A client applied for promotion recently and tested at the top of the list. They were passed over without explanation. When they asked colleagues and supervisors what they could improve on to move forward, they experienced a lot of "word salad" that was not helpful. In other words, immediate supervisors and managers failed to provide constructive feedback nor did they offer some form of successive training so they could achieve their career goals.
My client and I assessed their "professional persona" and skill set. I offered a safe and confidential space where my client was able to apply emotional intelligence to authentically and critically evaluate their workplace behavior to start. They noted that they often arrived to meetings late and unprepared although not one supervisor discussed this with them. We devised a plan to build the habit of not only being on time, but prepared with all tools needed whether it was training clothing and writing tools or work related items in clean, working condition. They then identified some leadership training they were able to attend through their employment and some classes taken on their own. We discussed how to apply some of the skills learned in their everyday work routine as we continued to work together over several weeks.
As months went on and my client slowly applied the habits we discussed and planned, they began to notice a difference in how they were treated. Colleagues often relied on them to assist in assignments and their opinion was sought on various legal questions. My client stopped questioning themselves and emerged with a sense of confidence that was not initially present.
My client began to experience trust by others in their workplace. This is a necessary trait if you are planning on leading in your organization. This is a great example of why individual clients can greatly benefit from a career coach/mentor. Organizations can also greatly improve an employee's leadership, trust, decision making and conflict management using or referring employees to a career coach specific to their agency or business.
Organizations often make the grave mistake of not investing in their future and current leaders. Many times, a new supervisor is promoted and sent out to perform supervisory duties with ineffective training and education. High performers in entry level positions can experience frustration once they are in a supervisory position and quickly become ineffective and frustrated without support and guidance.
If athletes need coaches to reach success, why wouldn't you?
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