Consider this. . . how many clients have you worked with who need help with their careers? Navigating internal promotions, deciding what to do when they grow up, wanting to make a career change, needing to find a new job for various reasons. . . . Today’s workforce is mobile, restless–willing to change jobs every three to five years, and often ill equipped to create and execute meaning career strategies. Younger employees are more comfortable networking, however they often do not really know how to effectively network in a career move. Older employees are somewhat less tech-savvy and often believe their long work history will be a competitive advantage. And almost all employees we have worked with simply do NOT know how to properly answer “Tell me about yourself.”

Whether you ever want to actually write a resume, we believe a coach needs to have a few extra tools in their coaching toolkit to support a full range of client needs in the career space. From a market standpoint, career coaching is a lucrative business and relatively insulated from economic cycles. Most “career coaching” is not “pure coaching”— it involves a blending of “knowing” (expertise, training) and “not knowing” (coaching). Career Coaches move in and out of these roles to meet their clients’ needs. They are at various times consultants, trainers, mentors, or coaches.