"My passion is helping my clients plan, prepare and succeed in an ever-changing dynamic labor market."
- Michelle L. Neal
Individual Career Consulting
A career coach is a discipline comprised of two similar but distinct tracks: coaching and counseling. The goal is to support people in making informed decisions about their career development and trajectory, as well as offer various tools that they can use—résumés, cover letters, LinkedIn profiles—to meet those goals. Although not all career coaches have clinical training, as I do, definitions of the field—and the work—may still vary among more conventionally trained coaches. In general, “coaching" tends to be a solution-oriented approach, which involves working with clients to see what concrete steps they can take to achieve career objectives. “Counseling,” however, is more process driven—you look at whether there are any behavioral, emotional or psychological issues that could be impeding a person's desired career ambitions. But the core virtue of career coaching is to help people assess their professional situations with a greater degree of honesty, curiosity, empathy and compassion.
The top three? That a well-done résumé is all you need to conduct an effective job search—and that career coaches will actually find you a job. There's also the popular notion that you only have to attend a single career-coaching session ... and your job challenges will be resolved. It actually takes about eight to ten hours of counseling for the typical client to begin internalizing the key benefits of coaching.
Sometimes, there are only so many self-help books to buy, career inquires to Google and U.S. News articles to read – as helpful as they are – before you need reinforcements. You know you need outside help from a career coach when you're stuck in any phase of the pipeline of bettering your career or changing it. Career coach can help you find a job or, more broadly, a career. They can support you while transitioning industries, starting a business, honing specific skills or performing better at work. But here's the thing: Some coaches are great at helping you, and others are totally winging it by Googling exactly what you're Googling. That's why you need to know how to find a quality coach, what to pay and what to expect from sessions – before you invest your time and money.
Literally anyone can call themselves a coach and that's why the most important thing is to do your research ahead of time to find the right coach. Start with recommendations from friends and colleagues, and do some Google searching to find the career coach who's right for you. From there, consider these factors:
"Good coaches aren't cheap." Coaching rates – – whether by hour, session or comprehensive program – vary dramatically and depend on the coach. Rates can vary from $90 to $200 (in person) per hour long session. Think of career coaching as an investment in yourself and your career. If the price tag for the investment concerns you, consider it all the more reason to research various coaches and choose the one who is right for you.
Workforce planning is grounded in its contribution to organizational performance. It provides management with a way to align the workforce with the business plan, and address current and future workforce issues. Workforce planning helps employers better:
The terms workforce planning and succession planning are often used interchangeably. Many books and articles also use the terms human capital plan and talent management.
Workforce planning requires cooperation and commitment from leadership. A workforce planning consultant can help all stakeholders within the organization work together to ensure overall success.
Strategic workforce planning looks at system-wide issues and strategies to:
The right management level at which to conduct strategic workforce planning depends on the size of the organization, how it is structured, and how programs are managed and budgeted. Most strategic planning occurs at the senior-leadership level. However, employers may also plan at the division, region, or program level. Employers should plan in a way that makes sense for their business.
Diversity means accepting, understanding and valuing differences among individuals. Having a diverse workplace gives your business ideas and innovations from a variety of backgrounds and cultures. Developing a diversity strategic plan for the workplace helps your company operate in a global marketplace. Setting diversity goals for your organization is the first step toward developing a strategic plan. The primary goal is your diversity mission statement, which should clearly communicate your commitment to diversity.
Objectives describe the measurable or observable results an organization expects to achieve related to a goal. They should also tell the organization how well its strategies and action plans are working.
For example, if the goal is to prepare the workforce for implementation of a centralized claims management model, the objectives may include:
Employers should test each objective against the following SMART criteria:
Michelle is invested in really listening to your story to help get to a true solution that is best for you. She is very knowledgeable of her business, inspires confidence, and requires accountability for the goals set, which is very helpful in getting results.
Michelle, Thank you for being my Career Transition Consultant as I moved from corporate America to starting my own company. Your unique experiences and juxtaposing attributes was key to moving me forward to my next venture.
Michelle played an integral role in my success during my job transition and I am grateful to have had her as a coach, mentor, and friend during the process. I landed a new job in my target field that advanced my career in new and exciting ways.
Michelle is a great person to work with for job transitioning. It wasn’t always about finding a new job. Michelle also provided strategies to help me not feel discouraged.