InsightsPOSTED March 15, 2019

2 Biggest changes in career coaching in 2019

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One woman coaching another woman

Before I got into coaching and training, I had a substantial PR career within PR agencies, banks, and eventually my own practice. I’ve seen changes the whole way through. But the disruption that occurs today is far faster, and more frequent. 

It doesn’t stop. It never will.

Technology changes, ways of doing things become obsolete, and even jobs and skills that didn’t exist just a few years ago, might today be the hot ticket to career opportunities.

Implication? This means that there’s a whole new way of navigating career (and organizational) success and wellbeing.

We must stay on our toes; be flexible and constantly be ready to pivot and reinvent ourselves. We must be resourceful, creative, and smart risk-takers. We need to have a healthy network, good personal habits, and learn to be hearty and resilient.

Communications practitioners – focusing only on developing skills related to their craft (profession) isn’t going to cut it in today’s VUCA world. We all need to constantly develop ourselves from the inside-out! Focus on growing both professional skills and personal skills and you’ll fare better.

BTW, for a bit more on this, I wrote a couple of related articles for the Globe and Mail and my blog (Are You Ready for the Innovation Economyand Add a Little ZIG ZAG to Your Career).

In my recent APEX five 5Qs , I outlined the two biggest changes I’ve seen in my work, as it related to your career:

  1. A new understanding of our “brains at work” and why that’s important for everyone at work
  2. How more companies are bringing coaching into their cultures – as an internal competency

Let’s start with the first — our lovely brains! When I became a certified coach in 2003, neuroscience wasn’t really a big part of that back then. Well, things have changed! We now have access to a fantastic, deep, and still evolving understanding at a very practical level of what happens at the neurochemistry level in our conversations, our thinking, and our experiences.

All this has huge implications for individuals and organizations.  Our efficacy and experience at work and in life depends on how well we can work with our brains and not against them!

You can’t manage what you don’t see.

It’s like we’ve been driving a car (our life) with blindfolds – but now we can see more of what’s happening which impacts how well we drive that car and/or respond to obstacles along the way!

Bringing a little (or a lot) of neuro-savvy to our work and lives helps us manage stress better; choose healthier behaviours; promote better relationship dynamics — and protect our ‘brain-ability’ and overall ability to do more of the good, creative stuff of life/work!

It also ripples into better teams/cultures and overall performance.

I now bring some of this neurosavvy into all my work and people really get it. It opens their eyes to new possibilities.

The second big change is that when one thought about coaching at the organizational level, it used to generally be companies hiring external coaches to coach their people.

This (thankfully) still happens. But what’s exciting, is that increasingly, organizations are recognizing the importance of developing coaching skills internally as a leadership competency, and often a cultural value for the full spectrum of talent. 

So, my work has also evolved, and I facilitate various learning and culture building experiences where people develop more ‘leader-coach’ skills. Super fun and meaningful to build great cultures. 

These five questions were contributed by Eileen Chadnick, founder of

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