The Art of Effective Career Coaching Using 5 Questions

Have you ever wondered what could happen if you truly understood what drives you or your team members at work? Get ready to transform your approach to career coaching with five pivotal questions that uncover deep insights into personal motivations and emotional connections. We'll guide you through understanding what you love, like, and dislike about your job, and how to identify your strengths and opportunities for growth. This powerful framework is designed to not only clarify self-perception but also illuminate potential career paths and essential development areas for future success.

Imagine having a conversation where differences in perception between you and your employee become a gateway to growth rather than a source of conflict. We'll discuss real-life scenarios and offer practical advice on how to foster self-awareness without discouraging anyone. By adopting the concepts of embracing, asking, and guiding, managers can turn disagreements into constructive career discussions. Tune in for actionable tips and strategies to elevate your career coaching conversations and help your team reach their full potential.

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Transcript

Speaker 1: 0:37

There are five great questions to ask somebody when you are doing career coaching, whether it's yourself or your team members. The first three questions are love, like and dislike. What do you love about your job? What do you like about your job? What do you dislike about your job? You're going to get insight to people's wants and their emotional attachments to, whether it be a present job. What do you love, like, dislike about your present job? Or maybe a future job? What do you think you would love or like or dislike about that job? You get the idea. The other two questions are strength and opportunity. As it relates to your present job, where do you feel like you have strengths? Where do you feel like you have opportunities to grow and improve? You can ask it about a future job. Well, what strengths do you feel like you have right now that relates to that job, or what opportunities do you feel like you need to improve to take that new job?

Speaker 1: 1:29

Now, recently I had someone come back and say you know, I had an employee literally list their strengths and I was thinking to myself those aren't your strengths, those are your weaknesses. And I said so. They don't see themselves clearly like most people don't? And the manager said yeah, what do I do? And I said now you have to coach in self-awareness, so now you have to have questions around how they see themselves. I said when you reacted, how did you react? And he said I was a little dismayed. I said do you think they saw your dismayment? He said yeah, and I said I was a little dismayed. I said do you think they saw your dismayment? He said yeah, and I said so.

Speaker 1: 2:04

Now you gave an element of disagreement. Do you think they want to continue the conversation? He goes oh wow, good point. I said look, we all make the mistake Anytime, everybody. When we hear something we disagree with, we have an emotional reaction. I always go back to a concept of eat, embrace, ask and tell. Oh, that's awesome, you see that as a strength. Let me ask you, give me a couple examples, walk me through a couple specifics where you feel like those strengths have manifested themselves, and then tell me about some things where you need to even take those strengths to the next level. And the manager I was talking to said okay, and I said you'll dive in. He may not see it as clearly as you. The point of a career conversation is in agreement, it's exploration. So remember five great questions Love, like dislike, strengths and opportunity. And what will start to flush out is how people see themselves. Yet more importantly, a direction of where they want to go and the path of what they need to take to get there.