Coaching

Coaching is a sustainable, non-directive development process rather than a ‘one hit’ approach. We often use coaching with clients (typically, but not exclusively, senior people in an organisation) who find it hard to access more traditional forms of development, and who often need to explore particularly sensitive issues which are too confidential to be aired in a group setting. Through coaching, clients are able to devote regular, periods of time to themselves, their development and performance improvement. There must be a real ‘connection’ between coach and coachee, and if this does not develop, we will suggest that the coachee uses a different coach.

Coaching:
h Provides an opportunity to ‘step back’ and look at the bigger picture. All too often we are caught up in the ‘thick of things’ – making things happen – and we never make time to draw breath.
h Focuses on real issues in real time. It differs from the more traditional ‘off the job’ development in that it does not provide mere abstract theory or concepts – it is grounded in the reality of the ‘here and now’, and is practical.
h Is really personal. No two coaching sessions are the same. The agenda for each coaching session is unique to the needs of the coachee!
h Enables real action to occur.
h Enables coachees to make ‘informed’ decisions through the process of reflection, discovery and connection.
h Is normally face to face, but can be supplemented by telephone coaching.
h Is energising and refreshing…….
h ….. and in an environment where a culture of coaching exists, there is parallel commitment to improving the organisation alongside developing the people.

A few recent examples of what has prompted coaching:

h Following or during challenging/ difficult situations when confidential 1:1 development work was needed by managers or non-managers
h For management and leadership development for individual managers, as identified through Performance Development Review processes
h For general management and leadership development for new or existing managers, as part of an ongoing sustained management development programme
h When people (managers and non-managers) have needed coaching for confidence – often following specific stressful situations such as bullying, racial harassment, conflict etc.
h During periods of change
h For senior people in organisations to explore issues and develop solutions to sensitive ‘real time’ challenges in a completely confidential setting

Comments on Coaching:

‘Coaching has given me more self-belief and confidence in myself and my role. It has shown me how to make time to reflect on what I am doing and how to improve my people management. I no longer ‘live in the past’ and put myself down. I now focus on what I can control and influence to move forward.’ Team Leader

‘Coaching has helped me settle into my new role and has proved to be a rewarding and valuable experience that really is what you make it.’ New Manager

‘Existing training did not meet my needs – I wanted 1:1 development and to work with someone who would help me to think ‘outside the box’. I felt that I would not be prepared to open up to people who were internal to the Council.

As a result of the coaching process, I have recognised my style and its implications. I know I’m not unique! I can’t ‘deny’ who I am, and I have confronted issues about myself and my style. I recognise the positives about myself and concentrate on them. I try to do something when I recognise that I am ‘slipping back’ in my behaviour.

What else am I trying to do differently? Well, I’ve lightened up a bit! I’ve developed Scrutiny meetings to try and make them useful – not a waste of time. I’ve introduced a bit of humour - everything does not have to be serious!

Overall, I have found it easy to explore and bounce ideas around with Alex, someone who is at arms length from the authority. I find it useful to talk to someone who is not a Politician and who can help me see things from different angles. I don’t want to have a Political Mentor – this would just be ‘more of the same’.

I get quite animated during our sessions – so they must mean a lot!! The sessions start me thinking more broadly about other things, and alternative approaches, and I experiment with these after the sessions.

Coaching has been of value for me. The investment has been particularly useful with regard to the development of a specific project. We started off from ‘zero’ with this project but coaching has helped me, and has led to a whole different way of working!’ Senior Elected Member, Local Authority