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INTERNAL STAFF COACHING

Coaching is “unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them.” (Whitmore 2002)

It is therefore a “supporting” form of development which encourages people to take responsibility and accountability for their own development, by reflecting on work based issues and challenges and working through options in order to find outcomes to those challenges.

You can do this either through an informal conversation with your line manager or through a series of more in depth 1:1 conversations with a trained coach via the Internal Staff Coaching Service.

We also offer training to those who wish to train as a coach via our Coaching Connections Programme.

  • WHAT IS COACHING AND WHAT ARE THE BENEFITS?

    Coaching helps you to widen your perspective in thinking through challenges, so that you might move forward and take action. Performance is developed and you are made more resourceful.

    Coaching also enables you to manage workplace issues with increased confidence and find solutions to issues in a constructive manner. Individuals can be helped by coaching through various channels. For example, you might want to simply have a conversation with your manager who may employ coaching skills to help you think through challenges. Managers can develop their coaching skills through the “Developing Others: Coaching Skills for Managers” workshop.

    Alternatively you might want to get a different perspective by talking to a coach through our staff Coaching Service.

    Some instances where Coaching may be helpful:

    Role Transition – e.g. To help you make the transition into a new role or deal with challenges in an existing role.

    Dealing with Change – e.g. To help you think through options and develop outcomes if you have to plan or implement a change or to help you manage a change in working practices.

    Increasing personal effectiveness – e.g. To help you develop your effectiveness in particular areas e.g. time management, delegation, influencing etc.

    Managing personal/Interpersonal interactions – e.g. To help you approach and manage challenging conversations/relationships.

  • STAFF COACHING SERVICE

    Staff can access coaching support via the staff coaching service. The staff coaching service uses the following principles:

    • Coaching is a confidential conversation between two people where workplace issues and challenges are discussed.
    • The coach helps the staff member being coached (Coachee) reflect and think through those issues so that they might move forward and take action.
    • It is a form of development - it is not advice giving, counselling nor a substitute for line management.
    • The Coachee and coach agree a focus for the sessions — the issues/area that the Coachee wants to see a difference on, or become more effective in.
    • Coaching is based on the premise that the person being coached has the resources to find their own solutions.
    • For that reason, since a coach does not provide advice, but concentrates on helping the Coachee (person being coached) carefully consider their options and come to their own conclusions and decisions, it is not a requirement for the Coach to have expertise in the work or discipline area of their Coachee, or be in a more senior position.
  • WHO IS THE STAFF COACHING SERVICE FOR?

    The Staff Coaching Service is for Queen’s staff who would welcome the opportunity to work with a trained Coach on a 1:1 basis. The service is offered via “rounds” of coaching, which may be targeted to particular groups.
  • HOW DO I ACCESS THE STAFF COACHING SERVICE?

    Should you wish to access coaching support, please contact stafflearning@qub.ac.uk for an application form. Your application will be considered in line with the coaching resource available.

    The applications requests the following information:

    • A brief outline of the topics/area that you would like to address with a Coach.
    • A commitment from you to attend all coaching sessions that you schedule and to participate fully in these sessions.
    • A commitment from you to apply learning and take responsibility for your own development.
    • A commitment from you to give feedback on the usefulness/benefits of the coaching service.
    • Line manager authorisation is required to apply to work with a Coach.

    THE NEXT ROUND OF COACHING WILL BE AVAILABLE EARLY SUMMER 2020.

    Please note: To manage the number of coaching requests with the coaching resource available, at times coaching may be targeted to specific staff groups.

  • HOW DOES THE STAFF COACHING WORK?

    • If your application has been successful, you will be matched with a Coach as soon as is feasible.
    • You will have an initial meeting with your Coach to agree dates, times and venue of your coaching sessions (a guideline is 4 to 6 x 1 hr sessions within a 3 – 6 month period).
    • The Coaching Conversations will take place in a completely confidential and supportive environment, and the details of the sessions will remain confidential.
    • The Coachee and Coach agree a focus for the sessions – the issues/area that the Coachee wants to see a difference on.

    THE NEXT ROUND OF COACHING WILL BE AVAILABLE EARLY SUMMER 2020.

    Please note: To manage the number of coaching requests with the coaching resource available, at times coaching may be targeted to specific staff groups.

  • WHO ARE THE COACHES?

    The Coaches are a fully trained cross section of staff who participate in coaching alongside their main job role.

    Training for our coaches is based on the Association for Coaching's competencies for coaching and our Coaches adhere to The Global Code of Ethics as recommended by the Association for Coaching.

    Interested in training to be a coach? Visit our Internal Coach Development Programme – Coaching Connections webpage.

  • COACHING SKILLS FOR MANAGERS AND LEADERS

    As a Manager/Leader, you can use a coaching style of management to help develop your people and facilitate increased performance. We aim to give managers the skills to carry out coaching conversations with their people in order to bring about change and improvement.

    Learn the practical skills required to conduct coaching conversations in our Developing Others: Coaching Skills for Managers short workshop as part of the People Manager Essentials Programme.

    As part of this half day workshop, you will learn how to:

    • introduce coaching as a management/leadership style
    • understand what coaching is and when it is appropriate to use it
    • appreciate the benefits of coaching as a method of increasing performance and developing people
    • introduce skills to help develop a coaching style of management/leadership