“I never cease to be amazed at the power of the coaching process to draw out the skills or talent that was previously hidden within an individual, and which invariably finds a way to solve a problem previously thought unsolvable.”
-John Russell, Managing Director, Harley-Davidson Europe Ltd.
We generally connotate developing countries as sovereign states with a less developed industrial base and comparatively low Human Development Index (HDI) in contrast to the developed countries. In terms of classifying developing or establishing countries, we categorically focus on the income groups, the market and economic growth, its measure and concept of development imbuing industrialization, the standard of living, freedom of index, life expectancy, gross domestic product per capita, the rate of literacy, and others.
Career Coaches and HDI’s
Throwing light on the one transcendent facet that manifests a country’s human capital is the Human Development Index. HDI is the static composite index of life expectancy, education, expected years of schooling once entering the education system, and per capita income that is used to rank countries into four tiers of human development. A country’s higher HDI delineates the higher lifespan, higher education level, and higher Gross National Income (GNI) per capita.
Human capital is the sum collective by the people of the country through their education, training, skill set, intelligence, and health that determine the development of a country. Now the right skill set will guide the development of a country and how to know that precisely is still an inquisitive nut to crack.
In a pool full of career options people are unaware of effective career preferences and land up choosing the prevailing popular jobs. Well, it’s not the appropriate strategy to take one of the predominant decisions of your life, your career. Where the bandwagon of competitors are burgeoning only certain sectors leaving the space for others to explore, gaining the right skill in such cut-throat competition is a must to not being ground up in an uninterested job. Here the career coaches kick in to steward the foundations of developing countries.
The Pitfalls Faced by Developing Countries due to the expanse of Wrong Career Choices and Covid-19
1. Job Satisfaction at Workplace
A Covid 19 related study (Arora & Vyas, 2020) poses that managers are highly dissatisfied with the perception of accomplishment and tend to look for more meaningful work as they grow old in a similar system, it might have subjected to the drastic shift in the work from home setup. It carried with a humdrum monotonous schedule by each passing day, where team members are least looking forward to the advancement due to the unprecedented loss from the uncertainties of the jobs in IT sectors.
Recommended Read – Future of Career Counselling in Post Pandemic Era
Edwin A Locke’s range theory (Edwin A. Locke, 1976) delineates satisfaction in a category of a discrepancy between an employee’s desire from the job and the outcomes from it. The theory further sufficed the aspect of values given to a discrete facet of work, exemplified by (the degree of autonomy in a position) that proportionally moderates the satisfaction and dissatisfaction when the predisposed expectations are/aren’t met according to one’s perception. When an individual values a prominent facet of a job, the degree of satisfaction impacts both positively, and negatively according to the fulfilment of one’s expectations.
2. Workplace Stress as a Predominant Facet
There is no one cause of stress in the workplace. Every worker is an individual with their professional and personal lives bringing different factors that may influence their reactions to conditions in the workplace. Employees proclaim the discrete variables dominating as anxiety-provoking stressors are deadlines, wrong career choices, interpersonal relationships, staff management, and Conflict resolution. The increased levels of stress by the exposure of above-listed stressors speculate a significant impact on the way people operate at and away from work.
The Job demand-control model (Karasek, 1979) highlights the height of strains and decision latitude collectively; demands and control. It sufficed as an assessment of stress and stress factors in the working environment. The requirements signify the height of strains established at work comprising pressure, difficulty, effort, work rate, and availability. These are the collective representation of psychological stressors in the working environment due to inefficient careers. The decision latitude connotates control that concerns the freedom of the employee to comply with his work. It is the management of duties and how they can be performed with competence through autonomy and decision-making authority.
Both the job requirements and management capabilities vary on a continuum and are responsible for psychological stress. The job requirement around pandemic is work from home imposing long working hours, constant deadlines, and less job control.
Career Coaches as the Torch Bearers
According to the Self-determination theory (Gagné, 2005), a macro theory of human motivation and personality that concerns people’s inherent growth tendencies and innate psychological needs. It is concerned with the motivation behind choices people make without external influence and interference. Self-Determination Theory, or SDT, links personality, human motivation, and optimal functioning. It posits that there are two main types of motivation—intrinsic and extrinsic—and that both are powerful forces in shaping who we are and how we behave.
Career coaches assist people in choosing what astounds best for the people in accord with their career based upon their aptitudes and cognitions. They help you reconstruct a change or take a drastic shift into the most fitting career opportunities with ease so you can adapt to a stress-free environment. Career Coaching serves in achieving a long-term career trajectory so the individual can excel up to its higher pursuance by achieving optimum job satisfaction. Career Coaches guide your consciousness through all sorts of milestones in career development.
Career coaches take training to score positive results and serve as a source of motivation by paving a path and tailoring their efforts towards an efficient outcome. A good career coach will address in a non-judgemental environment to reflect your capabilities and reinforce by crafting a proficient career plan, profile building, extracting job opportunities according to the recent trends that match your personality characteristics or personal fulfilment. That’s how career coaches take responsibility for comprehensive intrinsic and extrinsic development for the engagement of constant motivation and apprehension of the Human Development Index directly.
Conclusion
The International Certified Career Coach, a three-level proficient skill-building program provides access to a cutting-edge career counselling skill set coupled with real-world insight. It helps to gain knowledge based on multitudinous career options, psychometric testing, research skills using Mindler career planning tools, profile building, overseas education, career guidance tools, assessment, access to the Mindler Partner Platform, and more.
