Staff Development Forum Conference #SDF2017 29 and 30 November 2017

1. What’s new in Coaching and Mentoring?

2. 30 years of remarkable evolution in
coaching
• From directive to non-directive
• From anecdote to evidence
• From 1-2-1 to team coaching
• Professionalization through competencies, standards and
supervision

3. 30 years of remarkable evolution in
mentoring
• From elitist to for everyone
• Recognition of two models of mentoring
• Increasing understanding of what makes good practice in
programmes and relationships
• Standards for mentoring and programmes
• Wide spread of applications
• Supervision

4. New applications
• Maternity / returning to the workplace
• Ethical coach-mentors
• Cascade mentoring
• The work team as the core of achieving a coaching and
mentoring culture
• Coach assessment and development centres

5. Some common coaching myths
• Coaches need to set clear goals at the start of an assignment.
• Coaching needs to be solutions focused.
• Coaching is non-directive, mentoring is directive.
• Coaches should take copious notes.
• A good coach can coach anyone in anything.
• Coaching is a process.
• Number of hours of coaching is a good guide to coach efficacy.
• The client is the focus for coaching.

6. Evolution of coach competence
Coaching
approach
Style Critical questions
Models-based Control How do I take them where I think they need to go? How do I
adapt my technique or model to this circumstance?
Process-based Contain How do I give enough control to the client and still retain a
purposeful conversation? What’s the best way to apply my
process in this instance?
Philosophy-
based
Facilitate What can I do to help the client do this for themselves? How do
I contextualise the client’s issue within the perspective of my
philosophy or discipline?
Systemic
eclectic
Enable Are we both relaxed enough to allow the issue and the solution
to emerge in whatever way they will? Do I need to apply any
techniques or processes at all? If I do, what does the client
context tell me about how to select from the wide choice
available to me?

7. Three core qualities of a mature coach or
mentor
• Compassion
• Curiosity
• Courage

8. Building compassion
• Thinking about how we think (metacognition)
• Thinking about how we feel
• Feeling about how we think
• Feeling about how we feel (meta-emotion)

9. How can you have more compassion for
yourself?

10. Use of self
• To understand/ interpret issue from coach perspective
• To understand from client perspective
• To understand from multiple perspectives
• To understand holistically
• Using own knowledge and wisdom

11. What makes a powerful question?
• Personal
• Resonant
• Acute/Incisive
• Reverberating
• Innocent
• Explicit

12. Five modes of questioning
• Questioning to demonstrate superiority or undermine
• Questioning to elicit specific information
• Questioning for self-curiosity
• Questioning for other-curiosity
• Seeking the right question

13. Five levels of listening
• To argue or refute
• To respond (statement or question)
• To understand
• To help someone else understand
• Without intent

14. Taboo topics
• The unsustainable drive for results
• Talent myths
• Sexual attraction
• Becoming a proxy for the client’s manager
• Caring too much/ overdoing the empathy (What is it like to
care just enough?)

15. Creating a coaching culture within teams

16. Coaching individuals vs coaching teams
• Confidentiality
• Relationship scope
• Reaching decisions/decision quality

17. Before the supervision session
• For each client, identify and categorize any issues that emerge from your
reflections.
• Try to specify what you want the outcome of the supervision to be. For
example:
– Some additional ideas of how to approach some aspect of the coaching conversation?
– Reassurance that your analysis and approach to particular client issues are valid?
– To develop deeper insights into the dynamics of a coaching relationship?
• Send a short email outlining the issues you’d like to cover
• In the same way that you would expect a coachee to be mentally prepared
for coaching, take a break before the supervision session to ensure that
you are in a relatively relaxed, open and creative frame of mind.

18. Reading about supervision
• Peter Hawkins & Nick Smith: Coaching, Mentoring and
Organizational Consultancy
• Tatiana Bachkirova, Peter Jackson & David Clutterbuck
Coaching & Mentoring Supervision
• Julie Hay, Reflective Practice and Supervision for Coaches
• Clutterbuck, Whittaker & Lucas, Coaching Supervision: A
practical guide for supervisees

19. And finally…
• Issues (what topics did we cover?)
• Ideas (what creative thinking occurred?)
• Insights (what did we learn?)
• Intentions (what will we do as a result of our learning
dialogue?)

20. Thanks for taking part!
David Clutterbuck
David Clutterbuck Partnership
Woodlands, Tollgate, Maidenhead, Berks, UK, SL6 4LJ
Mobile: +44 (0) 7710 170019
Skype: david.clutterbuck1
Twitter: Mentor2mentors
Blogsite: davidclutterbuck.wordpress.com
E-mail: david@davidclutterbuckpartnership.com
Website: www.davidclutterbuckpartnership.com