Revolutionize Your Career Planning with Whiteboard Coaching

Curious about how to transform your career planning process into an engaging and dynamic experience? Discover the innovative Whiteboard Coaching technique, which promises to revolutionize the way you approach career development. By clearly mapping out your present state, desired future state, and the actionable steps needed to bridge the gap, you'll gain a refreshing perspective on your professional journey. Inspired by the insights of Julie Winkle Giulioni, this episode emphasizes the importance of aligning career growth with personal aspirations, whether you're aiming for a promotion or a lateral move. 

We dive into the specifics of how to effectively use three columns—present state, desired state, and actions—on a simple sheet of paper to create a co-authored plan for career growth. By exploring what you love, like, and dislike about your current job, identifying your strengths, and pinpointing areas of improvement, you'll gain clear insights into your present state. Then, envision your desired future state in vivid detail. Finally, we discuss how to determine the necessary steps, knowledge, and skills needed to achieve your career goals, employing a psychological interrupt that breaks away from conventional thinking patterns. Tune in to learn how to build confidence through practice and positive reinforcement, and start transforming your career trajectory with Whiteboard Coaching.

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Transcript

Speaker 1: 0:37

Another great technique to help career-based coaching get off on the right foot is something called whiteboard coaching. If you have a piece of paper, write down three columns Column one, column two, column three on a sheet of paper, preferably landscape. Column one is your present state. Now, if you're doing this for yourself, or, let's say, you're coaching someone, you would ask the questions, and there are really five basic questions for columns one and three. So let's start with column one. That's your present state. I would ask you what do you love about what you're doing? What do you like about what you're doing? What do you dislike about what you're doing? What strengths do you feel like you have as it relates to what you're personally doing or presently doing right now, and where do you feel like you have opportunities to improve? And you write all those things down. Then you go to your desired state. That is column three. Notice you skip column two. There's a reason when you go to column three, column two. There's a reason when you go to column three, you're going to ask the question what's your desired state? What does that next step look like for you? And if somebody says, well, I don't know, I don't know what that job looks like. Well, it's okay to describe it. It's not always something that is so obvious and specific, so obvious and specific. So what you're really doing is you're having them explore what's that next step? Now there are two forms of motivation intrinsic and extrinsic. Someone who's intrinsic is motivated within the job. Someone who is extrinsic is somebody who is motivated as it relates to their present job, being a catalyst or a stepping stone for something else. And oh, by the way, it's not always a promotion. My friend, julie Winkle Giuliani, does a great book called Help them Grow or Watch them Go, and she talks a lot about you know that in her second book, promotions Are so Yesterday, and I love that title because we want to promote people, but we got to make sure that's in alignment with what they want and we as leaders can make that mistake.

Speaker 1: 2:50

So again, column one present state what do you love, what do you like, what do you dislike? What are your strengths, what are your opportunities? Then the desired state what is that? And you get them to describe it as best they can, and then you ask the same questions what would you love about that? What would you like about that? What would you dislike about that? Potentially, what strengths do you have for that position or that destination as we sit here today, and what opportunities do you feel like you would need to improve to get there or to land here successfully? You write all those down. Now you've got a picture of columns one and three written out.

Speaker 1: 3:26

Then you go to column two and you ask what actions do we need to take to move towards column three? And what that does? It's a technique called a psychological interrupt See, most people just go left to right which creates laziness or complacency, and it's almost a proofreading technique. You know, it's been said, the way you proofread is to read from right to left, because that's not the way your eye is trained. The same principle applies here. So when you go to column two and say what actions do we need to take, what knowledge do you need? What skills do you need to improve Behaviorally, where do you feel like you would need more confidence? So we teach something at Progress Coaching called the tiers of learning, knowledge, skill and behavior. Knowledge is training Skill. You're going to have to practice with them. Behavioral confidence comes from repetition and practice and positive reinforcement. That's the secret sauce. And what they've also done, which is really cool, is they have co-authored their own change. It's called Whiteboard Coaching.