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Save The Children Coaching
- 1. Coaching in Save the Children Shola Awolesi Global Leadership Development Manager 29th November 2011
- 2. Save the Children • Save the Children works in more than 120 countries. We save children’s lives. We fight for their rights. We help them fulfil their potential. • A strong commitment to learning and development with internally run Staff, Management and Leadership Development Programmes • Recently awarded Best Employer in the Third sector
- 3. Why we do what we do Click for video
- 4. Our coaching journey • 2004 - Ad-hoc coaching offers and requests • 2006 - PDI Ninth House offer 20 coaching opportunities to senior managers from experienced coaches • 2009 - Pro bono consultant with Windsor Leadership Trust engaged with SC with an offer of experienced coaches and support to help put a system in place • 2010 - coaching programme established • 2011 - Focus on strengthening coaching programme and coaches engagement with support of pro bono coaching consultant.
- 5. Why our coaches volunteer • Giving something back • Opportunity to have a research base • Experience a different sector • Opportunity for more coaching • Attractive brand • Marketing opportunities • Cross cultural dimension
- 6. Coaching assignment and engagement Assignment LDP Coaching (12 months) Development Coaching (3-6 month) Engagement • Regular updates on Save the Children’s work • Coaching events hosted twice a year, to bring the network together for updates and networking opportunities and to find out how we can keep coaches engaged. • The opportunity to get more involved in SC L&D work in response to requests.
- 7. Our coaching agenda • Engaged and managing the network of 60 pro bono coaches (last year estimated at approx £50k GIK) • Continue to strengthen and embed coaching culture in Save the Children with support of pro bono coaching consultant • Developing coaching strategy as part of wider L&D strategy. • Currently enrolled on a coaching programme with I-Coach Academy which is a great source of support and advise
- 8. Reflections Coaching conversations have been taking place since 2004 through our leadership programmes, with support of internal facilitators from across Save the Children. This has created a strong foundation for developing a coaching culture. Our coaching network have strengthened this further and play a key role in developing the coaching culture in Save the Children
- 9. Impact • It has been a fantastic experience. It changed the way I work and gives me all the tools to improve my skills. Communications Manager • the time, the insight, and the skills of my coach are hugely valuable and important gifts that they are giving, which in turn help me and other Save the Children staff to be more effective in making a difference for children”. Regional Director
- 10. Impact • It has been a fantastic experience. It changed the way I work and gives me all the tools to improve my skills. Communications Manager • the time, the insight, and the skills of my coach are hugely valuable and important gifts that they are giving, which in turn help me and other Save the Children staff to be more effective in making a difference for children”. Regional Director
Editor's Notes
- Context \nOur coaching journey\nHow we strengthened the programme \nWhat we ask of our coaches \nHow we engage with our coaching network \nOur coaching agenda \nReflections and Impact \n\n\n
- Introduction, \nThanks \nWhat we do in SC and why \n
- In January 2011, we launched our biggest ever campaign to save children’s lives. Based on the belief that no child is born to die and that every child is born to shine, the campaign is aimed at tackling the scandal of 8 million lives lost before they have had a chance to shine; and helping the 1.6 million children living in severe poverty in the UK. \n\n\n\n
- Key Learning \nAlthough we were able to take advantage of the offers, we didn’t have the in-house capacity to maximise these opportunities\nImportant to ensure that staff appreciate the opportunity and are committed to the process. \nNeed to fully engage with coaches so they can feel connected to our work and the reason why they volunteered\n\nHow we strengthened the programme \nSelection criteria of coaches\nContracting \nStrengthen engagement of line managers, coachees and coaches\nImproved matching process \nCommunicating success stories and benefits of the Coaching Programme \n\n\n\n
- We wanted to have a better understanding of why our coaches volunteer with Save the Children. at our last coaching event, we asked coaches what their motivation was for volunteering with SC, which would give us useful insight and also help to make the opportunity a win win. \n\nYulia’s story \n
- LDP \n One year commitment \n monthly coaching sessions \n Face to face, telephone or/and email contact \n Global HR have regular contact with Coachee and Coach\n \n Development \n 3-6 months \n Bi-weekly (if required) \n Face to face, telephone or/and email contact \n Global HR have regular contact with Coachee and Coach\n \n\n
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