Global Leader Tips

Career Selection with Coaching

A career selection is one of the most critical subjects not only for the organizations but also for the individuals. In the general business field most of leaders and managers have a kind of career interview or individual development planning conversations. However, how much individuals are satisfied with their careers or development plans? Did each team member get it? Some of leaders may have explained only the organizational situations or circumstances.

In the discussion of their career planning or personal development, the coaching method is a quite powerful tool, and is also effective way for deepening the collaborative relationship between leader and team member. The leader’s most critical attitude is believing the member’s capabilities and possibilities, like NCRW; People are Naturally Creative Resourceful and Whole. Then the leader should focus on the whole person of the member, not on the daily business issues. The leader had better give his gentle and supportive look to the member’s happy whole life, not only for the business. Thinking about the frank feeling about his career connecting with his happy whole life, he can choose his coming career near future as his own resonant selection. If he believes that his selection with resonance making with his own intentions and convinced life purpose, he must move forward his daily business and life, with steadiness and fulfilment. 
To keep the team member’s motivation higher is one of the critical essences for the leadership. And that’s why the resonant career conversations through coaching method is the most essential hint presenting the leader’s deep feelings to his members. 

Global Leader Tips

Focus on the whole person

The second cornerstone of four cornerstones in co-active model is “Focus on the whole person”. People are usually focus on solving issues that they are facing, not only in the business but also in usual life. Especially in the business, leaders and managers have to focus on the problems or issues that they should solve realizing the required outcome. Under enormous pressure, first task they take on is to identify the problem to be solved. This is quite understandable, and of course solving problem is important. However, leaders manage people, not just problem. Developing talent and creating a more resourceful and effective organization accomplishes sustainable results, long after the presenting problem is solved. Even under organization stress, this whole-person mind set sees opportunity not to be overlooked.
The person does have a problem to solve: a change to make, a dream to fulfill, a task to accomplish, a goal to reach. All of these are true. But this person is more than the problem at hand, or the dream, the task, the goal. This is a whole person: heart, mind, body, and spirit. And this issue, whatever it is, is not neatly isolated. It is inexorably entwined in the person’s whole life.   
The “focus” here should be a soft and broad focus, an attentive focus that includes the whole person and the whole life, listening on many levels. It is not a hard, tight and concentrated focus on the whole person. We should not be focusing on heart, mind, body, and spirit as independent elements. Then a coach or anyone in a co-active conversation ought to be tuned in to the influences that are present in these different dimensions.
Obviously, a focus on the whole person also means that we are aware of all the ways the issue or topic before us is interwoven in the person’s life. The key is increased awareness that the single and narrow subject should be connected to the possible broader or deeper conversations for the person’s whole life. Although a  coach or a leader can work with someone on a very narrow topic, in the co-active way there is a larger picture of the whole person and the person’s whole life.