202. COULD YOU TRAIN TO BE AN EMPLOYMENT COACH? Jack’s Redundancy Empowerment - empowering redundancy - empowering redundant workers - empowering redundant staff - empowering redundant employees - making redundancy work for you - is redundancy a dead end? - is redundancy the end of the road? - making the most of redundancy - empowering the redundant worker - Jack Lookman - Rita Nnamani - Olayinka Carew - Ola Carew - Jack Lookman Limited - Amebo - Olofofo - Ire o - Ire kabiti - Empowerment and Inspiration - Empowering And Inspiring Generations - Yinka Carew - Olayinka Carew aka Jack Lookman - Jack’s Empowerment and Inspiration
Redundancy often creates an unexpected shift. People who once had answers suddenly find themselves searching for them. During this period, many discover that others begin coming to them for guidance. Advice about CVs. Interview preparation. Confidence rebuilding. Career direction. This raises a quiet question. Could you train to be an employment coach?
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For many UK workers, the idea feels unrealistic or indulgent. Coaching is often associated with polished professionals, not people recovering from job loss. Yet some of the most effective employment coaches are those who have experienced redundancy firsthand. They understand the fear, the uncertainty, and the emotional toll. That lived experience cannot be taught in a classroom.
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Employment coaching is not about pretending to know all the answers. It is about guiding others through transitions with clarity and organisation. Redundant professionals who naturally listen well, ask meaningful questions, and clarify complex ideas frequently underestimate the value of these skills.
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Support roles are becoming increasingly important in the UK employment landscape. Career transitions are more common. Redundancy is more widespread. Many people feel lost and alone. This has created a demand for coaches who understand the system and the emotional consequences of job loss.
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Training to become an employment coach does not imply sacrificing your own rehabilitation. Indeed, it is capable of running alongside it. Many people begin informally, assisting peers, volunteering, or supporting community groups. Over time, this experience boosts confidence and credibility.
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There are practical considerations. Accreditation. Ethics. Scope of practice. Employment coaching is distinct from therapy. It focuses on action, planning, and accountability. For those who enjoy structure, problem solving, and people development, it can be deeply fulfilling.
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Redundancy often forces people to reassess meaning. Coaching appeals, because it turns a painful experience into something useful. Helping others navigate job loss can feel redemptive. It reframes redundancy from something that happened to you into something you learned from.
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Financially, employment coaching is not always immediate or predictable. It requires patience and positioning. Some combine it with part time work, consulting, or contract roles. Others integrate it into HR, training, or organisational development pathways.
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The key question is not whether coaching is glamorous, but whether it aligns with your strengths. Do people trust you with their uncertainty? Can you hold space without projecting your own fear? Can you guide without controlling? These qualities matter more than confidence alone.
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For redundant UK workers seeking direction, exploring employment coaching can restore purpose. Even if it does not become a full-time role, the skills gained are transferable. Coaching improves communication, leadership, and empathy. These qualities strengthen any career path.
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