A best practice for a career coach is to focus the conversation (B). At the SPHR level, coaching is understood as a facilitative, client-centered process, not an advisory or directive one. The coach’s primary role is to help the client clarify goals, explore options, and build self-awareness—not to provide answers or compare personal experiences.
Focusing the conversation allows the coach to keep dialogue aligned with the client’s objectives, values, and developmental needs. Skilled coaches use powerful questions, active listening, and reflection to guide clients toward their own insights and decisions. This approach builds ownership, accountability, and long-term capability in the client.
Providing immediate suggestions (D) shifts the interaction into consulting or mentoring and can reduce the client’s engagement in problem-solving. Comparing experiences (A) risks biasing the conversation and redirecting focus away from the client. Meeting in a public place (C) is a logistical choice and not a coaching best practice.
SPHR exam content distinguishes coaching from mentoring and counseling, emphasizing that effective coaching is goal-focused, nonjudgmental, and client-driven. Maintaining focus ensures productive sessions and measurable development outcomes.
References :
HRCI SPHR Exam Content Outline — Functional Area: Learning and Development (coaching; leadership development).
HRCI SPHR Study Guide — Best practices in executive and career coaching.
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