The coaching and mentoring
Coaching is a short-term
collaborative partnership which aims to enhance personal learning and
understanding. It aims to unlock and maximise a person's potential through
achieving goals, solving problems, learning and personal development. It does
this through a series of conversations that --
reflect on personal performance, career and
organisational issues that are normally not focussed
on or addressed
develop new ways of dealing with specific issues
assess the effects of these new ways of acting,
consolidate learning and attitudes so that
successful new ways of acting can be
repeated in future.
Coaching is mostly used to develop high potential
performers, facilitate transition to leadership roles,
and provide a sounding board for leaders who are exploring new ways of acting or
working towards new goals.
aims to transfer learning and expertise through personalised
access to usable management knowledge and expertise. It offers solution focussed key
ideas and information, relevant to current needs, as and when needed, and when
the person is ready to use it.
We use our management expertise and experience to
provide mentoring in concert with coaching to
facilitate the coaching process. We do this by providing a sounding
board for managers as they explore leadership strategies, and by guiding them as
they develop their leadership skills through applying and then reflecting on new
Organisational benefits and
the business case for coaching
These are several ways of assessing these benefits.
All give direct or indirect evidence that coaching is effective and that there
is a strong business case for coaching. Click
details. Many benefits flow from developing leaders' emotional intelligence, so
that they better understand themselves and others, and can work and lead more
Studies show that successful coaching needs good
rapport between coach and coachee, and it is good practice to ensure that the
coachee's development fits with organisational strategy.
At Insight Leadership Coaching, we recognise that
good personal rapport and strategic alignment are the most important factors for getting
organisational benefits. We work with you to achieve this. Before starting
coaching, we use our organisational expertise to discuss with you an appropriate
coaching program, and we use our experience and network to propose a suitable
coach for each coachee. During the coaching we monitor rapport and alignment,
and will suggest alternative coaches or recommend changes to programs if it
Coaching and your organisation's
In line with the guide published by the UK Chartered
Institute of Personnel and Development, we emphasise the importance of aligning
coaching objectives and plans with the organisation's strategic goals. This
generally involves preliminary discussion with, and feedback to, the coachee's
manager in three-way conversations. It may also involve general discussion with
the coaching sponsor (e.g. HR department). CIPD research also supports the view
that coaching works best when there is a supportive culture and climate in the
organisation. We can advise on establishing a coaching climate.
Personal benefits from coaching
Successful coaching generally leads to increased
purposefulness, self-assurance, confidence and motivation in carrying out work
roles. Your understanding of yourself and others grows as your emotional
intelligence develops. So your individual work and interactions with others may be easier and
more effective, and work becomes less stressful. There often are positive
interactions between this personal development and your increased effectiveness
at work -- each has a positive effect on the other, and together they may
lead to enhanced professional ease, effectiveness and well-being. This can carry over
into personal aspects of life, so people are able to respond better to
new challenges and issues, and have an increased sense of personal well-being.
This is good preparation for the goal of being able to self-coach oneself after
the coaching assignment has been completed, so that
ongoing personal and professional development becomes part of a flourishing
As a Member Coach in the International Coach
Federation, we comply with the ICF's
ethical guidelines. We -
act professionally as coaches
conduct relationships with clients on a
respect clients' confidentiality and privacy,
avoid, or disclose and appropriately deal with,
actual or potential conflicts of interest.
here for details.
Picking your coach --
qualifications and suitability
feature article in the Australian Institute of Management magazine
Management Today lists the following checklist for assessing coaches:
Does your coach have specific training in coaching? Where from? And what did
are their previous clients and how satisfied were they with the coach's
Check their testimonials.
what level in organisations have they coached?
Does the coach display an understanding and commitment to ethical practice?
Does the coach articulate theories and models or do they simply have a
proprietary process they implement?
Does the coach's skills match your specific needs?
you ready to accept change?
you prepared to take responsibility to undertake any agreed strategies and
well, we add two further questions:
Does your coach have qualifications and experience in management,
organisation development and leadership, as well as training in coaching?
you have good interpersonal rapport with your coach?
invite you to ask these questions, and will suggest other possible coaches if
there doesn't seem to be a good fit between you and your prospective coach.
Use this button to email, bookmark or
share this page.