"Intelligent coaching for optimum success and wellness" 
0203 086 9186  
"Intelligent coaching for optimum success and wellness" 
0203 086 9186 
If you want to feel in control and empowered about your career progression, read on to find out what you can do. You’re smart – so how can you tap into yourself to ensure you have the career you really want? 
I have interviewed and coached professionals at all levels for over 15 years and a deeper level of questioning by me has often revealed a common notion that one’s boss/employer is expected to put in place the steps required to further one’s career journey. The reality is that it is you that is in charge. It is you who can, and should, be active in your personal career progression whether you are a junior lawyer, a manager, teacher, partner, whatever your calling. 
At EVOLUTION, we can guide you on your career but action starts with you. Here are some frank, honest tips. If you consider them openly and give them the time they deserve, you’ll get closer to answers about the future you want. 
First and foremost, accept that it is in your interests to regularly invest time, and reflect, on where you are with your life and your career. It is time that will pay dividends throughout your working life. 
Can you say "I'm so proud to be working at X"? If you enjoy your job, you're fortunate. If you don't, be honest and act. See a respectable recruiter, engage a coach, research through LinkedIn and job sites, update your CV and put yourself out there. Or talk to the right people internally. Don't wait. 
Review your job every 6 months - is it evolving? Are you evolving? If so, that's great. If not, talk to your boss sincerely. 
Accept that it is your career, not anybody else's. In reality, this means it is up to you to develop your career. 
Know your market worth before discussing salary increases. Research is key. 
Talk to peers in similar roles at other companies. Ask yourself if you're developing at a similar pace or is someone missing out. Don't let it be you. 
“92 per cent judge coaching by external practitioners to be effective” 
That’s an impressive statistic from a Chartered Institute of Personnel and Development (CIPD) study asking organisations about their attitude and experience of workplace coaching, coaching aimed at bringing out the best in their people. That statistic is accompanied with a 92% response that coaching, when managed effectively, has a positive impact on the organisation’s bottom line. 33 large organisations including blue chip companies and household names took part in the study. I believe there is an important message in the figures. 
Coaching has been employed by private and public sector organisations as part of outplacement programmes for many years and the wider value of workplace coaching by “managers” is increasingly accepted. However, the overall rise of structured coaching as a contractual benefit to staff or as part of talent management and leadership programmes is still in its infancy, especially in the legal arena. As the global economy continues to emerge from recession we have already seen changes in how small and large organisations have had to adapt be it through mergers, reviewing existing operations, raise efficiency and results with less manpower and so on. 
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