“Conversation accelerates change when the people who are talking to each other are getting better—and I don’t mean human beings getting better at science and technology; I mean human beings getting better at being human.”
—Melinda French Gates, Author and Philanthropist
VIM Executive Coaching never represents itself as a “miracle worker service,” especially when it comes to career coaching. True, we get good results and have helped executive leaders to build successful careers, but we possess no magic wands or instant hacks to propel people into the executive suite.
We would not like to start your day on a sour note, but understand career coaching is a hands-on exchange -- a partnership proposition where coach and client must build a mutual platform.
Unfortunately, we are living in a time where quick and easy solutions, podcasts, courses and even books flood the shelves extolling the virtues of “the way to success.” Far too often, there are expectations that the exchange is one-sided.
Psychologist Marty Nemko, writing for Psychology Today, stated:
“It’s not surprising that many job seekers procrastinate. They’re just not motivated enough to push past the fear of rejection, embarrassment, imposing, and even of success…Procrastinating the job search is likely also if the job-seeker lacks the foundational value that being productive and self-supporting is non-negotiable, that being responsible is cosmically required.”
Doing the Work
Building a career, changing a job, switching fields, getting promoted, all of it requires the client to push through their fears and put in the work. It should be a given that “the student,” in the broadest possible terms, is committed to showing up to appointments, completing assignments, taking risks and pushing through anxiety and self-doubt.
Building a career is not always automatic or easy, nor should it be. The most successful executive leaders (despite the movie images) are not the brightest, cleverest, most well-connected or best educated. The most successful are those who put in the required effort.
However, the most successful career coaching partnerships are created when strongly committed, emotionally intelligent and experienced coaches actively work with clients. The client or student (and we are all students, regardless of age) should expect the coach to be there for them. Such an exchange can’t be handled through AI or listening to a “motivational speaker.”
Different Styles
The prestigious American College of Education recognizes, as do psychologists and coaches, that different types of students learn differently.
“Recognizing learning differences builds empathy, reduces stigma and helps create a more inclusive environment. When classrooms are designed with empathy, self-awareness and an understanding of neurodiversity, everyone benefits. Inclusive education is more than meeting individual needs…”
Is this applicable to executive career coaching? Absolutely. Tremendous executive leaders have come out of the so-called “labor pool.” Tremendous executive leaders have been dyslexic, neuro-diverse, disabled, highly introverted, failed at other careers, been previously terminated, and on and on.
Many of those potentially tremendous executive leaders are so psychologically beaten down they can’t imagine success.
A good career coach sees through it and past it. If the student (again, the widest possible interpretation) is willing to cultivate mindfulness and authenticity, the career coaching results can be meaningful. Beyond that, a “hidden gem” who is nurtured by an accepting and committed coach can bring their light to everyone in the organization.
All it takes is an effective partnership.