Setting development goals

The quality of objectives formulated for a given development process is one of the key success factors in the planned change. Career Coach’s task is to direct the conversation about the goals in such a way as to give them the right time perspective, set them on the real needs and aspirations of Coachee, thanks to which Coachee has a chance to launch its full potential for their realization during and after the process.

Time perspective 2-3 years: ASPIRATIONS

Example questions to talk about aspirations:
  • What do you want to achieve professionally in 2-3 years?
  • What is your developmental aspiration?
  • What do you want to be, in your professional role?
  • What is important for you in this respect?
  • What will it give you in your career development? Competence development?
  • What will be possible, how will you achieve it?

Perspective of 1 year: CAREER COACHING PROCESS

Example questions to talk about your goals for the coming year:
  • What do you want to achieve in the coming year?
  • How will you know that you have succeeded?
  • After what else? And more?
  • What will be your inner success?
  • What should the environment see?
  • How will it affect your business?
  • How can you save your goal now? What are the measures of success?

Development goals should always be written down. The need to include objectives in words requires thorough consideration and precise formulation, which significantly influences their accomplishment during the process.

Materials to download

Course of the 1st session

Structure of a coaching conversation

Presentation after 2nd module

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