An important benefit of coaching would be the learning that takes place – the learning outcomes that they emerge, which usually occur in the order shown below:
- Self-awareness: the coachee has thought about their interests, their strengths, and areas for development,
- Opportunity awareness: the coachee is aware of a wider range of opportunities that are available, what these require and how these resonate with their strengths and interests,
- Decision making: the coachee is better able to recognize that a decision needs to be made and has identified their mode of decision making, and explored alternatives, in preparation for establishing their goals,
- Transitions: the coachee has thought about what might be involved in making a transition and has some strategies for managing this and planning action steps.
This comes with the usual caveat about linearity and recognition that all of this may not be achieved in one session: career counseling and coaching should be a process, not a one-off event.
If we took a broader approach in individual, social and economic benefits, our list may include the following:
The individual
- makes a more informed choice,
- is better prepared to find work,
- is better suited to the occupation,
- finds job satisfaction.
Societal and economic benefits include:
- fewer ‘dropouts’ in the education and training market,
- efficiency in the job market (matching supply and demand)
- more economically active workers,
- less job turn-over,
- fewer skills shortages,
- less government expenditure on welfare benefits,
- greater equity through the promotion of equality of opportunity.
- raised aspirations via career support for individuals,
- increased social justice through raised aspirations.
And tentatively, as this is a big claim, more satisfied citizens and the reduction of alienation.
Reid, H. (2016) Introduction to career counseling and coaching. SAGE, London