ABSTRACT
Life and career planning within the context of a coaching intervention is offered to employees across a range of different situations. For example, when the employee wants to move on but is unclear about which direction or what their strengths and talents are, or when the prerequisites at work shift due to organisational changes. It might also be offered as part of an outplacement process. The results of an enhanced self-knowledge and a career planning programme provides the person with better possibilities to evaluate different alternatives and their possible outcomes. An evaluation in a major Swedish organisation showed that 46% initiated some kind of work-related change within 1–6 months after completing the programme. On an organisational level, it develops the organisation in that employees are considered to be more adaptable to change, the dialogue between management and employees improves, and employees are strengthened by it.
