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Intelligent Career Coaching Tool

This tool is a specially developed set of cards to promote in-depth and meaningful discussions about career, professional development and motivation in companies, maintaining a person-focussed approach. More than 130 statements about career behaviour allow an employee to select those which are most important to him or her.  Employees can also learn about behaviours to improve work and personal efficiency, which may have not occurred to them, and may be difficult for a personnel management expert to tell someone

Scientific approach

The career and motivational discussion tool was developed based on US researcher Michael B. Arthur’s and Polly Parker’s ICCS (Intelligent Career Card Sort) method, which helps people renew the focus of their professional life, by understanding why he/she is doing what he/she is doing, how he/she learns the competencies necessary for work and the future, and what kind of professional contact circles he/she is making. This method ensures a person-focussed approach in career and professional development management, thereby improving people’s motivation and involvement.

The ICCS method is supplemented by a set of statements about personal resource sustainability and renewal, which is important at a time when we increasingly hear of professional burnout. The personal resource statements have been developed based on K. Wilber’s model, which presents a person in 4 dimensions – body, mind, emotions, and soul, and help to find ideas about how everyone can feel full of power and energy.


The career coaching tool consists of more than 130 statements divided into 4 categories: why? (blue cards), how? (yellow cards), with whom? (green cards) and personal resources (red cards).  

The participants choose 3-7 statements from each group which are most significant for them. A participant then reflects on each statement:

1.  Why it is important for him/er.

2.  A situation where he/she has experienced this statement.

The career coach/consultant listens to the explanations, but instead of looking for immediate solutions, he/she will ask questions to allow the participant to better understand his/her own choices and thought processes. 


Reflections are most effective if done in writing. In the next step the career coach/consultant helps the participant to set up a plan of action:

1.  The participant reflects on which three significant topics repeat themselves in his/her account.

2.  The career coach/consultant reflects on what are the topics that he/she has picked up as being the most important in the participant’s account.

3.  The participant defines 3 main directions for development and prepares a plan of action for each one:  what will be done in 3 months, in 6 months and in 1 year. The coach makes sure that the tasks and goals being set are realistic.

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