CAREER COACH AS G.P.S.
Angela Hayes, Ph.D.
Kansas State University
Career and Employment Services
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Definition of
Coaching
• To take a valued
person from
where he/she is
to where he/she
wants to be.
• “Unlocking
client’s
brilliance…”
• GPS Analogy
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Most
Fundamental
Coaching
Questions
• 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?
Change Stages
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How Each Stage
“Sounds”
•
•
•
•
Denial: “I’m sure the layoff 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!”
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“It is in your moments of decision
that your destiny is shaped.”
Tony Robbins
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Decision-Making
Challenges
• 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.i
l/cddq
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Decision-Making
Models
Normative: Rational
processes (Reason).
Descriptive: How
people actually make
decisions
(Intuition/Satisficing/
Happenstance.
Prescriptive: Uses
pros of both while
minimizing
errors/biases.
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Normative
(Reason-based
Models)
• Often used with
decision matrix or
grid.
http://bit.ly/1zIMx
SD
• Criteria are
identified.
• Options are
weighted.
• Assumes 1 answer.
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Descriptive
(Reality-based
models)
• 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.
Powerful Combination
• Linear and intuitive
thinking
• Generally creates best
outcomes
• Free on-line mindmapping tool:
http://www.thebrain.co
m/
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Trilateral Model of Career DecisionMaking
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”.
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“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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Goal-Setting the
S.M.A.R.T. Way
• Specific
• Measureable
• Attainable
• Realistic
• Time-bound
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Goal-Setting
• Goal as Mission
Statement.
• How goal makes
them feel.
• Visual
representation of
goal.
• Use Resume/CV.
• Use technology.
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“You can’t plow a field by simply
turning it over in your mind.”
Gordon B. Hinckley
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Action Planning
Single Session:
G.R.O.W. Model
Multiple Sessions:
Intentional
Change Theory
G.R.O.W. Model (Action plan for single
session)
1.
2.
3.
4.
Establish the Goal
Examine the Current Reality
Explore the Options
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.
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“What gets measured gets done.”
Peter Drucker, Tom Peters, Edwards Deming, Lord
Kelvin and others.
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.
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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Most
Fundamental
Coaching
Questions
• 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?
Questions
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Contact Information
Angela Gieber Hayes, Ph.D.
Assistant Director, Alumni and Grad
Students
Kansas State University, Career and
Employment Services
785-532-3392
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&l
pg=PA100&dq=Trilateral+Model&source=bl&ots=1aigiKvNFB&sig
=37zPv26Oy7_P0oKBg672rnG01Cc&hl=en&sa=X&ei=7_ZDVe3kG
MyRsAXq5oDABw&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/professionaleffectivenessarti
cles/the-8-traps-of-decision-making.html
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References
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•
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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/S000187910
9001687
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-howto-think-about-risk-when-investing-in-your-career
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References
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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 nonconscious processes. Journal of Vocational Behaviors, 75(3),
275-290. http://ac.els-cdn.com/S0001879109000591/1-s2.0S0001879109000591-main.pdf?_tid=f804ed84-f361-11e4a78900000aab0f27&acdnat=1430856462_cbc85d19c52b039cb9bd5
56cbafac74b
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=b7f
bd3e3-855d-47c7-9ba3-c8c60412a1f9%40sessionmgr4003
• Perry’s Theory of Intellectual and Moral Development:
https://studentdevelopmenttheory.wordpress.com/thinkingknowing/
• WIC Learning Online Sample Motivational Interviewing
statements and questions, WIC World Resource System:
http://www.nal.usda.gov/wicworks/WIC_Learning_Online/suppo
rt/job_aids/questions_MI.pdf
• Yates, J. (2014). The Career Coaching Handbook. London:
Routledge
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