Career · All levels
A self-paced programme for coaches, HR professionals and career advisers who want a repeatable method for career coaching.
Career conversations can feel important and still go nowhere. A client says they are stuck, underpaid, bored, overlooked or ready for something new. You listen, ask useful questions and offer ideas, but the conversation drifts between job search tactics, confidence issues, manager problems and long-term life questions. At the end, everyone feels heard, yet there is no clear agreement about what changes next.
The same pattern appears inside organisations. HR teams and managers are asked to support development, retention and internal mobility, but they often lack a structured way to hold the conversation. Career talks become annual review paperwork, a short chat about ambitions, or a list of training requests. The employee leaves without a plan, and the manager leaves without a clear sense of what to support.
This course exists to replace that drift with a method. You learn how to open a career coaching conversation, clarify the real request, work with identity and motivation, audit career capital, design a route forward and agree on a contract that gives the work enough time to matter. The focus is not on giving better advice. It is on creating a structure in which the client can think clearly and commit to action.
The programme is built for people who want to use career coaching in different settings: independent practice, internal HR work, management conversations, career consultancy and personal career planning. The lessons are recorded and self-paced, so you can study the method, pause on the practice briefs and return to the materials when a real conversation raises a new question.
By the end of the programme, you will have a practical toolkit for the situations career coaching is most often asked to solve.
Set expectations, boundaries and confidentiality before the work begins.
Help the client name what they want from the conversation and from the wider coaching work.
Move from opening and exploration to insight, options and a concrete action plan.
Explore what gives the client meaning at work and what keeps them stuck.
Notice patterns that distort career decisions without turning coaching into therapy.
Map skills, experience, reputation and relationships into a realistic development plan.
Structure conversations about role change, profession change, leaving employment or starting a business.
Shape the scope, price and rhythm of coaching work so the client can choose with clarity.
Speak about outcomes, confidentiality and measurement in language a business client can use.
The course follows a sequence that mirrors real career coaching work. First, you learn what career coaching is and where it sits next to advice, mentoring, consulting and therapy. Then you build the core skills: trust, request, contract, session structure and ethical boundaries. Only after that do you move into the content areas that make career work distinctive: identity, values, motivation, career capital, transitions and long-term agreements.
A central tool is the career capital audit. Instead of asking a client to invent a new future from nothing, you help them look at what they have already built: skills, sector knowledge, results, reputation, relationships and the conditions in which they work best. From that evidence, you can design a route that is ambitious and grounded. The same logic applies inside a company, where an employee's development plan should connect to real work, real opportunities and real constraints.
The second thread is the long-term contract. Many career conversations fail because they are treated as one-off events. The course shows how to shape a longer piece of work with clear stages, review points and a scope that matches the client's request. You also learn how to present and price that work without pressure, and how to explain the value of coaching to an organisational buyer.
The programme is delivered as a self-paced recorded course. Each module contains short video lessons, written explanations and practice briefs. The lessons are designed to be watched in sequence, but you can return to any topic when a client situation makes it relevant. There are no scheduled sessions to attend and no live group calls.
The recorded case demonstrations show the method in motion. You see how a career request is clarified, how a session is structured, how identity and values are explored, and how a longer contract is shaped. The demonstrations are not scripts to copy word for word. They are examples of decision-making: what to ask next, what to leave alone, how to keep the conversation focused and how to close with a clear agreement.
Practice briefs turn the lessons into usable skill. Each brief asks you to apply a tool to your own context: a client case, an internal employee conversation, a career transition scenario or an offer you want to package. You can complete them in writing, use them in peer practice or adapt them for your own notes. The course does not require you to bring live clients, and it does not promise personal supervision. It gives you a structured method to practise and refine.
Six modules take you from the foundations of career coaching to long-term contracts and organisational work.
Every element is designed to be used in real career conversations, not only studied once.
Short, focused lessons that build from foundations to organisational work.
Examples of requests, sessions, transitions and contract conversations.
Structured exercises for applying the method to your own cases and context.
A guided tool for mapping skills, experience, reputation and relationships.
A practical template for exploring meaning, motivation and limiting beliefs.
A framework for scope, stages, review points and pricing conversations.
A structure for presenting coaching outcomes to an organisational buyer.
Study when it suits you and return to the materials when a real case raises a question.
A good career coaching conversation does not produce a perfect five-year plan. It produces clarity about the next honest step. The client may realise that the problem is not a lack of ambition but a mismatch between their values and their current role. They may see that a promotion is possible but requires a different kind of visibility. They may decide to stay, leave, retrain, negotiate or start something of their own. The value of the coaching is that the decision is made with more evidence and less noise.
Inside an organisation, the same clarity has a practical effect. A manager can hold a career conversation without turning it into a performance review. An HR professional can support mobility and retention with a structured method rather than a general conversation about potential. A team can discuss development in a way that connects individual motivation to business needs, without promising promotions that may not exist.
The course keeps returning to this principle: the client is the author of the career, and the coach provides the structure. That is why the lessons spend time on questions, contracts, boundaries and review. When those elements are in place, the conversation can be both supportive and honest. It can hold uncertainty without collapsing into vague encouragement, and it can produce a plan without pretending that the plan will never change.
After the course, you will have a repeatable structure for career coaching work. You will know how to open a conversation, clarify the request, explore identity and motivation, audit career capital and agree on a route forward. You will also know how to recognise when a request needs a different kind of support and how to keep your role clear.
If you work independently, you will be able to describe your offer with more precision. You can explain what a career coaching contract includes, how long it lasts, what the client is responsible for and how progress will be reviewed. You can shape packages around real client requests instead of selling a vague number of sessions.
If you work inside an organisation, you will have language for discussing coaching with managers and business clients. You can outline a programme, explain confidentiality, describe the outcomes you will track and present the work as a practical contribution to development and retention. You will not have live observed practice, but you will have a method, recorded examples and practice briefs you can keep using.
Most learners use two to three hours per week for lessons and practice briefs. You can move faster or slower because the programme is self-paced. The suggested overall pace is three months, but the materials remain available after that.
No. The course starts with the foundations of career coaching and builds up to longer contracts and organisational work. Experienced coaches, HR professionals and managers can still use the later modules to sharpen their structure and offers.
After payment you receive access to the learning platform where the recorded lessons, worksheets and practice briefs are hosted. You can study from any device with an internet connection.
You can request a refund within 14 days of purchase. This gives you time to review the first modules and decide whether the method fits the work you want to do.
The lessons are recorded videos with written explanations and downloadable practice materials. The course also includes recorded case demonstrations that show the method in realistic career conversations.
You keep access to the lessons and materials after purchase. You can return to the modules when a new client case, internal conversation or career transition makes a topic relevant again.
No. It is a self-paced recorded programme. There are no scheduled live sessions, group calls or personal supervision included. The course is designed for independent study and practice.
The course includes practice briefs and recorded case demonstrations. You are encouraged to apply the method in your own context when you are ready, but the programme does not provide clients or live observed practice.
Study the method, review the recorded cases and turn career conversations into a clear, ethical and repeatable piece of work.