![]() ![]() Meet clients where they areĮvery individual is in a unique stage of life. Things like personal debt, level of education, ability to obtain different employment or get promoted, and physical health are all factors to consider when working with clients to set realistic WLB goals. Similarly, clients with families have unique challenges for maintaining WLB compared to those who are single or partnered without children. Debunking this myth will depend a lot on individual perception, experience, and personal life demands. In some cultures, working long hours and turning down vacation time are seen as admirable. ![]() Many clients have real obstacles and significant fears about changing how they spend their time, energy and resources. ![]() Validate concerns and personalize the challenges By learning what a client’s ideal life looks like compared to where they are, balanced and achievable goals can be set. Gather background information (current situation and personal values)Īn important first step when working with clients is learning about their personal values and any discrepancies between these values and their current work–life situation.įewer than 3% of people actually plan goals in work or life (Maestre, 2018). ![]() Learning that working longer hours can negatively affect work performance is good motivation to work in moderation. Often, clients need to understand the far-reaching benefits of creating positive WLB in order to initiate change. Research shows that individuals who report a better WLB have higher work ability outcomes, such as increased productivity and the ability to work longer (Berglund, Anderzen, Andersen, & Lindberg, 2021). The importance of finding work–life balance is not just for life satisfaction and a happier home life. But there are a few general tips that can point clients in the right direction. Research on WLB shows that finding this balance depends on numerous factors such as skill and education level, gender, work style, personality, out-of-work demands, and personal beliefs and values (Drew & Murtagh, 2005).Īs such, coaching on work–life balance has to be individualized, with no clear one-size-fits-all solution.
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