ABSTRACT
Career practitioners have always used frameworks to structure their exploration of client strengths and needs. Whereas early models tend to reflect a matching approach, current models are wider in scope and incorporate career management factors.
In this chapter, we briefly review a few frameworks and integrate a number of features to create the career management cycle. This framework encourages the coach to identify a client’s career management strengths and needs. Ideas and plans are still discussed, but the client is equipped to generate new ideas, manage change effectively and replan as required.
