Global

Career guidance practice for advisers, teachers and job coaches

A ready-made course you customise for your organisation, with a live session deck and two surveys. You only add the 13 details that are specific to your organisation.

See the live deckSee the full outline
Try the coursePreview the survey
Length
35 min
Lessons
6 lessons
Frequency
When an internal career adviser or coaching role is set up
Last reviewed
21 Oct 2026
Running a guidance interview
What would you do?

Daniel says "I do not know what I want"

Try it: this is one of 20 interactive activities in the course.

What's included

Three pieces that work together

Copy once, get everything. Learners prepare on their own, you answer questions live, and the surveys tell you what stuck.

Self-paced course

Short lessons with real workplace scenarios, not walls of text.

  • 6 lessons, about 35 minutes
  • Process, scenario, tabs, sorting activity and quizzes

Live session deck

An AhaSlides presentation to run after the course, in person or online.

  • 10 slides
  • Quiz, word cloud, poll, scale slides
  • A closing slide for your contacts

Two surveys

Find out what landed, and whether people use it on the job.

  • Post-course feedback, about 2 minutes
  • 30-day check-in
  • Anonymous by default
  • Results feed your next refresher

Learning objectives

At the end of this course, learners can

Each objective and the lesson that covers it.

IDObjectiveSourceWhere it's covered
TO 181.0Achieve ≥ 80% on the final assessment-Whole course
SO 181.1Match three well-known guidance ideas to what each offers a conversation, and say they are starting pointsSuper's life-span approach, Holland's interest types, Krumboltz's planned happenstance [unverified]; best practiceWhole course
SO 181.2Run a guidance conversation that is impartial, supports informed choice and ends with the person's own next stepBest practice; practitioner standardsWhole course
SO 181.3Choose open, non-leading questions and avoid advising, steering or judgingBest practiceWhole course
SO 181.4Recognise when a colleague needs more than guidance and refer them on, without diagnosingBest practice; referral routeWhole course
SO 181.5Record and follow up a consultation in line with the organisation's records policy + your infoOrganisation's records policyWhole course

Your part: what a template can't do for you

  • Your workplace details: fill in the 13 highlighted fields so the course describes your own policies, contacts and locations.
  • Records: record completion in your own LMS or record system.

Course outline

6 lessons, about 35 minutes

Minutes per lesson are an estimate, shared out by page count.

ContentInteractiveVideoYou customise
1

Why guidance is not advice

3 pages

7 min
Before you beginNoteList
Two conversationsTextImage
What differed?ChecklistKey factQuiz
2

Guidance ideas and models in brief

3 pages

6 min
Three starting pointsTabsNote
Match the ideaSorting activity
TermsFlashcardsMatching quiz
3

Running a guidance interview

3 pages

6 min
A simple structureProcess
Question practiceAccordionChecklist
Best questionScenarioQuiz
4

Grey areas: bias, vulnerability and the edge of your role

3 pages

6 min
What would you do?ScenarioYour infoYour info
Working with people who may need extra supportTabsYour infoNote
Sort itSorting activityMatching quiz
5

Recording, following up and speaking up

3 pages

6 min
RecordsProcessYour infoYour info
Follow-upChecklistNote
Speak upProcessYour infoYour infoYour infoScenarioQuiz
6

Your next steps and where to find help

2 pages

4 min
Your next stepsProcessYour infoYour infoYour infoYour infoNote
PracticeQuizKey factNoteButtonYour info

Live deck and surveys

10 slides to run live, two surveys to close the loop

Pink slides are interactive. Both surveys are anonymous; pink questions are written for this course.

ContentTitle, agenda, "guidance helps people choose; it does not choose for them
Word cloudOne word for a guidance conversation that helped you
PollWhich is hardest in a guidance conversation?
ContentThe five-step interview structure and the three starting-point ideas in one line each
QuizWhich opening question is most open? "Do you want the buyer role?" · "What would you like from today?" ✔ · "Have you updated your CV?" · "Is this a good time?
QuizA manager asks you to steer a colleague away from a transfer. You… (Keep guidance impartial and raise the conflict ✔; steer quietly; agree and say nothing; pass on the manager's view as fact)
Content · customiseCustomise: practitioner standards {{PRACTITIONER_STANDARDS_LINK}}, referral route {{REFERRAL_ROUTE}}, records policy {{RECORDS_POLICY_LINK}}
ScaleHow confident are you running a guidance conversation?
Open-ended / Q&AA guidance situation you want to talk through (no names)
Content · customiseClosing {{HELP_CONTACT}}, {{SURVEY_2_URL}}, {{COURSE_URL}}
Post-course feedback: 11 questions, about 2 min
  1. Overall rating 5 stars
  2. Relevant, realistic, right length, helpful activities agree/disagree grid
  3. What was most useful? multi-select
  4. Confidence before this course, and now 1-5 scale
  5. Which part was most useful? multiple choice
  6. How confident are you about when to refer someone on? 1-5 scale
  7. Which course should come next? ranking
  8. I feel supported to say no when asked to steer a colleague's choice. 1-5 scale
  9. One thing we should change or add open text
  10. Would you recommend this course? NPS
30-day check-in
  1. Have you used what you learned since the course? multiple choice
  2. How confident are you today? Compare with day 1 1-5 scale
  3. Do you know where to find the referral route and the records policy? yes / no / not sure
  4. A moment where the training helped, or where you weren't sure open text
  5. Which topics should the next refresher focus on? ranking

Results show whether people use the training on the job, not just whether they finished it.

Make it yours

13 fields to fill in, and you're ready

Everything else is done. These are the details only your organisation knows; each one is highlighted inside the course.

  • Practitioner standards, qualifications or code of ethics that apply to guidance staff locally{{PRACTITIONER_STANDARDS_LINK}}
  • Where to refer colleagues who need specialist or wider support{{REFERRAL_ROUTE}}
  • How guidance records are kept, shared and deleted{{RECORDS_POLICY_LINK}}
  • Policy link{{POLICY_LINK}}
  • Help contact{{HELP_CONTACT}}
  • Escalation route{{ESCALATION_ROUTE}}
Show all 13 fields
  • Confidential support for staff in distress{{WELLBEING_SUPPORT_CONTACT}}
  • Next course link{{NEXT_COURSE_LINK}}
  • LMS or record system{{LMS_OR_RECORD_SYSTEM}}
  • Live session URL{{LIVE_SESSION_URL}}
  • Survey 1 URL{{SURVEY_1_URL}}
  • Survey 2 URL{{SURVEY_2_URL}}
  • Course URL{{COURSE_URL}}

FAQ

Common questions

Can I run career guidance practice for advisers, teachers and job coaches training online?

Yes. The course is self-paced and online, and the live deck lets you add a live session in the room or online.

How often is this training needed?

When an internal career adviser or coaching role is set up, at the start of a redeployment or internal mobility programme, and annually as a refresher.

Who needs this training?

HR and L&D staff, internal career advisers and job coaches who guide colleagues; run by L&D or the talent team.

What records should I keep?

Record completion in your own LMS or record system, so you can show who finished the course and when.

Can I edit the content?

Yes, everything. Change the wording, swap scenarios for ones from your workplace, add your logo, or remove parts that don't apply.

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Last reviewed: 21 October 2026Templates are a starting point, not legal advice.

Ready to run it?

Open the live deck to see how the session runs alongside the course and both surveys.

See the live deck