Perspektywy i nowe rozwiązania w doradztwie zawodowym. Coaching jako narzędzie pracy doradców zawodowych w kontekście idei lifelong learningu

Abstract

The requirement of lifelong learning has become a feature of our times, to the indeterminate nature, volatility and the need to respond to changing living conditions. Career models (Multi-vectored unstable), so different than those before the transformation period, indicate that the search for employment, its changing and adapting to the current socio – economic situation has become today’s challenge and task of a lifetime. Others, according to the author, the consequences are "necessary changes in the education system teleology. The aims and objectives of the educational system must be much more accentuated: air motivation to learn, triggering willingness and readiness to further learning, developing the ability to pursue interests and passions, developing independent learning skills, with proper self-monitoring and evaluation of their work by learners" (Wróblewska, 2006). Coaching is a method of work, which is based precisely on these indications. It is successfully used in the education system and counselling. In the context of a rapidly changing social reality, coaching has become a method of work that provides customer skills, which then can be used in everyday life, transforming from a person’s extra-control to self-control. In a world where algorithms, paradigms proceedings wane in importance to the multiplicity of social transformation and alternating tomorrow, you need to change from the teaching of the universal forms of behavior in specific situations to the teaching of specific forms of behavior in an imprecise reality. Coaching behavior may be a response to this demand.