Implications for Job Seekers
Fewer jobs with more competition for those
Greater “churn” and instability
Changing nature of jobs
Greater difficulty getting noticed
Need to overcome biases
Need to navigate confusing online systems
and multiple social networks
Educate yourselves about. . .
Demand occupations and skill/education requirements
Education and training resources
Job search basics
Local job search/employment resources
Local employers, especially in occupations for which your
customers are qualified
With Job Seekers
Make employment a goal and an ongoing conversation
Connect to quality career/job search assessments, tools
Help job seekers monitor job search progress and
Find and share job openings & networking opportunities
As much as possible, facilitate the job seeker in developing
and implementing their own job search plan—do NOT act
as an intermediary with the employer if at all possible
If you work with employers. . .
Know the skills, education, qualifications of your population
Target employers who hire people with those qualifications
Discuss what they look for in potential candidates
Discuss recruitment/screening process
Partner with other agencies/organizations to develop
interventions to prepare job seekers for those jobs
Facilitate job seekers in accessing those jobs directly—direct
“job development” only as a last resort
If you do direct job development, refer only qualified
In developing interventions. . .
Connect to career pathways/ladders, not dead-end jobs
Develop/connect to career advancement/retention
strategies—from getting the job to keeping the job and
moving to new opportunities—especially for underemployed
Connect to ongoing education/learning/skill-building
Avoid activating negative stereotypes—both job seeker and
Teach them to fish!
What are you doing now?
What could you be doing?
Need to both respond to and go beyond today’s economy
Build individual resilience AND program/organizational
Will need to stretch ourselves if we want to go beyond
helping people to merely survive
Think “how could we make this work?” rather than “this will
Think “DIT” rather than DIY—co-creation!
Think “Experimental” and “perpetual beta”
How do we combat. . .
Isolation and shame?
Identity issues and stereotype threat?
Community bias and stereotypes?
People need. . .
Positive sense of identity
Sense of community/belonging
Sense of “control” and empowerment
Sense of purpose that’s larger than themselves
Use Positive Questions
What do you want MORE of in your life? How can you get it?
What are the very best things about you—your strengths and
assets? How can you use those in moving forward?
Think of a similar situation you’ve handled well. What made it a
success and how can you use that now?
Let’s list all your assets and resources. How can we use those
in your situation right now?
What steps could you take, no matter how small, that would
bring you closer to what you want?
Who handles this situation well that you could emulate?
From Case Manager to Coach
Move from hero to host.
Help clarify assets, strengths, resources—what we focus on
Facilitate decision-making through positive questions
Provide structure, tools for action and accountability
Facilitate the ActReflectAct cycle
Help people develop learning/growth mindset.
G.R.O.W Coaching Model
Goal—What do you want?
Reality—What is happening now?
Options—What could you do?
Will—What will you do?
Purpose: Provide ongoing accountability, ideas, support,
resources, trouble-shooting, learning.
Facilitated and co-created by members.
Staff provide structure, support, ideas
Focus is on:
Goals for the week
Benefits of Group Coaching
Increased probability of achieving goals
Distribution of obstacles
Collective wisdom and multiple perspectives
Diffusion of stress
Support & challenge