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A Progressive, Flexible Roadmap to earning the Dual Certification
 
 
 
 
 
 
 
After you have completed the Transformative Core Training for Professional Coaching, we provide an add-on module applying the transformative principles in career coaching. 
 
 

 

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    Module A: Conceptual Framework for Career Success

    The pursuit of happiness is an important goal for many people. However, surprisingly little scientific research has focused on how happiness can be increased and sustained in career transition coaching. Many people are quite accomplished in their chosen fields. However, simply having these achievements does not necessarily lead to career success. 

    This module provides an empirical basis for career coaching, by examining the conceptual framework on the psychology of work and how the science of Positive Psychology can enrich approaches to career guidance, development, and transition.

     
    Part 1 Career Matter: Leveraging on Positive Psychology
    Working toward a fulfilling career is a long-term, continual development process. When you fail to intentionally become something, you unintentionally become anything, and that “anything” often leads to significant unhappiness. Helping you align your intention with your value and purpose is key to finding fulfilment at work. Using the PERMA model of flourishing, we explore the principal determinants of career success and discuss how the model can support you in finding alignment and achievement.
     
    This series of learning includes the following: 
    ● Understanding the Science of Happiness at Work
    ● Defining and Measuring Career Success
    ● Applying the PERMA Model
     
    Part 2 Increase Adaptability Competency 
    It is no surprise that, in a constantly changing world, adaptability is a crucial ingredient for career success. The “adaptability competency” means having flexibility in handling change, juggling multiple demands, and adapting to new situations with fresh ideas or innovative approaches. Applying self-efficacy theory as part of the coaching process can help develop, improve, and enhance your adaptability competency.
     
     
    Part 3 The Role of a Career Coach
    As Career Coach, we take on multiple roles in helping our clients map their career development and pathways.  In this section, we take a closer look at these roles and how the science applies to them - being a successful and effective career coach and helping our client to find career success and satisfaction.
     
    Career Compass   Partner with clients to gain insight of self and focus on the client’s cause
    Career Capital   Partner with client to review their internal assets and explore what are their available social capital resources
    Career Capability   Engage the client to stand boldly and moving forward to build their possible career

     

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    Module B - Mastering the Career Coaching Competencies

    In mastering career coaching competencies, it is essential to be able to infuse/display the understanding of career development theories and the skilful applications of career development tools. Your coaching process is the foundation of your ability to help clients. Therefore, in this module, we will integrate career development theories, models, and tools into a coaching framework, to prepare coaches for a robust and effective coaching process.

    Part 1 Coaching Model and Framework for Career Development
    Career Development Models and Frameworks is the science that makes a career coaching process framework robust. By integrating career development theories into the coaching process, this will ignite an emerging mindset and create a generative change.  
    ● Traits and Factors Theory 
    ● Developmental Theory 
    ● Transitional Theory 
    ● Postmodern Theory 
     
    Part 2 Assessment Tools / Psychometric Tool
    Career Assessment Tools play an important role in any career coaching process.  They act as a catalyst to gain self-awareness, an approach that’s backed by scientific credibility.  A good understanding and application of the theory and components supporting the tools will be crucial in your coaching process. In this part, we will explore:
    ● RIASEC tool 
    ● Career Adapt-Abilities Scale 
    ● Career Projector
     
    Part 3 A Dialogic Coaching Process: Helping Skill for Career Guidance
    Most career coaching conversations are geared towards a dialectical method.  However, to manage more sustainable change, it’s preferable to have a more dialogic coaching process, invoking a search and understanding of the self as well as the situation. In this module, we will be leveraging CMA's ACC framework, integrating career development theories, tools, and models into a dialogic coaching process.  
    ● Challenge and ignite the innovation, creativity and innovation of the client 
    ● Address the impact of and provide help with the management of job loss/transition

     

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    Module C - Integration
    A deeper discussion and study to integrate the concepts and processes of a dialogic coaching conversation is very much needed, to create understanding and develop competencies.  In this module, we will facilitate discussions and learnings using case studies, in the application of an ACC conversation 
     
    Part 1 Application of the ACC Conversation for Career Coaching
    Special attention on how to keep people making progress while developing the next steps after they achieve their goals, as well as how to inspire them to take on new challenges and look to the future with excitement and enthusiasm.
     
    Part 2 Case Study
    Uniquely real-life case studies in career coaching, commonly encountered by career coaches, to facilitate learning and proficiency in coaching competencies.

     

     


     

 

To receive the Global Career Development Facilitator certification, you only need to complete 106 hours of online training.

This can be done entirely at your own pace and schedule.

 

 

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    Module 1 Workforce and Career Development History
    • Define workforce development and how it differs from education and economic development
    • History and structure of the workforce development system
    • Role of the career services provider
    • Intake interviews
     
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    Module 2 Ethics and Career Services Provider
    • Definition and importance of a professional code of ethics for career services providers
    • Methods for deciding if a career services provider is operating within the scope of their training and job responsibilities
    • Ethical decision-making strategies
    • Personal and professional values impact ethical decision-making
    • Process for ethical decision-making
    • Role boundaries in ethical decision-making
     
     
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    Module 3 Career Development Theory
    • Review key career development theories, models, and techniques and apply them to the client you serve
    • Define terms: Occupation, Job, Career, Career Development, Career Counseling, Assistance, Guidance & Planning Process
    • Steps in the career development process
    • Understanding the importance of career choice and development theory 
    • Limitations of career choice and development theories
     
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    Module 4 - The Role of Career Assessment in Career Planning
    • Review the role of assessment in the career planning process
    • The relationship between career development theory and assessment
    • General guidelines for the appropriate use of assessment techniques and list ways to select and use them
    • Ethical considerations when using assessment instruments
    • How assessments can be used by career services providers
    • Types and uses of formal assessments
    • Characteristics of formal assessments: Validity, Reliability & Bias
    • Types and uses of informal assessments
    • Characteristics of informal assessments: Subjectivity, Time, Interpretation & Unproven reliability
     
     
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    Module 5 - Providing Career Services to Multiculture Population
    • Dimensions of diversity and multiculturalism that exist in the workplace
    • Attitudes toward diverse populations
    • Importance of multicultural awareness for a career services provider 
    • Characteristics that a culturally competent person uses in working with multicultural populations
     
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    Module 6 Job Seeking and Employability Skills
    • Components of the job search process 
    • Portfolio method for organizing self-knowledge for a job search
    • Importance of a business/ employer perspective for job seekers
    • Hidden job market and how to access it
    • Networking
    • Effective use of social media and building a personal brand to enhance a job search
    • Informational interviewing and describe how to conduct an informational interview
    • Advantages and disadvantages of other job search strategies
    • Purpose of a resume and effective resume writing approaches
    • Job interviewing process and successful interviewing techniques
     
     
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    Module 7 Career Planning Service
    • Important of planning and designing career development programs
    • 12 steps of the program development process
    • Importance of evaluation and continuous improvement
     
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    Module 8 Training and Leading Group
    • Prepare for and deliver career development services to groups
    • Ways that career services providers work with groups
    • Characteristics of an effective group leader
    • 4 ways to create an optimal learning environment for groups
    • Learning styles that will affect group facilitation strategies
    • 8 popular methods of training and leading
    • Common problems that can occur in group settings and offer possible solutions
     
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    Module 9 Career Development for Clients with Disabilities 
    • Potential barriers to employment for job seekers with disabilities
    • Differentiate between the major disability types
    • Basic etiquette considerations when delivering services to clients with disabilities
    • Reasonable accommodation process in service delivery and employment.
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    Module 10 Career Development Services for Clients who are Justice-Involved
    • Potential barriers to employment faced by individuals who are justice-involved upon release from prison or jail
    • The importance of retention and the role it plays in service delivery
     
     

     


     

 

 


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