A brief theoretical consideration: Coaching & Counselling
The distinction between coaching and counselling in organisational psychology is very complex and not a straightforward issue. When discussing career, coaching and counselling are not always distinguished interventions as it is considered that personal and professional domains are often inter-dependant and overlap. In the contrary, career choices are not made in isolation and without consideration of wider life factors. Kidd (2006), suggests that career choices include non work elements such as age, life stages, family situation that might affect those choices. Nathan (2006), ranks several interpersonal issues occurring in career counselling while Gysbers and Heppner (2009) support the argument that career counselling shouldn’t even be distinguished from life counselling, but can be considered an extension of it.
However, depending on the nature of issues raised by the client and the aim of the coaching/counselling, some theories are more appropriate than others in guiding counsellor’s/coaches support to the client.
Coaching is a goal & action oriented activity and is focused on the future choices. The primary aim is to change a behaviour and improve skills in order to attain personal or organisational goals. It is focused on the present and the future, and the organisational improvement is often a goal in itself. Data is collected from the organisation or different organisational sources, the neutrality of the coach and confidentiality are complex issues etc.
Coaching has also been described as being inspired by sport coaching, where performance improvement and goal attainment are main objectives. To this end, theoretical approaches to coaching are driven by those fundamental goals of coaching. For this reason, we find Motivation Theories (inspired by Maslow 1943, Herzberg 1956 – Hygiene Factors), Goal Setting Theory (Lock & Latham 1984), as well as coaching models based on Solution Oriented Therapy, or Systemic Therapy (in case of organisational coaching), as important contributors for coaching.
Counselling is often applied to individuals in a clinical setting but also in educational setting (with students) or at work environment (with employees, i.e. Development Centres) as described by Kidd, 2006. Depending on the setting it takes place, counselling may involve a different process and have different objectives. In a clinical setting, typically clients are offered support in a broad range of life and work aspects. In an educational setting, career counselling would be focused on aiding students to make their further educational choices, enter the job market etc. In the work setting, where employees are supported in their career development, interventions are focused on assessment, profiling, matching, facilitation of reflection and career related decision-making. To do this, practitioners may find useful theories such as Personal-Environment fit theories (Parson 1909, Roger’s 7Point Plan, Holland’s Theory of congruence).
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