The Career Coaching Handbook

Yates, Julia

doi:10.4324/9781315867366

Cited by 17 publications

(13 citation statements)

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“…This inquiry can be better addressed if future studies employ different mediating variables such as career adaptability or openness to career coaching programs (Lahner, Hayslip, Mckelvy, & Caballero, 2014). Yates (2014) indicated that there are multiple phases of a career coaching program that include different goals and activities for each session. For example, a typical career coaching program can have four phases: initial assessment and planning, job-search counseling, competency improvement through training, and more focused active job-search activity.…”

Section: Discussionmentioning

confidence: 99%

Mediating Role of Career Coaching on Job-Search Behavior of Older Generations

Lim

et al. 2018

Int J Aging Hum Dev

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This study focuses on career development processes and options for older workers in South Korea and explores how career coaching enhances their career development efforts and transition needs. The purpose of this study is to investigate the structural relationship between older employees' goal-setting, self-efficacy, and job-search behavior mediated by career coaching. A total of 249 participants were recruited in a metropolitan city in South Korea. Based on the literature review, hypotheses were developed and tested on the structural model and the following findings were revealed. First, the findings indicate a positive effect of self-efficacy on older workers' job-search behavior. Second, the value of career coaching was found to affect older workers' job-search behavior in the South Korean context. Third, career-goal commitment alone did not have a positive significant effect on job-search behavior, but it was influential through the mediating process of the perceived quality of the career coaching program provided by an employment center in South Korea.

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Section: Discussionmentioning

confidence: 99%

Mediating Role of Career Coaching on Job-Search Behavior of Older Generations

Lim

et al. 2018

Int J Aging Hum Dev

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“…This could lead to cognitive overload, making it hard for students to process the information (Parr & Neimeyer, 1994;Sweller, 1988;Yeung et al, 1998). By contrast, guidance interviews are likely to include a focus on identifying preferences from the range of opportunities discussed (Yates, 2013). Secondly, one would expect that while careers fair employers would promote opportunities positively, a guidance interview would be more balanced, discussing negative aspects of opportunities as well as positives.…”

Section: Decision-makingmentioning

confidence: 99%

Evaluating employer career interventions in English schools

McIntosh¹,

Yates²

2019

j nat inst career educ couns

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Government policy on English schools' careers activities indicates an emphasis on employer interventions over traditional career guidance. A literature review suggested that the impact of employer interventions on students' career learning was less fully researched than that of traditional guidance. This study evaluates and compares the impact of career guidance interviews and selected employer careers interventions. Using a pre-test-post-test quantitative methodology (n=233) to measure the interventions' effects on different career learning outcomes, the study suggests that vocational guidance interviews are more effective than employer interventions at enhancing the vocational identity and decision-making self-efficacy of year 10 and 11 students. Department for Education (2017). Careers strategy: making the most of everyone's skills and talents. London: Department for Education. Department for Education (2018). Careers guidance and access for education and training providers: Statutory guidance for governing bodies, school leaders and school staff. London: Department for Education.

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“…A primeira refere-se ao modelo de 'traços e fatores', que é dominante na psicologia vocacional e na orientação de carreira. A premissa dessa teoria é a de que indivíduos encontrarão maior satisfação e serão mais eficazes em um trabalho cujas principais características reflitam seus interesses, valores e habilidades (SCHEIN, 1996;YATES, 2014).…”

Section: Coaching De Carreira E Transição Profissionalunclassified

“…Ter uma rede diversa de conselheiros pode, também, ajudar a expandir os horizontes de um indivíduo, afetando seus pensamentos sobre a mudança de carreira (HIGGINS, 2001;YATES, 2014 Portanto, a primeira coisa a se fazer no processo é revelar, abandonar e sofrer para, eventualmente, assumir, explorar e descobrir. A vida na atualidade é construída, descontruída e reconstruída diversas vezes, em um processo de desenvolvimento cíclico que as pessoas experimentam.…”

Section: Coaching De Carreira E Transição Profissionalunclassified

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O coaching de carreira como recurso facilitador do processo de transição profissional

Loli

Treff

2018

ReCaPe

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________________________________________________ RESUMOO presente estudo tem como objetivo analisar a percepção de coachees sobre as técnicas do coaching de carreira como apoio à transição profissional. Pretende-se identificar as estratégias adotadas durante o programa e descrever como o coaching contribui para as reflexões de indivíduos. Trata-se de pesquisa de natureza qualitativa e exploratória. A principal razão para a escolha desse enfoque foi realizar uma investigação exploratória sobre o assunto, com o objetivo principal de averiguar ideias e sentimentos dos participantes sobre as próprias experiências com o coaching. Foram realizadas entrevistas semiestruturadas com sete pessoas que contrataram o referido programa. Os resultados foram analisados com base na técnica de análise de conteúdo, sendo que a análise categorial foi o método empregado para viabilizar a investigação dos elementos encontrados nas entrevistas. O critério de categorização utilizado foi o semântico, isto é, foram realizadas divisões e subdivisões dos dados analisados por unidades temáticas. Quatro categorias foram definidas com base nos objetivos do trabalho, no referencial teórico e na avaliação das entrevistas. Os resultados demonstraram que o coaching de carreira: i) favorece o aprofundamento do autoconhecimento dos indivíduos; ii) ajuda no encontro de sentido e propósito profissionais; iii) auxilia na superação de certas barreiras da transição, ao elevar o nível de autoeficácia de carreira e ao prestar auxílio em como lidar com visões de pessoas próximas contrárias à transição; e iv) incentiva a criação de uma agenda de aprendizagem e experimentação da nova área de atuação profissional.Palavras-chave: gestão de carreira; coaching de carreira; transição profissional. ________________________________________________ ABSTRACTThe present study aims to evaluate the perception of coachees about the techniques of career coaching as a supporting program during professional transition. It also seeks to identify the strategies adopted during the program and to describe how coaching contributes to the individuals' reflections. This is a qualitative and exploratory research. The main reason to choose this approach was the accomplishment of an exploratory investigation of the Dados para contato

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The Career Coaching Handbook

Cited by 17 publications

References 0 publications

Mediating Role of Career Coaching on Job-Search Behavior of Older Generations

Mediating Role of Career Coaching on Job-Search Behavior of Older Generations

Evaluating employer career interventions in English schools

O coaching de carreira como recurso facilitador do processo de transição profissional

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