It’s been a while since I made the time to write a blog post for Portfolio Career Connections, so it’s been a little neglected of late. This is in part because I’ve been busy delivering work (which is great) and in part because I’ve been reflecting on the purpose of the blog and who I am writing for. I’ve been considering the question “how does the blog align to other aspects of my work?” and “What will readers find of interest and what am I inspired to write?”
I’ve decided to focus the next few blog posts on the topic of healthy change and well-being. Managing our careers in a healthy way is at the heart of what I believe in and I want to do more research in this area. In the next few blog posts I hope to unpick what we might mean by healthy change and well-being, particularly in the career context.
In my Twitter profile I say that JS-Coaching is designed to communicate, coach and collaborate for forward-thinking and healthy change, leading to new ways of working and doing business. I’m going to expand on the healthy change bit of this aspirational profile and will be considering how coaching can lead to change which positively impacts on our well-being.
Through coaching conversations we can increase self-awareness and open up opportunities to make choices, either staying where we are or taking actions to develop and move in a new direction. I always get clients as part of this conversation to check in with how the decision or action will impact on their well-being.
Coaching can be facilitated in a number of ways, such as:
- self-coaching (individual reflective practice)
- peer-to-peer conversations
- manager as coach
- with a professional coach or mentor
More about what coaching is and isn’t in future blogs. But before we get on to that I’d like to share three areas of interest associated with coaching and well-being, which I am currently exploring:
1. Putting well-being at the heart of how we manage and develop our careers
If we do work in line with our interests, what motivates us, what we enjoy doing and aligned to what we are good at (our strengths), we are more likely to do well and be well. The critical balance for career success and well-being will be different for each individual and is likely to change at different life stages. How do we as an individual value well-being? What does it mean to us?
2. Enabling organisations to design work environments which put well-being at the heart.
In organisations where staff are not realising their potential and are not engaged in their work, both the individual and the organisation can get stuck in a situation where the “well-being” of the individual and the organisation suffers. How can we design projects, work processes, physical environments and coach individuals and organizations to move to situations where they are:
- Realizing potential
- Engaged in their work
- Moving forward and making healthy changes
- Looking after their well-being
3. Designing coaching projects, career development projects and university-to-business collaborative projects, which have the well-being of the individual and therefore of the organisation at the heart.
In forthcoming blogs I’ll be reviewing and sharing on this blog real experiences and projects I’ve been involved in to draw out key themes and patterns in the area of project design and well-being. I hope that this will be of interest to portfolio career connection readers.
Do share your thoughts or drop me a line with your questions on any of the above topics.