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Jeg hjælper virksomheder med at fastholde og motivere deres ledere og medarbejdere og skabe målbare resultater gennem strategisk karrierecoaching.
Mine coachingforløb er målrettet alle niveauer i organisationen – fra nye talenter til erfarne ledere.
Det handler om at skabe tydelige karriereveje, styrke personligt lederskab og sikre, at den enkelte kan udnytte sit fulde potentiale i en travl og kompleks hverdag.
Hvad får jeres virksomhed ud af karrierecoaching?
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Større medarbejderengagement og trivsel
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Klarere rolle- og karriereforståelse
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Stærkere ledelseskompetencer
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Højere fastholdelse af nøglemedarbejdere
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Bedre udnyttelse af talent og ressourcer
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Mindre stress og konflikter i hverdagen
Hvordan jeg arbejder
Min tilgang kombinerer professionel coaching og moderne karriereudviklingsmetoder.
Hvert forløb tilpasses virksomhedens behov og kan omfatte:
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Individuelle coachingforløb for ledere og medarbejdere
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Karriereafklaring og udviklingsplaner
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Talent- og styrkeprofiler / Karrieremodellen, Decision Dynamics / JTI, Jungs Typologi / E-Stimate
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Sparring på strategiske karrierevalg
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Workshops for teams
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Udvikling af Karriereunivers
Welcome
to the course Career Coach for employees in the organization
Upgrade Your HR to work successfully with Career and Competences
It is important to have the right employees on board. Therefore many organizations and companies educate employees who can handle dynamic, targeted and developing career coaching conversations internally.
Successful career coaching conversations give managers and employees the opportunity to develop their careers within the organization, while ensuring a strategic, continuous development of competences.
Offering successful career coaching internally therefore means that someone must be able to take care of the coaching dialogue, which is about how careers can be developed in the organization and how the individual manager and employee can put themselves into into a position to bring the best of their working wishes, development and use of competences to the table.
Career Coach Course
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The course is held over 2 days from 10.00 - 15.00 both days
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1 Individual personal career coaching meeting / 1.5 hours
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1 Follow-up Group Session / 2 hours
Material
Before the course, the participants will receive preparatory material (11 selected questions) and a link to a validated Career Test, the Career Model, Decision Dynamics, which will be reviewed at the individual, personal career coaching meeting of 1.5 hours.
In addition, the participants receive the book Succesfuld Karrierecoaching (274 pages), (e-book) which is written on the basis of more than 9000 individual sessions and 1000 workshops and courses in career coaching and advice, as well as a Career Coach guide.
Date
Dates for holding the two days of the course as well as the group follow-up session are agreed with the company. The date of the individual Career Coaching meeting is agreed individually with the individual participant.
Price
The price is negotiable and depends on the number of participants.
Questions
Do you have questions about whether the course will be relevant in your organization, you are very welcome to contact me on cell phone 40502950 or write to me at barbara@scheelcph.dk
Information
In order to hold professional career coaching interviews, companies and organizations train employees in HR as well as selected managers to conduct professional, constructive and development-oriented career coaching interviews with managers and employees. Get more information about the course.
Career Coach Course, Content
Career coaching is about creating space for an open and honest dialogue about career dreams, where the individual's life, well-being and balance are in focus.
On the course, the participants are introduced to concrete methodologies and tools in the career coaching and counseling process, including how a successful Career Coaching course is structured from A to Z, which confidentiality principles are used, and which processes and tools should be used, so that the people being coached and advised, get the greatest opportunity to convert talent, competences, resources and potential in the company and in their career.
In addition, the participants each receive a personal Career Profile Test, which provides a new platform to coach career culture, career trends and career development from.
The course also aims to up-qualify the participants to initiate a Career Culture or Career Trend in which the professional Career Coaching interviews can be held.
The course also aims to up-qualify the participants to initiate a Career Culture or Career Trend in which the professional Career Coaching interviews can be held.
This must help to;
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Ensure retention of the right managers and employees (the so-called critical competencies).
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Create and develop a well-functioning career culture in the organization.
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Increase the awareness of managers and employees about the organization's forward-looking strategy and the individual's career opportunities.
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Support the organization's strategic development by knowing about managers' and employees' dreams and motivation for their career path and use of skills.
It is important that the people (often HR) who have been given the task of coaching their colleagues, managers and employees in developing, the job, the career and thus the entire company, define a career culture that ensures that the career coaching, which is offered, has the right effect and leans on the company's values, reward culture and development strategy.
Career coaching interviews are not MUS!
On the course, work is done, among other things with the organization's goals, the so-called Purpose, from the Career Coaching Conversations in the Career Culture;
1. What is the organization's PURPOSE with the Career Coaching sessions?
2. What does the organization want the dividend to be?
3. What does the organization want to contribute?
4. Which strategy should Career Coaching accommodate?
5. What must the career coaching interviews contain? Concrete dialogue about career change internally? Externally? Personality tests? Salary? Dialogue about conflict with manager etc. employee? Personal problems? Offers on courses or educations?
6. Differentiation of career coaching interviews versus MUS?
7. How many meetings can be offered to each individual (time, resources)?
8. How should the offer, Career coaching, be implemented?
9. What role should the Career Coach have?
10. What is the organization's 'career policy?'
11. Developing a strategy that ensures the deeply confidential 'space' that Career Coaching is.
Career coaching is not Life Coaching, but coaching in a very specific context and with a clear and targeted purpose. Career coaching is about creating space for an open and honest dialogue.
Why coach Career Dreams?
Turning dreams into Reality and Profit
No one wants to stay in a company where you are not allowed to contribute with your talent and ideas. Then you will find a new job - for sure!
Critical skills are in demand. Headhunters move skills from one company to another. No one wants to stay in a company where you are not allowed to contribute with your talent and ideas. Then you will find a new job where you can develop your career.
In most organizations and companies, the employee development interview, the so-called MUS, is the interview where the employee's next career development step can be discussed. HR experts state that it is important for the value of the interview that there is a clear goal with the interview. This is not always a reality. The confidential MUS is often experienced as a waste of time*
Most employees would rather hold a meeting that is specifically about the future of their career.
In collaboration with the analysis institute Wilke, the member organization Krifa has asked a representative sample of Danes about their attitude to MUS.
*The results show i.a. that the Danes call MUS a waste of time:
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43 percent respond that MUS does not give them value
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27 percent call MUS a gossip a gossip
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53 percent experience to a small extent/not at all that MU conversations develop them professionally
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32 percent lack focus on development opportunities, 23 percent on future work tasks and 21 percent on well-being
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More than one in three - 37 percent - feel that their manager does not take the MU conversation seriously.
*obtained from Krifa's website/ Article 27/7-2021
But it doesn't have to be a waste of time - on the contrary! You can test the employees' career dreams before the meeting, and gain knowledge and know-how that creates the basis for the interesting and developing conversation - in other words; a useful dialog!
A dialogue with a focus on what the employee dreams of working as and with, and a dialogue with a focus on which preferences the employee has in relation to his future career aspirations. A dialogue about what the employee would like to do next, what ideas he/she has in relation to the development of the company - and himself. A dialogue that is about finding out which factors are needed in order for the employee to thrive best and thus contribute to the company's development.
Companies drop the employee development interview (MUS), - instead they invite the employees to one-to-one conversations or specific career development sessions.
Why Career coaching?
No one wants to stay in a company where you are not allowed to contribute with your talent and ideas. Then, for sure, you will find a new job.
Critical skills are in demand. Headhunters move skills from one company to another. No one wants to stay in a company where you are not allowed to contribute with your talent and ideas. Then you will find a new job where you can develop your career. Professional career coaching is one of the methods to find your dream job.
In most organizations and companies, the employee development interview, the so-called MUS, is the interview where the employee's next career development step can be discussed. HR experts state that it is important for the value of the interview, that there is a clear goal with the interview. This is not always a reality.
The confidential MUS is often experienced as a waste of time. Therefore, more and more organizations and companies offer relevant, dynamic and professional career coaching sessions to their managers and employees.
Why coach Career Dreams?
Turning dreams into Reality and Profit
No one wants to stay in a company where you are not allowed to contribute with your talent and ideas. Then you will find a new job - for sure!
Critical skills are in demand. Headhunters move skills from one company to another. No one wants to stay in a company where you are not allowed to contribute with your talent and ideas. Then you will find a new job where you can develop your career.
In most organizations and companies, the employee development interview, the so-called MUS, is the interview where the employee's next career development step can be discussed. HR experts state that it is important for the value of the interview that there is a clear goal with the interview. This is not always a reality. The confidential MUS is often experienced as a waste of time*
Most employees would rather hold a meeting that is specifically about the future of their career.
In collaboration with the analysis institute Wilke, the member organization Krifa has asked a representative sample of Danes about their attitude to MUS.
*The results show i.a. that the Danes call MUS a waste of time:
-
43 percent respond that MUS does not give them value
-
27 percent call MUS a gossip a gossip
-
53 percent experience to a small extent/not at all that MU conversations develop them professionally
-
32 percent lack focus on development opportunities, 23 percent on future work tasks and 21 percent on well-being
-
More than one in three - 37 percent - feel that their manager does not take the MU conversation seriously.
*obtained from Krifa's website/ Article 27/7-2021
But it doesn't have to be a waste of time - on the contrary! You can test the employees' career dreams before the meeting, and gain knowledge and know-how that creates the basis for the interesting and developing conversation - in other words; a useful dialog!
A dialogue with a focus on what the employee dreams of working as and with, and a dialogue with a focus on which preferences the employee has in relation to his future career aspirations. A dialogue about what the employee would like to do next, what ideas he/she has in relation to the development of the company - and himself. A dialogue that is about finding out which factors are needed in order for the employee to thrive best and thus contribute to the company's development.
Companies drop the employee development interview (MUS), - instead they invite the employees to one-to-one conversations or specific career development sessions.
Why coach Career Dreams?
Turning dreams into Reality and Profit
No one wants to stay in a company where you are not allowed to contribute with your talent and ideas. Then you will find a new job - for sure!
Critical skills are in demand. Headhunters move skills from one company to another. No one wants to stay in a company where you are not allowed to contribute with your talent and ideas. Then you will find a new job where you can develop your career.
In most organizations and companies, the employee development interview, the so-called MUS, is the interview where the employee's next career development step can be discussed. HR experts state that it is important for the value of the interview that there is a clear goal with the interview. This is not always a reality. The confidential MUS is often experienced as a waste of time*
Most employees would rather hold a meeting that is specifically about the future of their career.
In collaboration with the analysis institute Wilke, the member organization Krifa has asked a representative sample of Danes about their attitude to MUS.
*The results show i.a. that the Danes call MUS a waste of time:
-
43 percent respond that MUS does not give them value
-
27 percent call MUS a gossip a gossip
-
53 percent experience to a small extent/not at all that MU conversations develop them professionally
-
32 percent lack focus on development opportunities, 23 percent on future work tasks and 21 percent on well-being
-
More than one in three - 37 percent - feel that their manager does not take the MU conversation seriously.
*obtained from Krifa's website/ Article 27/7-2021
But it doesn't have to be a waste of time - on the contrary! You can test the employees' career dreams before the meeting, and gain knowledge and know-how that creates the basis for the interesting and developing conversation - in other words; a useful dialog!
A dialogue with a focus on what the employee dreams of working as and with, and a dialogue with a focus on which preferences the employee has in relation to his future career aspirations. A dialogue about what the employee would like to do next, what ideas he/she has in relation to the development of the company - and himself. A dialogue that is about finding out which factors are needed in order for the employee to thrive best and thus contribute to the company's development.
Companies drop the employee development interview (MUS), - instead they invite the employees to one-to-one conversations or specific career development sessions.
Grow Your Vision
Reference
Barbara is continuously demonstrating a high insight in her areas of expertise, she is always relevant and she is able to challenge and develop you to increase your impact and your career management tools.
Barbara is not just doing her "job", she is dedicated, resultdriven and truly wants to make a difference for her customers and participants.
If you want results, I would definitely choose Barbara.
Kirsten / HR Director
Reference
Udviklings og Forenklingsstyrelsen
It has been a really good experience to participate in Barbara's career coaching course.
Over several days, we have gained a broad knowledge of the field and gained many new eye-opening insights - both about our own careers and about careers in general.
In addition, we have received good support to use career coaching in our own organizational context with clarification of frameworks as well as a concrete question guide.
We have greatly appreciated Barbara's help, and it has served as a solid foundation for bringing it into play in our own organization.
Purchase of book
Buy my e-book Successful Career Coaching, and get over 274 pages filled with inspiration and over 50 tasks, exercises and methods that you can use immediately directly in your coaching conversations and sessions.
Successful Career Coaching
274 pages.
*Price Dkr. 250,- incl. VAT.)
Enter your name and email address.
The book is paid by:
MobilePay / 40502950
or via bank transfer to
Bank account: Reg. no. 6490 / Account no. 0002036256
The book lands in your mailbox together with a receipt and trading conditions when the money has been transferred.
*If you are a customer of scheel copenhagen, the e-book costs DKR 150,- incl. VAT.