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Executive Coaching in the BBC


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Establishing an internal coaching programme creating experts from your pool of employees

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Executive Coaching in the BBC

  1. 1. Executive Coaching in the BBC Jane Saunders Coaching Network Manager
  2. 2. The Need for Coaching • The constant climate of change causing insecurity, reduced motivation, disengagement, need for leadership and new ways of working • Leaders need complex skills; vision, performance management and people skills v command and control • Many employees are promoted to leadership roles for which they have little preparation • Training alone has proved insufficient in developing the skills and competencies necessary • A feeling of isolation at senior level • The need to deliver!
  3. 3. What did we need? • Structure • Business objectives • Skills training • People to deliver it who believed in it • Quality control • An agreed definition…
  4. 4. Definition of Coaching “The art and science of facilitating the performance, learning and development of another” __________________________________ ___ Skills Performance Development Transformation
  5. 5. Climate Change! • The competition • Challenge to the licence fee • The technology • New ways of working • The geography • The psychological contract
  6. 6. Intention of the Coach Network …. to provide professional executive, leadership and management coaching to support the BBC strategy, equal to or better than that which is available externally And at a fraction of the cost to the licence payers
  7. 7. BBC Coach Network c.85 Coaches 12 trainees Coach Network Manager Coordinator
  8. 8. BBC Coach Network Providing professional Executive Coaching across the organisation Coaching Programmes approx 500 pa •Executive, Leadership and Management Coaching •Transitional Coaching •Career Management Coaching •Short Sharp – ad hoc • Coach Training Coach Foundation Course • Supervision • Coaching Skills for Managers Coach Development Coach Supervision Strategic Initiatives Coaching Consultancy Evaluation Awards •International Prism Award for best coaching practice and standards - International Coach Federation •Best Coaching Programme - Training Journal •Coaching Programme of the Year - World of Learning Awards
  9. 9. Portfolio of Coaching Programmes Programme Leadership & Management Responsibilities Executive Coaching Senior Leader Leading and managing significant numbers of others/resources or complex relationships. Aligned to identified Talent Established Leader Established managers wishing to further skills in leading teams, managing upwards, personal impact, confidence. Aligned to identified Talent Transitional Coaching Established and Senior Leaders and Managers transitioning to a new role or into the BBC Career Coaching Established managers who are seeking to manage their own careers and create their own futures Ad hoc coaching programmes Depending on the initiative could be for a specific group (e.g. a trainee scheme) or open to any member of BBC staff Coaching Skills for Managers course Any team leader or manager
  10. 10. Most Frequently Targeted Topics • Leading change • Developing key relationships • Managing upwards • Personal Development as a leader/manager • Personal Confidence • Career Management
  11. 11. The Coaches Senior and established leaders and managers • Application process • 4 months training and mentored field work • Commitment to : - a minimum of 3 clients at any one time - quarterly supervision - continuing professional development
  12. 12. Qualities of BBC Coaches • Presence • EQ • Organisational credibility • Readiness • Commitment
  13. 13. Coaches by Division March 2011 Coaches by Division March 2011 A&M, 9, 11% BBC North, 1, 1% BBC Studios and Post Production, 1, 1% BBC Trust, 1, 1% BBC Worldwide, 1, 1% Finance & Business, 1, 1% Future Media, 4, 5% Journalism, 24, 30% Operations Group, 34, 42% UKTV, 1, 1% Vision, 5, 6%
  14. 14. Coach Training • Delivered in house and accredited by: The European Mentoring and Coaching Council The International Coach Federation • Final assessment determines whether or not the trainee has reached the necessary standard to practise as a BBC Coach
  15. 15. Executive Coach Training The Coach Foundation Course – accredited by the EMCC • Pre reading • Module 1 - three days skills training, practice, observation and feedback • Six weeks field work supported by coach mentor • Pre reading • Module 2 - three days “digging deeper”, practice, observation and feedback • Six weeks field work supported by coach mentor • Pre reading • Module 3 - two days of final assessment plus tools and techniques
  16. 16. Continuous Development • Supervision – network requirement - quarterly • Shared Learning Groups – network requirement - 3pa • CPD – network requirement 3pa • Individual Accreditation – optional
  17. 17. Continuous Professional Development • Supervision • Shared learning • Workshops • Learning breaks • Book club • Master classes • Individual accreditation
  18. 18. Supervision • Formative – to facilitate learning which comes through reviewing the client/coach relationship and encouraging reflection and self awareness on the part of the Coach • Normative – to promote consistent and best practise across the Network by adherence to protocols and non directive approach • Restorative –to facilitate personal development and to explore the coaches own responses to clients issues
  19. 19. Coaching Skills for Managers • Not just for managers! • 2 day course for 12 participants • Skills – Listening – Questioning – GROW model • Lots of practice in trios
  20. 20. Client Coaching Skills for Managers Course Practice Client Trainee Coach CoachCoach Observer Coach Mentor Trainer Facilitator Supervisor Self Generating
  21. 21. Quality • National and International award winning Internal Coaching Network • Coach training industry body accredited • Coaches selected and meet performance and delivery standards/targets • Coaches are supervised and developed • Internationally recognised within the industry for excellence and best practice
  22. 22. Evaluation Processes • 3-ways • Post coaching evaluation (immediate) • Pilot process (coaching impact) • Pulse check (coaches perspective) • Training and CPD events
  23. 23. Benefits to the BBC • The impact of clients being able to address their own leadership, performance and effectiveness • Quicker results from new appointments coached to maximise impact, influence and effectiveness. • Application of learning from leadership development to organisational life by considering course input to client specific situations • Inexpensive means of providing professional Executive Coaching, accredited Coach training , supervision and development to high numbers of staff
  24. 24. • Confidential thinking space • Agenda free challenge and feedback • Raised awareness and expanded boundaries of potential • Opportunity to create a vision and a route to achieving it • The glue to make training stick • Sense of being valued by the investment of resource • Safety and rigour of working with professionally trained coaches • Coaches practise in accordance with industry best practise Benefits to the Client
  25. 25. Benefits to the Coaches • Develops self, EQ, and own style of leadership • Increases job satisfaction • Widens knowledge of the BBC • Cross divisional networking • Accredited senior level coach training to add to skill set
  26. 26. Themes from internal coaches: • Time! • Management support/commitment • Organisational perspective/understanding • Coach validation/feedback/development • Client commitment • Gaining recognition Coach Perception – Biggest Challenge For An Internal Coach
  27. 27. External Executive Coaches • Who should have one? • Who are the external coaches? • What criteria underpinned their selection?
  28. 28. Key Characteristics of BBC Coaching • The intervention is a combination of exploration, challenge, support and feedback with the Coach and Client working as equal thinking partners • It is confidential after the initial 3Way conversation to set objectives and success measures with Line Manager • The ultimate client is the organisation • Clients are nominated through line managers and/or HR for reasons of development. Not a remedial intervention or to replace appropriate line management • Applications thought more appropriate for training, therapy, counselling or mentoring are redirected as requ’d • All Coaches achieve a professional level of practise before being allocated clients and attend regular supervision while working within an established framework and protocol. • Coaches incorporate all coaching activities within their day job • Coaching industry ethics apply
  29. 29. Success Factors • Aligned to business/talent strategies and objectives • Commitment of the Coaches • Professionalism of the portfolio • Rigour of the training and development • Belief in the intervention • Continuous Review • Continuous Evaluation
  30. 30. Questions