Four Stage Model For An Effective Career Discussion

Four Stage Model For An Effective Career Discussion Note: Reference to “R” means Receiver of career guidance • Am I committed to helping R? • How do I prepare? • Whom should I consult? • Am I showing that I understand R’s concerns? • Am I tailoring the discussion to R’s needs? Setting up the discussion • Individual responsibility for career • Awareness of HR processes • Preparation Establishing trust • Agreeing a contract • Listening and empathising • Questioning and probing • Am I showing how R’s expectation and aspirations fit with the business? • Should I initiate the discussion? • What do I want from it? • Do I need to reflect on my skills and aspirations? • Am I being honest and open? • Do I understand how my expectations and aspirations fit with the business? • Should I draw on my own experience? • What constructive feedback can I offer? • How far should I challenge R? • What information does R need? Sharing Information • Information about self and situation • Exploring pros and cons of options • Questioning and probing • Setting direction Agreeing Action • How will I deliver what I have promised? • Concluding the discussion • Agreeing actions and any further contact • Am I asking the right questions? • Am I being open about my strengths and weaknesses? • What information do I want? • Am I clear about what I will do now? • Do I feel clear about the agreed actions and who is doing what?