes would be ideal?• What would you like to happen with

___?• What do you really want?

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Coaching Questions to Assess Current Reality

• What steps have you already taken?• On a scale of 1-10, where are you?• What is working well right now?• What has stopped you so far?• What do you think is really happening?

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Coaching Questions to Discuss Options

• What are your options?• What would get you closer to your

goal?• How can you do more of what’s

working?• If anything was possible, what would

you do?• What could you do in the next 24

hours?

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Coaching Questions to Move Forward

• Which options are you going to do?• By when?• How committed are you to these

options?• What would make your commitment a

10?• What three steps will you take this

week?

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Intentional Change Theory (multiple sessions)

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Implementing Intentional Change Theory

• Start by helping client create a clear picture of ideal self/ideal future.

• Switch to talking about present reality, come back to + emotions of ideal self when needed.

• Watch for withdrawal/resistance behaviors.

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Implementing Intentional Change Theory (cont)

• Create a detailed learning plan with the client to help them close the gap between ideal future and present reality.

• Practice new perceptions, thoughts and behaviors.

• Continue to make it clear that you are an objective, trustworthy resource.

“What gets measured gets done.”

Peter Drucker, Tom Peters, Edwards Deming, Lord Kelvin and others.

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Monitoring Client Progress• Decide together how progress will be

monitored.• Build into the action plan.• Use technology: • https://www.coach.me/• https://habitrpg.com/static/front• Consider 24-hour check-in sheet.

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24 Hour Coaching E-mail Example

• What have I accomplished since the last time we talked?

• What are my wins/victories?• What did I accomplish/discover that I wasn’t

expecting?• What did I not get done that I want to be held

accountable for?• What are the main challenges I’m facing right

now?• How do I want to use our meeting today?• What do I want to commit to before our next

meeting? (To be completed at end of meeting.)

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• What do you want?

• What can you do about that?

• What will you do about that?

• By when?• How will you

know?• How will I know?

Most Fundamental

Coaching Questions

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Questions

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Contact Information

Angela Gieber Hayes, Ph.D.Assistant Director, Alumni and Grad

StudentsKansas State University, Career and

Employment Services785-532-3392

angelagh@ksu.edu

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References

• Ariely, D. (2010). Predictably Irrational: The Hidden Forces that Shape our Decisions.  Harper Perennial.

• Black, M. (2006). Reason, intuition, and engagement: A trilateral model of adaptive career decision-making https://books.google.com/books?id=NJzjgdDL1FwC&pg=PA100&lpg=PA100&dq=Trilateral+Model&source=bl&ots=1aigiKvNFB&sig=37zPv26Oy7_P0oKBg672rnG01Cc&hl=en&sa=X&ei=7_ZDVe3kGMyRsAXq5oDABw&ved=0CCMQ6AEwAQ#v=onepage&q=Trilateral%20Model&f=falseve.

• Boyatzis, R. (1994). An overview of intentional change from a complexity perspective. Journal of Management Development, 25(7). P. 607-623.

• Brusman, M. (n.d.). The 8 Traps of Decision-Making: http://www.workingresources.com/professionaleffectivenessarticles/the-8-traps-of-decision-making.html

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References• Ellis, D. (2006). Life Coaching: A manual for helping

professionals. Norwalk, CT: Crown Howe Publishing.• Gati, I., Landman, S., Davidovitch, S., Asulin-Peretz.L. and

Gadassi, R. (2010). From career decision making styes to career decision making profiles: a multi-dimentional approach. Journal of Vocational Behavior, 76(2) http://www.sciencedirect.com/science/article/pii/S0001879109001687

• Gati, I & Tal, S. (2008). Decision-Making Models and Career Guidance (Book Chapter) in International Handbook of Career Guidance.

• Hoffman, R. May 4, 2013: [Blog] How to think about risk when investing in your career: https://www.linkedin.com/pulse/20130304212600-1213-how-to-think-about-risk-when-investing-in-your-career

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References

• Iyengar, S., Wells, R., and Schwartz, B. (2006) Doing better but feeling worse. Psychological Science, 17(2) http://pss.sagepub.com/content/17/2/143.full.pdf+html

• Krieshok, T., Black, M., & McKay, R. (2009). Career decision making: The limits of rationality and the abundance of non-conscious processes. Journal of Vocational Behaviors, 75(3), 275-290. http://ac.els-cdn.com/S0001879109000591/1-s2.0-S0001879109000591-main.pdf?_tid=f804ed84-f361-11e4-a789-00000aab0f27&acdnat=1430856462_cbc85d19c52b039cb9bd556cbafac74b

• Locke’s Goal Setting Theory, Mind Tools http://www.mindtools.com/pages/article/newHTE_87.htm

• &vid=1&hid=4209

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References• Mitchell, K., Levin, A., & Krumboltz, J. (1999). Planned

happenstance: Constructing unexpected career opportunities. Journal of Counseling and Development: JCD, 77(2), 115-124. http://web.a.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=b7fbd3e3-855d-47c7-9ba3-c8c60412a1f9%40sessionmgr4003

• Perry’s Theory of Intellectual and Moral Development: https://studentdevelopmenttheory.wordpress.com/thinking-knowing/

• WIC Learning Online Sample Motivational Interviewing statements and questions, WIC World Resource System: http://www.nal.usda.gov/wicworks/WIC_Learning_Online/support/job_aids/questions_MI.pdf

• Yates, J. (2014). The Career Coaching Handbook. London: Routledge