Creating a coaching culture in the work place

Mentoring

Mentoring Subject Knowledge and experience is vital

Long term

Career and Capability

Experienced guide

Can be more informal and meetings can take place as and when the mentored individual needs some guidance or support

  

Counselling

CounsellingFocus on the past

Looks for symptoms

Offer techniques to combat unwanted behaviour

The expert on the client

What Coaching is notGiving advice, answers, talking a lot and not listening

Lead, steer and control

Manipulate and sell an idea

Therapy

Give negative criticism

Long term dependency

What is CoachingAsking questions What? Why?When?How ?Where? Who?

Help to Help self

Responsible for own actions

Make coachee feel empowered and inspired to work towards there goal

Everyone is unique

Self esteem

The Universe!

Facts and FiguresThe annual cost of sickness absence has climbed to

almost £29 billion for UK organisations, according to new figures from PwC.

The average cost of hiring a new employee in the UK is around £5,300 figures from Reed Recruitment

The Big one! Figures Gallup world survey

Only 13% of employees in the global work place feel engaged.

WOW!When organizations successfully engage theircustomers and their employees, they experience a240%boost in performance-related business outcomes.

Key Business Facts – Strategic benefitsAttract more businessImprove customer serviceProvide structure, guidance and focusMonitor and evaluate actionsGuide individuals to adopt better solutions Promote initiative and accountabilityMotivate and sustain momentum The Complete Guide to Coaching at Work- Zues & Skiffington 2006

Key Business Facts – Interpersonal benefitsUnearth and tap potential and creativityCoordinate career and personal lifeIncrease the ability to cope with and welcome change and

transitionsImprove concentration, confidence, relaxation and decision

makingRemove performance fears and anxietiesEliminate unhealthy work stressors

The Complete Guide to Coaching at Work- Zues & Skiffington 2006

Coaching tool kit

Coaching Tool KitCoaching Contract

Coaching Preparation Document

Coaching PlanGoals and/or Developmental Needs identified:

Number of Sessions Required:

Dates of Sessions: Duration of Sessions: Diagnostics and techniques to be considered:         

Coaching notes  To be used by the coach during the coaching session Coachee name: Date: Target: (What do you want to achieve) Here and Now: (What is the current situation?) Ideas: (What options can you choose from? What are the likely consequences of each choice? What are

the best options to choose?) Next Steps: (Based on your choices, what actions are you going to take, when, and on a scale of 1 to 10

how committed are you to taking them?)

Keeping Track: (What date will we review your progress and what steps are you going to take to review

your progress?)

Coach Reflections To be completed after each coaching session by yourself Name of Coachee: Date: Overview of models and diagnostics used: Effectiveness of coaching approach: (i.e. relationship with coachee, use of questioning, listening and

feedback techniques) What I did well: What I could improve upon:

End of session feedback from coachee:      

Personnel Development planPersonal development goals.Actions to ensure I achieve the goals.When By.  

Coaching Tool KitT – Think (What is the outcome you desire)H – Here and now (What is happening at the moment)I – Ideas ( What choices do you have and what are the

consequences)N – Next steps ( what actions are you going to take)K- Keeping Track ( when are we going to review what has

been done)

Coaching Example

What next?EMCC (European Mentoring and Coaching Council)CIPD (Chartered Institute of Personnel and Development)

The Complete Guide to Coaching at Work (Zues & Skiffington)Coaching,Mentoring and Organizational Consultancy

supervison,skills & Development (Hawkins & Smith)Coaching & Mentoring at Work (Connor & Pokora)Coaching & Mentoring Theory and Practice (Gravey,Stokes and

Megginson)

Thank you !