Career Coaching Benefits

8️⃣ 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐨𝐟 𝐁𝐞𝐢𝐧𝐠 𝐂𝐨𝐚𝐜𝐡𝐞𝐝 𝐛𝐲 𝐒𝐨𝐦𝐞𝐨𝐧𝐞 𝐰𝐡𝐨 𝐂𝐚𝐫𝐞𝐬 𝐟𝐨𝐫 𝐘𝐨𝐮 It's great to see how happy this coach is when the gymnast performs well. Athletes who have a coach who cares for them and supports them are associated with the following benefits: 1️⃣ 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗮𝗻𝗱 𝗪𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 Athletes who receive high levels of social support are less likely to experience symptoms of burnout and report greater well-being (Defreese & Smith, 2014). 2️⃣ 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 Coach support accounts for up to 24% of the variance in performance. Rees et al. (2007) found that social support aided the performance of golfers. 3️⃣ 𝗖𝗮𝗿𝗲𝗲𝗿 𝗧𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻 Adams et al. (2015) found that social support was vital in helping junior athletes make a successful transition from junior to senior competitions. 4️⃣ 𝗦𝗲𝗹𝗳-𝘁𝗮𝗹𝗸 Zourbanos et al. (2011) found that coach support was related to positive self-talk among athletes. 5️⃣ 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝗔𝗱𝘃𝗲𝗿𝘀𝗶𝘁𝘆 Morgan and Giacobbi (2006) found that coaches helped athletes overcome adversity through the support they provided. 6️⃣ 𝗙𝘂𝗻 Smoll et al. (1993) developed a coaching effectiveness training programme to increase both supportiveness and instructional behaviours of coaches. Athletes who had been coached by individuals had received coach effectiveness training reported having more fun and were more attracted to playing in their team, compared to athletes who received coaching from untrained coaches. 7️⃣ 𝗘𝗻𝗷𝗼𝘆𝗺𝗲𝗻𝘁 Athletes who received positive coach support were more likely to enjoy sport (Scanlan et al., 1993). Positive support included coaches saying things to make the athletes feel good. 8️⃣ 𝗔𝗻𝘅𝗶𝗲𝘁𝘆 Fogaca (2021) developed an intervention that provided information for coaches on how to provide social support, and examined its effects on anxiety among the athletes. In particular, Fogaca provided coaches with information on how to identify signs of anxiety and depression. Further, the intervention provided coaches with advice on how to offer emotional support, where to access resources for mental health, and boost the self-esteem of an athlete. The intervention had a positive effect on reducing anxiety among student athletes.

Why integrated, data-driven coaching is the real secret to career and organizational success in 2025. For years, we’ve celebrated the “hero leader”—the charismatic individual who single-handedly drove change and success. But as we step further into 2025, new data and real-world trends are challenging this narrative. The executive coaching certification market is booming, projected to reach $11.72 billion this year. Companies with strong coaching cultures grow 27% faster year-over-year. 99% of professionals who receive coaching are satisfied or highly satisfied—and 95% would do it again. The message is clear: individual brilliance is no longer enough. What truly drives impact in today’s complex, hybrid, and AI-driven workplace is integrated, data-driven coaching—not just charismatic heroics. Here’s the shift we need to make: 1) Stop waiting to be the next “hero.”  Start building your coaching and development skills—and your ability to drive measurable, team-based results. 2) Leverage technology.  Use AI and data to track your growth, get feedback, and continuously improve. 3) Embrace integrated coaching.  Make coaching and development part of your daily work, not just a once-a-year event. Continuous learning and coaching are now career imperatives. Staying relevant means investing in your development—and making it measurable. Your legacy will be defined not by your individual achievements but by your ability to develop, empower, and measure the successes of your team. The future belongs to leaders and professionals who understand that real impact comes from empowering others—and proving it with data. Are you ready to move beyond the hero narrative and build lasting, measurable success in 2025? Coaching can help; let’s chat. #leadership #executivecoaching #upskill #careeradvice

Corporate jobs are dying. You just don't want to admit it yet. But the portfolio career is rising - and if you execute strategically, it delivers freedom with sustainable income. I've discussed how being a generalist within your organization makes you invaluable - connecting dots across teams and strategy. But this is fundamentally different. I'm talking about building a portfolio career independent of any single employer - based on your specialized expertise, proven outcomes, and professional brand. The future isn't traditional employment. It's ownership of your career architecture. From my experience in executive search working with elite leaders: those who've built genuine career security - with freedom, flexibility, and multiple income streams - all specialized early and narrowly. Nobody compensates generalists for high-trust, high-value work. You must be recognized for delivering one specific outcome. Master that, and everything else becomes scalable. Five portfolio career models: - Digital Products - Scalable courses, frameworks, templates (high upfront investment, significant long-term leverage) - Sprint Work - Two-week fixed-scope projects with defined deliverables (immediate revenue, repeatable) - Advisory Roles - Low time commitment, high strategic value (compensated for expertise, not hours) - Consulting - Deliver tangible outcomes, transition from projects to retainers - Fractional Roles - Part-time embedded leadership within organizations Critical principle: Establish recognition for one specific outcome. Then construct your service offerings around that expertise. Strategically combine models - perhaps one advisory retainer, one sprint project, and one digital product. This creates recurring revenue and prevents the feast-or-famine cycle that destroys independent careers. You don't need job security from a single employer. You need career security from diversified expertise. Sign up to my newsletter for more corporate insights and truths here: https://vist.ly/4bm9c #portfoliocareer #careeradvice #careerstrategy #consulting #futureofwork #executiverecruiter #eliterecruiter #jobmarket2025 #careeradvancement #fractionalexecutive #entrepreneurship

In 2025, the most in-demand jobs didn’t exist in 2015. So the question is—how are you future-proofing your career? Meet Sarah. She was a traditional marketing manager in 2015—crushing email campaigns, analyzing performance in a number of BI tools, and debating font choices and images for hours. Fast forward to today? Sarah now leads an AI-Powered Growth Pod! She doesn’t just track open rates—she's involved in training generative models to predict campaign performance, automate A/B tests, and optimize conversion flows before the campaign even goes live. She didn’t have a background in AI, or in tech for that matter. BUT she had a mindset for adaptability. Her secret? 🧠 She identified the trend and leaned in! 💡 She learned adjacent AI skills (prompting, automation workflows, zero-shot learning). 🤝 She networked with engineers and product managers, getting over her fear of 'imposter syndrome' 📚 She took one micro-course a month. Now? Recruiters are chasing her for roles that didn’t even exist 5 years ago. 📈 Quick stat: 85% of jobs that will exist in 2030 haven’t been invented yet. (Source: Dell Technologies & Institute for the Future) 😂 Scary but true: One executive told me, “I’m future-proofing by buying ChatGPT licenses for my team.” That’s like prepping for the electric car revolution… by handing out jumper cables. Here’s what I’d recommend to future proof yourself: - Pick 1 AI-adjacent skill that complements your current role. Learn it. Practice it. Talk about it. - Join one cross-functional project involving tech—be the glue between business and data. - Make curiosity your superpower. It’s not about mastering AI, it’s about integrating it into your workflow. Because AI won’t take your job...but the person who understands how to use it effectively, will. What’s one skill you’re learning this year to future-proof your career? Drop it below—we’re all building our 2025 toolkit. ⬇️ #CareerAdvice #AI #SkillDevelopment #FutureOfWork #ProfessionalGrowth #ReinventYourself

True diversity isn’t just visual—it’s intellectual. When we value different ways of thinking, we discover breakthrough ideas. I just witnessed something that completely reshaped my view on workplace talent. Imagine: A talented interviewer with Down syndrome redefining recruitment with keen perception and unique insights. Different minds driving innovation: 1) Microsoft’s bold move – Their neurodiversity hiring program started small but now includes hundreds of employees excelling in AI, cybersecurity, and software development.  One standout moment? A dyslexic coder identified a crucial flaw in an AI algorithm—one that had gone unnoticed by traditional teams. His unique pattern recognition skills led to a major breakthrough in efficiency.  2) The Interview that changed everything,: A recruiter with down syndrome conducted an interview that broke all conventional norms. Instead of following a script, they picked up on subtle cues, asked unconventional questions, and uncovered hidden strengths in the candidate that a traditional interviewer might have missed.  3) Why cognitive brain diversity wins– Research shows that teams with a mix of thinking styles solve problems 30% faster (Harvard Business Review backs this up! ). It’s not just about different backgrounds—it’s about fundamentally different ways of processing information.  Your next game-changer might be someone who doesn’t fit the standard mold. Did you know? SAP's Autism at Work initiative has created over 650 jobs worldwide, with neurodivergent employees excelling in software testing, data analysis, and cybersecurity. Their ability to recognize patterns and detect anomalies has significantly improved efficiency and innovation.  Are you still prioritizing "culture fit" over "culture add"? You might be missing out on your most innovative hire yet.  Who’s someone you know that shattered expectations? Follow Makarand Utpat for insights related to leadership, marketing and business. #hiringstrategy #hr #interviews #culturefit #candidates #diversity #inclusion #EQ

CAREER DECISIONS MADE SIMPLE Focus on what’s working, not what’s missing   Career decisions can feel overwhelming, especially when we fixate on what’s lacking—missing skills, uncertain opportunities, or past mistakes. But what if we flipped the perspective? Instead of asking what’s wrong, start with what’s already working.   Traditional problem-solving emphasizes gaps and weaknesses. But in coaching, the momentum often comes from amplifying what’s already effective. When we analyze what’s working—our strengths, positive past experiences, and existing opportunities—we create solutions based on success, not scarcity.   To use this approach 1️⃣ Identify small wins. Consider the last career decision that turned out well. What did you do that contributed to that success? What elements can you replicate now? 2️⃣ Leverage your strengths. Instead of focusing on weaknesses, ask: What am I already good at that can help me move forward? 3️⃣ Recognize what’s already in motion. Often, we overlook progress because it’s gradual. What opportunities, skills, or relationships are already in place to support your next step?   Many clients I work with experience decision paralysis because they focus on everything they don’t know yet. But clarity often emerges quickly when we shift the lens to what they do know and have done successfully.   Think about your next career move. Instead of asking What’s missing? ask What’s already working that I can build on?   Momentum doesn’t come from fixing every gap—it comes from leaning into strengths and progress already made. If you need a thinking partner, consider a coach: they can often facilitate this process in a single 40-minute session, providing confidence, clarity, and direction.   #CoachRisto #CareerPerspectives   #decisionmaking #solutionfocused  

Collaborating on Credentials The future of the workforce and the future of education lie in collaborative models where industry and academia work together to create relevant, practical learning experiences. Whether through advisory boards, design challenges and projects, or comprehensive microcredential programs, these partnerships are reshaping how we prepare talent for tomorrow's workforce. On a recent podcast, sie.ag/443UxN, I connected with Michael J. Readey and Christy Bozic, PhD, PMP, CPEM to discuss the transformative power of industry-academia partnerships. Together, we have been collaborating on credentials and sustainability to improve the circular economy digital mindset. Here are some insights we discussed that every education and industry leader should consider: The Traditional Model is Evolving: The "degree-only" mindset is shifting as we recognize the growing importance of continuous, skills-based learning. With the majority of credential-seekers being full-time professionals, the demand for flexible, targeted upskilling is clear. Industry-Academia Partnerships Matter: We must continue to invest in partnerships that bridge the critical gap between classroom theory and rapidly changing workplace demands. Together, we can enable faster identification of emerging skill needs and create timely real-world learning opportunities through immersive experiences. This provides learners with early and direct industry exposure. The Rise of Microcredentials: We're seeing a trend of professionals who actively seek, learn, and collect badges and microcredentials for career progression. Agile learning formats offer just-in-time education and experience for quick adaptation to industry needs, and flexible learning paths can address immediate and targeted skill application. Learn more about what hiring managers look for, how to build industry-relevant learning pathways, and what the future holds for collaborative academic-industry relations. I remember when I started in this industry, the focus was on how we could break down the walls between CAD and CAM. There are still walls between academia and industry we must break down. The collaboration we experienced with Michael, Christy, and the University of Colorado Boulder gives me hope for a new path forward. Listen to the full episode and share your perspective below: sie.ag/443UxN.

The data is clear - Our latest research proves that internships and other experiential learning opportunities are among the most significant predictors of early career success - benefiting the learners, employers, and colleges. Our analysis of Gen Z working professionals reveals a strong correlation between participation in hands-on learning and accelerated career progression, job satisfaction, and higher starting salaries—making experiential learning not just beneficial, but essential. Key Findings: Career Trajectory: Nearly 70% of Gen Z working professionals who participated in experiential learning during college report that their careers are progressing on track or ahead of expectations. Without Experience: By contrast, nearly half of those who lacked such experiences say their careers are moving slower than expected. Earning Potential: Experiential learners earn an average of $15,000 more per year, even after adjusting for industry differences—highlighting a substantial economic return on investment. Taken together, these findings underscore a clear conclusion: students who engage in internships, co-ops, or similar programs have a measurable advantage in the job market. They are more likely to receive job offers, land roles that meet or exceed expectations, and command higher salaries from the start. To learn more: https://lnkd.in/eEunbpPC National Association of Colleges and Employers #DataDriven #CareerOutcomes #ExperientialLearning #InternshipsMatter #GenZCareers #NACEInsights #WorkforceDevelopment #internships #earlycareers #earlytalent

Here’s some unconventional career advice I’ve picked up over the years and it’s made all the difference: 🟡 Say less in meetings. Ask better questions. People remember clarity, not volume. Listening is a power move. 🟡 Don’t take feedback personally—but always take it seriously. There’s usually something valuable in what you don’t want to hear. 🟡 People hire people they trust. It’s not just about skills—it’s about reliability, consistency, and how you make others feel. 🟡 Do great work quietly. Let your impact speak first. The loudest person in the room isn’t always the most effective. 🟡 If you’re the smartest person in the room… find a new room. You grow by surrounding yourself with people who challenge you. None of these tips came from a career coach, books, degrees, or formal training. They come from lived experience. From mentors. From mistakes. From moments that changed your thinking. Growth happens when you're challenged, not when you’re comfortable. None of this showed up in a career handbook. But all of it shaped who I am at work today.