Why most career coaching programs fail HR professionals (and what actually works)

After running career coaching programs specifically for HR professionals for years, I've learned what really matters when you are investing in your professional development. Whether you're actively job searching or preparing for your next move, here's what I've discovered makes the difference between a transformative experience and a waste of time and money.

Size matters

The magic number for group coaching isn't what you’d expect. After experimenting with different group sizes, I've found that 6 participants creates the perfect dynamic. It's small enough that everyone gets meaningful airtime during sessions, but large enough to generate diverse perspectives and rich discussions.

In larger groups, participants often become passive observers. In smaller groups, you miss out on the variety of experiences that make peer learning so powerful. When you're evaluating programs, ask about group size and how much individual attention you can expect.

Confidentiality

Here's something many programs overlook: most HR professionals exploring new opportunities are currently employed. The fear of word getting back to your current employer can prevent you from being open and honest during coaching sessions.

The best programs build confidentiality into their structure, not just their policies. This means having only one participant per company (and one participant per country), clear confidentiality agreements, and explicit guidelines about what can and cannot be shared. If a program can't articulate their confidentiality approach clearly, that's a red flag.

Aligned experience levels

Generic career coaching might work for some fields, but HR professionals face unique challenges. Your concerns about stakeholder management, business partnering, and navigating organizational politics are different from someone in marketing or finance.

Look for programs that attract participants at a similar career stage. When everyone is dealing with comparable challenges—whether that's moving from specialist to generalist roles, or stepping into senior leadership—the conversations are richer and the advice more relevant.

Flexibility vs. commitment

Life happens. You might get called into an urgent meeting or have a family emergency during a scheduled session. The programs that work best offer flexibility (like session recordings) while maintaining the expectation of active participation.

This balance ensures you don't fall behind if you miss something, but also creates accountability. If there's no expectation of engagement, you're essentially paying for expensive webinars rather than interactive coaching.

Progressive learning

The most effective career programs I've seen build on themselves. Each session should connect to the previous one, creating momentum rather than covering random topics each week.

This approach means missing sessions does have consequences for your learning, but it also means you're building skills systematically rather than collecting disconnected tips and tricks.

Your career investment

When evaluating any career coaching program, ask yourself:

• Will I get enough individual attention to address my specific situation?

• How does this program protect my privacy and professional reputation?

• Are the other participants dealing with challenges similar to mine?

• Does the structure support both my need for flexibility and accountability?

• How do the sessions build on each other to create lasting change?

The right career coaching investment can accelerate your job search and help you make better career decisions. But only if you choose a program designed with your specific needs in mind.

Learn more about the Job Search Accelerator for Women in HR here.

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I work with female senior leaders in Human Resources who feel stuck to help them love their work or find work they love. I write about:

👂 Executive & career coaching

📄 Career development and career transition

🎯 Job search strategy

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