Career Coaching. A keynote presentation from Facet5 Live 2022.

So welcome, everyone. I’m Jess and welcome to Facet5 Live and welcome to our session today on career coaching. So, a little bit about myself. So, I primarily have a background in Coaching Psychology and Science, and I spend most of my time in the executive coaching and career coaching space. My first career was in the world of performing arts and creativity and storytelling, and I would say definitely some of that still spills over into much of my work at present. So, what we’ll be focusing on today, these key areas, how you can support organizations to build a culture of thriving careers. Using Facet5. We’ll also look at what career coaching is, and we’re going to look at a career coaching framework and the process of career coaching. I’ll be taking you through some of my key principles and top tips, if you will, around career conversations and career coaching. Lastly, we’re going to delve into something that is really, really exciting for the team at Facet5. We’re going to be launching our new certification program, which is all about career. And today you’ll be hearing about it first. So thrilled to be sharing that. We can’t actually see your shared screen. Could you just maybe reshare that. It would be great. Certainly, just a moment. Thank you. How’s that? Perfect Yeah. Maybe if we could go back a slide just to. Yeah, absolutely. Perfect OK, great. OK, so here again are our focus areas today and ending lastly, with the wonderful launch of our new certification program. So, let’s get started with what we mean by career. So, our definition at Facet5 is “A career is where personality capabilities and talents align with passions, purpose and values.” So, we see this as an essential process for both employee and employer. And what I like to look at as a methodology is something that we look at as being non-linear and even quite creative in the way in which that conversation can pan out. So we really look at thriving careers, flourishing, and allowing those conversations to inform happy, content, valued employees that are playing to their strengths. What we’re looking at here are three pillars. Career aspiration of the Coachee or the employee. Where personality and capabilities meet their talents. And of course, linking that to job – being the roles and the skills required for that role. And then, of course, the organization’s values and culture. We see this as a living process where all three of those pillars need to be aligned or meeting. OK so, of late, in the last 6 to 8 months, Facet5 and myself and Grant, of course, have been asking ourselves, what is career coaching? So what I’m going to take you through now is my process, essentially. Career coaching and career conversations focus on reinvigorating the child, like excitement of dreams and aspirations, and then matching strengths and skills to carve out and develop a rewarding career. So many of the participants that we’ve been working with today, this being our second session, focused on career at Facet5 Live, have really found that language of dreams and aspirations, something that really resonates. And Facet5 and myself as a coach are really dedicated to bringing back that spark into career conversations, into organizations that spark of dream like language in the way in which we approach development. And we really hope to bring that to our clients, to our practitioners, and definitely to organizations. A coaching conversation focused on career can hold space for discovery that is both aspirational as well as developmental. It should be focused on four key areas. Motivators, strengths, goals and development. And of course, that underpins everything that Facet5 provides us in the data. So, what is a coaching conversation? It’s a dual log between the person being coached and the person coaching. Now, this can be coaching moments in everyday moments in the hallway, in the lift. We can find opportunities to have those coaching moments in many different conversation vehicles, if you will. So, both the coachee and the coach have equal status. They’re navigating together both to open and close that aperture lens in the conversation to uncover opportunities, possibilities and direction. So that perhaps pertains to a more formal coaching conversation, if you will, or a coaching intervention. The coachee is empowered, held in high regard and elevated as the expert in thier career, and this is underpinned by best practice in evidence based coaching psychology. So a few key principles, very dear to my heart in the way in which I approach career conversations and career coaching. So I love to encourage big aspirational questions like, what do you want to do? As simple as that may sound. It is quite remarkable how often coaching clients say to me, I just don’t get asked what I like to do, what I’m good, good at, and what I really enjoy and most of all, what it is that I want to do. And not always will the coachee know the answer to that question. But certainly when you hold space for it in a conversation that feels safe and feels like the coachee is really being heard. There’s definitely a space in which that discovery and the uncovering can occur. I love questions like, if you wake up, if you woke up tomorrow in your dream job, what would it look like? So really aspirational questions. And I also encourage leaders, managers not to be afraid of questions like that, even if they lead to an answer that is perhaps not within the organization that they’re currently working on. If that is the answer that we, that is really useful information because the answer might be here, but what they can work on in the meantime may lead them to doing more of the right tasks, doing more of the types of projects that are playing to their strengths and feel effortless to them. So no conversation is wasted. And definitely there is value in conversations that lead the coachee to talking about what their career might look like outside that actual organization or that particular role. So don’t be afraid of conversations leading there. Career Coaching is expansive, so that conversation can be, as I mentioned previously, non-linear. It can feel quite messy. It can feel perhaps tangent like and don’t be afraid of that as well. That non-linear process is non-reductive, and it means that creative spark is being elevated by both the Coach and the Coachee. Career conversations happen really well when people feel safe, secure, heard, valued and understood. We know this is one of the number one reasons why people stay at organizations while they really rate their managers highly as a leader that they enjoy working for is if they feel heard and understood. And a coaching conversation or a coaching intervention can create that space in which that safe environment to have those very important conversations about someone’s career can occur. So what we’re doing here is not pigeonholing. Pigeonholing someone into a certain type of role or industry. It is about a discovery process to uncover and to really focus on the resources and the ideas that the Coachee has. Next tip, or guiding principle, supporting individuals to take ownership and responsibility. This is absolutely key. It’s what I call the two-way bargain. An organization can only provide so much. And the individual or the employee needs to meet that organization halfway. And when both of those occur, we have absolute harmony, contentment, engagement, all of those words that are really useful when we’re working with teams that are high performing and that are innovative in essence. As a coach, you don’t have to be an industry specialist to provide coaching. So what we’re looking at here is a road map, a formula to inform coach or manager, whichever is most suitable as your role to be able to have and provide those useful career conversations. Workplaces, jobs, skills are expanding and changing and pivoting so quickly. So Facet5 are providing that road map in which to have those really robust, purposeful, positive career conversations. The process is one of asking questions that promote permission to be authentic in the answer. And this is what we take you through in the new career coaching work that we’ve been doing here at Facet5. The process is one of asking questions to inspire and promote aspirational dreams. A coaching conversation is a space where the practical can meet the fantastical. And I love that notion of that dream like meets the practical. And that’s where most of my work plays out. So Facet5 provides the foundation, the map, or what I like to call the geographical landmarks of the coaching conversation. And later in today’s session, when we talk a little bit more about our certification that we’re launching, we’ll hear more. So we need to be having these conversations, whether they be coaching moments or conversations as a way in which to approach leadership management. Or you might also be a practitioner. When an employee’s purpose has a place in the organization, there is synergy, and that’s what we’re really after. We’re about aligning the organization’s values and aspirations with the individuals. And career conversations provide that landmark to be able to join those two. This is about guiding employees to have agency autonomy and confidence in their own abilities. You’ll be hearing the word autonomy more and more as we launch the career coaching certification and once we share more information. The more knowledgeable the individual is about their own brilliance. And I love that word, an individual’s brilliance, which is very synonymous with what we stand for here at Facet5. That is where an individual’s career path can really take shape because they’re really focused on what their superpower is, their brilliance, and it’s backed by evidence and science and the data of Facet5. And it resonates with them. So you’ll be hearing a little bit more in today’s session. But of course, later in the career motivators session, if you haven’t already signed up, I’ll be showing you a QR code shortly. And we use the newly developed and newly updated career motivators report as a road map, as a development guide for the individual. So you’ll be hearing a little bit more about that later. OK we like to call this a career conversation template. So we got asked, what is the value of career coaching and is it necessary? It’s a great question, and one that I love exploring. So, yes, in my opinion, of course it is. We like to look at Facet5 as the third objective person in this conversation or in the coaching intervention. What we’re focusing on is client aspiration. And we do that through narrative coaching, through listening to stories, listening to the current realities of the coach. We move through to building awareness, and that’s where Facet5 and the Facet5 debrief really comes into play. We move through to what we are looking at with the coaching client or the Coachee as clarity and connection. Creating clarity, accountability, and connection are key to moving into the next phase of the coaching process, which is the drive to action, the career plan. So all of this is great, but what are we striving for? We’re striving for a culture of thriving careers. And what does that look like when we have a culture that is populated by employees that feel that their careers are being developed, noticed, understood, and also feel as if they have foresight or understanding of where they’re headed and feel that autonomy and that drive to be able to have the confidence to be able to seek out different opportunities, whether they be resources, learning, education, experience, and really taking in control of their own careers. So what we’re going to look at next is a few different quotes from our incredible clients and the people that we work with. That really sums up how Facet5 informed career conversations or career coaching interventions can really support organizations to build competence and capabilities and a culture of engagement. So I’m going to read some of them verbatim. Please follow along if you feel appropriate. I’m in the driver’s seat of my own career and I’m excited and motivated by the goals and learning opportunities ahead. I am on a career path that is purpose driven and led by me. I am confident in the direction my professional development and learning is taking because I have an informed plan in which I can test, reflect and practice. Next up, Facet5 validates my strengths and helps me to understand just one moment. Sorry, everyone will. It helps me to understand why, why I like working in certain environments on certain things and in certain ways. It helps me to understand opportunities I should be pursuing, to support me, to realize my potential and feel that I’m working towards a career I can succeed and thrive in. As you can see here, the language is very self-driven, it’s very autonomous, and that’s what we’re aiming to support our clients with. This is an environment in which I feel motivated by energized and engaged. In this space I belong. I am contributing excellence and I feel valued. Through Facet5, I can identify my strengths and the strengths of others. Understand my preference and preference of others to contribute lead and Coach. I strive to realize my potential through understanding my motivators and the motivators of others. I have the practical skills to communicate and collaborate with foresight, thought and knowledge. So just before I move on, what we’re really proud of so far in the career coaching space here at Facet5 is that we’re informing the coaching psychology process or the evidence coaching psychology process with the science of personality and the data and the incredible research and rigour that Facet5 provides all processes in the development space. So, we’re really proud of that and I hope to share a little bit more with you in the coming moments. So, career coaching, the 4 factors here at Facet5 that we’re really looking at practical human based on science and focusing on potential there they are the four pillars that we’re really focused on. So again, I won’t read out verbatim all of these points, but I really wanted to home in on the practical because this is what we’re really focused on. We’re focused on taking the academia and the research and the case studies and all of the incredible science behind evidence-based coaching, psychology, and the science of personality and bringing it into the practical in which practitioner, leader, manager and Coach can apply these principles in a really strong and clear way. And that’s what the newly, newly built certification will provide. In my career, spanning nearly 15 years, actually as a career coach and 13 of them using Facet5 as a support tool. In my career coaching and in executive coaching, I have used nearly all of these Facet5 tools and products to support my clients. We’re not asking you to stop doing that, in actual fact, build upon that. Absolutely it is. It is absolutely part of the process of coaching. But what we really heard from our community at Facet5 is that what was needed was a summarized more condensed, simple report development report focused solely on career. And we have listened and we have delivered. So within that framework, both in the career motivators report and the career coaching certification that we are launching shortly, we are focused on these four areas. The strengths of the coachee. Their key qualities, the strengths that they can count on every day in their role. Based on the science of facet five. Next, how they like to work. What is their approach to their work? What is their natural style and their areas to be aware of? What motivates them? Intrinsically and autonomously, the job elements. They should look for those things that motivate them and demotivate them and next, where they thrive. This is where we look at environments, the environments they thrive in and how we can support them to leverage their preferences in their work every day. The newly developed and updated career motivators report. This is a standalone report. It is extremely powerful. Easy to understand. The individual can either already have a high profile or not. It doesn’t matter if they don’t. They can simply fill out the questionnaire as per usual, and they will be sent this report as a coach, practitioner, manager, leader. You can use this report to inform your career conversations. So that they are grounded in science, extremely useful and familiar to the coachee or to your direct report. It’s familiar to them because they’re looking at it and it will resonate with them and be helpful. If you haven’t already signed up for the career motivators Lunch and Learn I highly recommend. It is a bite size information session to take you through the new report. There is the QR code to register if you haven’t already done so. OK so the new career coaching certification. This is extremely exciting for Grant and myself and the wider team at Facet5. You are hearing it first from us today. So, what we’re looking at is a career coaching certification that includes coaching conversations, development programs, and there are three of them. It is evidence based. It is science. It has science and research underpinning. Facet5’s approach to career coaching. First and foremost, the science of personality, evidence-based coaching, psychology, evidence-based wellness, science, and positive psychology. And of course, most importantly, adult learning principles and best practices. The name of the certification is CARE, which is an acronym for Careers Autonomously Realised Every day through coaching conversations and the power of personality. At the heart of this program, we are promoting care of our employees and care of our coaching clients and we are really excited to share a little bit more. It will be a three day accreditation based into in three parts. First part coaching models, theory, skills in development and the role of personality and Facet5 of course, and how that underpins the coaching model and framework that we’ll be using. Day 2 is practice, application and of course assessment. Day 2 is based in coaching triads, and this is very practical, albeit virtual a virtual accreditation, but very practical and there will be lots of doing. Day 3 is train the trainer in the three programs that as an accredited practitioner in CARE, you can then take into your organization, whether you be an external consultant or an internal manager. And you can run these three fantastic programs. Number one foundation conversation skills venue new managers using the Super skills report. Next is quality career conversations for leaders using the career motivators report. And lastly, and highly sought after a program purpose built for early career strengths and capability building for early career will be focused on presence, strength and motivators, using both the Super skills and the career motivators report. Here’s another way to look at those three fantastic programs that are part of the accreditation, the capabilities in the accreditation that we’ll be focusing on building from our practitioners or from our participants and assessing, of course, are threefold the coaching process, coaching skills and the way of being the personal attributes of the coach that, that, that really need to be present for the coaching methodology to be successful. Who is this accreditation for? HR, L&D, OD, Coaching, Leadership and Management and practitioners already accredited in Facet5 but not necessary who want to add a practical process for developing people and realizing potential. We will be launching our first cohort through the accreditation from our career advisory group in March 2023, next year, and then the first cohort available to the wider community in April. So it will be here with just a moment to spare, be here before we know it, and please feel free to reach out to myself personally on my Facet5 email just there. If you have any further questions or you’d like to register your interest to be part of one of those groups, or of course, there is now a Hello at Facet5 email address here. So without further ado, I’m going to ask Grant to come back on and we’ll start the questions, if that’s OK, if there are any burning questions. Yeah, that’s great. Thank you. Anybody got any questions for Jess on the content that you’ve seen or the programme, the new certification that we’re offering or even the career motivator report, really happy to take any questions, you can unmute yourself or put that into the chat would be great. I do that question in a minute. But so I think it’s what we’ve been talking about it Facet5 obviously is sort of a pathway extension or a pathway for practitioners once they become accredited, how they can then specialize using Facet5 and certainly both a career motivator report has been designed for that. And the accreditation. In your experience around career coaching, what do you think some of the barriers may be for individuals taking that back into organizations and presenting a career coaching model or a framework like we present? Yeah, I think first and foremost, Grant, we need to make sure we get the comms right. So, the communications. We want to make sure that our managers or our people leaders are not feeling that we’re adding to their workload or we’re adding another methodology or another tick the box that adds to their workload. We really want to make sure that it’s explicitly clear that this is a shortcut. This is actually going to make their jobs easier, more streamlined, to assist them and support them, to feel more confident in the way in which they embark on conversations, which is not new territory for Facet5, because that’s what we’ve been doing for decades. We’ve been supporting organizations and managers to feel more equipped and more informed in the way in which they communicate verbally with their people. Would you say that’s correct? Grant yeah, absolutely. I think that’s one of the biggest barriers that we have for people is that they have to find additional time. And this is about just giving and often the skill and the is in there and therefore there’s a hesitation in to having good quality coaching conversations or even just conversations in a lot of ways. So what we’re trying to do is provide that framework or template for enabling those conversations to have a little bit more naturally. So that people have got that framework and tools and guidance on how to do that well. But I think you touched on the point before, which is really critical. This is a two-way bargain. So, we’ve got people who are taking accountability for their career, driving that conversation, engaging in the conversation, and also then the leader coming in, or the manager coming in and being able to support that career pathway. And also helps the individual understand through the content, I suppose is those four aspects of the brilliance of my style and how I leverage that more and more, how I like to work and communicate that to other people to create more clarity in my preference, the type of things that I like to do versus things that demotivate me over a period of time, but importantly the culture of the organization, whether that’s the team, or the broader organization, about where I thrive in an organization like that. And we don’t always have the privilege of being able to move jobs and bring in New people and move around. So it gives us a good sense of how do we sit comfortably in the environment that we’re in. And how do we then flex our style in order to be more effective? How do we build those important relationships with peers and with managers as well? And I think that’s the exciting dynamic. And in the certification, we certainly like to pack a lot in, but we really trying to help people understand that they can deliver these sort of great outcomes in organizations more frequently, just with some simple but effective training. Absolutely and if I just might quickly add to your question, Grant around challenges, I, I think it really is about how an organization or manager frames it when they take it back to their organization. Because what we know about personality in Facet5 is that we no longer have to justify its relevance and its value anymore. It’s widely accepted that Facet5 is extremely valuable. Number two, we are living in an age, in a time, fortunately where evidence based coaching psychology, it doesn’t need to be justified either. Its value is widely understood and respected. So bringing the two together was a natural evolution. And I’m really excited to bring this certification with Facet5 to our wider community. We got a question in their statement from Eliana, which is about for those who already have their Facet5 reports, how this new report can connect or add to the person’s development, how can you use both in the development process? It’s a really good question. I think what you’ll find is that there is obviously some overlap because the career motivator report and the high profile aren’t they are independent of each other. They do draw from the same data data set. But what we’ve added into the career report key quality descriptions. So, we’re extending out the breadth and all those statements. So, people have those great ways of describing themselves and then also putting in the motivator or the environment in which we believe people will thrive as well. So, there’s an additional two elements there that can come together, but the content is written around career. It is around helping people understand themselves and therefore how they like to work, how they build relationships, how they engage with the leader as well. But these should be a nice synergy there. There shouldn’t be any content in Facet5, which is conflicting. It should all be an additional add on to that process, but there should always be these golden thread or theme going through from the Facet5 profile through the career report, through a Spotlight, through a SuperSkills, for example. Absolutely fantastic. I hope that answers your question, Eliana. If not, then happy to have you talk. Yes, indeed. Thank you very much. That’s OK. My pleasure. Any other questions we got there? We’d always love to give people the gift of time as well. But if you don’t, if you have any other questions, you can unmute yourself and ask away, or I’ll put those into the chat. If not, we can. I can add another one. Yeah, of course. Thank you. So, could we use this and Audition together? So, in selection process. Would be nice for the candidates to have the career motivators and audition working together to help companies to select the best people. Yeah, absolutely. And we can also add some learning moments for the candidate who is participating in the process if they received the career motivators as a result of their process. It’s a tool for learning. So can we use both? Yeah, of course. It’s a great, great combination, actually. I think what we’d also recommend is that if you’ve created a role profile, an ideal for a role is to share that along with the Career Motivator report for the individual and saying, so here’s what the organization feels that they need in this role to be successful. Here are the things that motivate you and engage you. So, they’ve got a nice, balanced view around how they turn up, what their strengths are, and also what the organization is looking for. Yeah, but it’s a it’s, you know, it’s a really versatile report in that way that it will come together with other tools. And we’ve designed hopefully we’ve designed it that way as well. Yeah. Thank you very much. My pleasure. Yeah, Thank you. Any other questions from folks? If not, then thank you for coming here. Oh, please. What was I just think about? Thank you very much for the very clear presentation. I’m going to ask a very, very commercial question. How big for the accreditation class be and how much will it cost? That is a really good question. The size and cost is yet to be determined. We need to put it through that career group early in April to determine really the size. Given that it’s a three-day accreditation and you’re getting three programs as part of that plus of a report access, we would be looking at the same prices of our standard accreditation, which is kind of match to the industry in other career coaching offerings that we’ve seen around. So it really comes down to we will get to the end of March after we’ve done the first couple of rounds with our career group. I say we will have some changes to the content. Hopefully I get some feedback, and then we’ll be able to adjust the content size days and number of modules and therefore the pricing that people should be expected to be around. The same as a standard accreditation. The important part there is that it doesn’t require a Facet5 accreditation. It is a standalone accreditation, so it’s entering into a new market for us as well. I think, if I may, in regard to size, Grant, myself, and the team at Facet5 would always ensure that the size is comfortable for the group and is meeting their learning objectives of the cohort. So, with my experience and Facet5’s, we will ensure that size matches those objectives, both to have enough people for collaboration and sharing and also for individual learning objectives to be met. And we’re very confident on that. Yeah, I think that’s a good point is that we’re trying to make sure that in the triads and the coaching, kind of like when we do the assessment for accreditation is that we’re giving enough space and enough attention to the individuals that they’ve walk away feeling confident and capable and then not just shake giving people we’re not just giving people a kind of theory and it’s a webinar, but it’s a really practiced and practices observed in the moment, feedback and coaching. So, the group size will have to reflect that I think. But again, the people, a bit like Daroch, for example, who’s on the call now is an executive coach. And, you know, we’ll try to encourage people like Daroch to come in and give us that feedback, will be able to guide us on size and duration as well from their own experience. Good question. Around translation, we will move the Career Motivator report into multiple languages in the new year. At the moment it will stay in English, so there’s just some additional translation required. In other languages around that motivator before we can release it. And it does take a little bit of time to get across our 38 languages. Such great questions from everyone. I love this. Does that answer some of your questions? I mean, as a distributor in China, obviously will be coming back through our distribution network to talk through that a little bit more clearly. Oh, certainly. Certainly, I think very good answers. And, you know, the additional piece of information assurance given by Jessica is also, you know, very useful. Thank you. Appreciate it. Well, thank you for coming along today. Very good. So, thank you very much. Jessica, thank you, everybody, for calling. Thank you for the questions. Recordings of this session and previous sessions and all the other sessions that you may have missed will be on the My page booking site that we’ve been using there available for the next 30 days. And then we’ll be moving components of those onto our Support Centre as well. Career Motivator session is also being recorded. That’s on Friday at lunchtime GMT. So for those people who are on the side of that may be a bit late or a bit early. We’ll be offering people access to the career motivator report. If you’re a practitioner now, you’ll be able to get access to that on your account. We’re giving people free use of that report. So, we can embed it, and obtain a little bit more feedback, and then we’ll be turning it on as a purchased product in the new year. But we’ll give you plenty of warning around that as well. But otherwise, Thank you so much. Thank you for your time. Have a lovely evening. Have a lovely morning. Afternoon, wherever you are and hope to see you on the Facet5 Live sessions. Thank you, everyone.