3. 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
5. Counselling
Focus on the past
Looks for symptoms
Offer techniques to combat unwanted behaviour
The expert on the client
6. What Coaching is not
Giving advice, answers, talking a lot and not listening
Lead, steer and control
Manipulate and sell an idea
Therapy
Give negative criticism
Long term dependency
7. What is Coaching
Asking 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
9. Facts and Figures
The 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
10. The Big one!
Figures Gallup world survey
Only 13% of employees in the
global work place feel
engaged.
11. WOW!
When organizations successfully engage their
customers and their employees, they experience a
240%boost in performance-related business outcomes.
12. Key Business Facts – Strategic benefits
Attract more business
Improve customer service
Provide structure, guidance and focus
Monitor and evaluate actions
Guide individuals to adopt better solutions
Promote initiative and accountability
Motivate and sustain momentum
The Complete Guide to Coaching at Work- Zues & Skiffington 2006
13. Key Business Facts – Interpersonal benefits
Unearth and tap potential and creativity
Coordinate career and personal life
Increase the ability to cope with and welcome change and
transitions
Improve concentration, confidence, relaxation and decision
making
Remove performance fears and anxieties
Eliminate unhealthy work stressors
The Complete Guide to Coaching at Work- Zues & Skiffington 2006
16. Coaching Plan
Goals and/or Developmental Needs identified:
Number of Sessions Required:
Dates of Sessions:
Duration of Sessions:
Diagnostics and techniques to be considered:
17. 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?)
18. 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:
20. Coaching Tool Kit
T – 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)
22. 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)