Career coaching is crucial for personal and professional growth. Here’s why it matters:

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1. Clarity and Direction

• Helps individuals and teams define career goals.

• Provides guidance on career paths and opportunities.

2. Skill Development

• Identifies strengths and areas for improvement.

• Enhances communication, and problem-solving skills.

3. Increased Confidence

• Boosts self-esteem, self efficacy, and psychological capital.

• Prepares individuals for interviews, promotions, and negotiations.

4. Accountability and Motivation

• Keeps individuals on track with structured goals.

• Provides ongoing support and encouragement.

• Aids with leadership development 

• Provides objective perspective and space to draw new insights

5. Improved Job Satisfaction & Attitude

• Helps explore connection between personal values and interests with the mission, vision, and values of an organization

• Reduces job-related stress and burnout.

• Reduces quit intentions 

• Increases organizational citizenship behavior

In organizations, Training, Facilitation, and Capacity Building are essential processes that enhance and advance the knowledge, skills, and abilities of an organization's primary asset its workforce. 

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1. Training​

• Purpose: Improves job involvement, employee commitment and engagement, productivity, and innovation.

• Examples:

  • Sociotechnical supports

  • Leadership development

  • Compliance and quality performance education 

2. Facilitation​

• Purpose: Encourages collaboration, shared learning, engagement, and effective communication.

• Examples:

  • Team-building and cross agency workshops

  • Strategy and brainstorming sessions

  • Conflict resolution and restorative justice administration 

  • Relationship building, connection, community building and sense of belonging

3. Capacity Building​

• Purpose: Develops resilience, innovation, and self-sufficiency.

• Examples:

  • Strengthening organizational culture

  • Organizational change management

  • Community development initiatives

1. Organization

Refers to the structured arrangement of people, processes, and resources to achieve a shared goal. It involves planning, coordination, and management to ensure efficiency and effectiveness.

Key Aspects of Organizational Justice:

• Distributive - perception of fairness regarding resource and awards; maintenance of psychological contract 

• Procedural - perception of the application and quality outcome of policy and procedures 

• Interactional (Effective communication + dignity and respect) -perception of interpersonal treatment

  • Structure: Hierarchies, teams, and workflows.

  • Culture: Values, behaviors, and norms.

  • Processes: Decision-making, communication, and operations.

A well-organized entity—whether a company, community group, or social movement—ensures clarity, accountability, and sustainable growth.

2. Design Justice

Design Justice is an approach that centers marginalized communities in design processes to ensure fair, comprehensive, and socially just outcomes. It challenges traditional power structures in design decisions.

Key Principles of Design Justice (as outlined by the Design Justice Network):

• Identifying barriers for those who are most impacted: Communities that have historically been excluded.

• Challenging power structures: Addressing systemic inequalities in design and decision-making.

• Co-creation and participation: Involving communities in the design process rather than imposing solutions.

• Sustainability and accessibility: Ensuring long-term ethical solutions.

Intersection of Organization and Design Justice

Organizations can apply design justice principles by:

• Involving voices of those impacted in decision-making.

• Designing policies, services, and products that promote that work for all organizational members.

• Creating a sense of belonging and healthy work environments where all employees thrive.

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