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Counseling should be directed at getting the right people trained and developed at the right time to fill organization’s staffing needs. All employees covered by a career program are to be offered career counseling at least once a year, or when requested by the employee to assist in developing realistic career plans (Baruch, 2006). Career counseling should be a continuous process that meets the continuing needs of employees. Effective career counseling is dependent on your knowledge of the career management system.
Experts describe coaching as “on-the-job training.” On the contrary it’s a very special kind of training. It’s not what a co-worker might do when showing someone how the database is set up. It’s different from managing, too; it’s less about directing the work and more about helping someone succeed in their plans and goals, it’s about evoking Excellence in others, “it’s a way of working with people that leaves them more competent and more fulfilled so that they are more able to contribute to their organizations and find meaning in what they are doing (Snell and Bohlander, 2008).
Coaching is about building relationships and that takes time. For coaching to work well, it has to happen regularly. It’s important to remember to spend as much time coaching strong employees as weaker ones. Sometimes managers wind up concentrating on the employee who need remedial attention to the detriment of stronger performers who don’t seem to need any help. Managers must meet often with all the people they manage; individually and as a team so as to establish trusting relationships. These may be unplanned meetings to discuss a specific problem that has come up on a project or more formal sessions that are scheduled head of time
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