Feldman, Daniel C. (2001). Career coaching: What HR professionals and managers need to
know. (Human Resources). Human Resource Planning, 24(2), 26–35.
Career coaching is set apart from other forms of career development, explores when it can and should be implemented, and the environments within which it works best. Career coaching is a unique as it is used to develop or strengthen skills to address slagging performance of managers as well as to groom mid-level manager for upper-level or executive management. It can also be used by executives to assist themselves in adjusting to significant workplace culture or structural changes. Regardless of reason, coaching consists of individual work-related counseling, gives managers feedback on their strengths and weaknesses, and attempts to improve the manager’s effectiveness. Coaching has several things in common with mentoring, counseling, and therapy, but the relationships are different. Those who display certain indicators, such as arrogance or poor conflict management are likely good candidates for counseling, while those encountering issues such as family concerns or addiction would benefit from the aforementioned relationships. It is most beneficial for organizations to provide career coaching when the labor market is tight, there is significant organization-specific training, there is long-term potential for the employee, major transitions are occurring in the organization, expatriates or repatriates enter a new environment, or there is significant growth occurring or the organization is a start-up.
This article provided me with an overview of career coaching as it relates to mentorship and other forms of counseling. I was unaware of the ways in which the process is distinctive and when it can be implemented for the most effectiveness. This information will help me to either petition for career counseling for myself at an appropriate time, or offer the opportunity to a specific individual when necessary.
LO2: demonstrate the ability to assess complex organizational environment and achieve communication goals.
LO3: address complex challenges by collaboratively leading teams across disciplines, distance, and sectors.
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