This document discusses creating a coaching culture in the workplace. It defines mentoring as focusing on subject knowledge and experience over the long-term to guide career development. Counseling focuses on past issues and behaviors. Coaching is described as asking questions to help individuals help themselves through empowerment and inspiration to reach goals. Key benefits of coaching include improved customer service, motivation, and reduced stress. Tools for coaching include contracts, preparation documents, goal plans, notes, and reflections.

1. Creating a coaching culture in the work place

2. Mentoring

3. Mentoring
 Subject Knowledge and experience is vital
 Long term
 Career and Capability
 Experienced guide
 Can be more informal and meetings can take place as and when the mentored
individual needs some guidance or support

4. Counselling

5. Counselling
 Focus on the past
 Looks for symptoms
 Offer techniques to combat unwanted behaviour
 The expert on the client

6. What Coaching is not
 Giving advice, answers, talking a lot and not listening
 Lead, steer and control
 Manipulate and sell an idea
 Therapy
 Give negative criticism
 Long term dependency

7. What is Coaching
 Asking questions What? Why?When?How ?Where? Who?
 Help to Help self
 Responsible for own actions
 Make coachee feel empowered and inspired to work towards
there goal
 Everyone is unique
 Self esteem

8. The Universe!

9. Facts and Figures
 The annual cost of sickness absence has climbed to
almost £29 billion for UK organisations, according to
new figures from PwC.
 The average cost of hiring a new employee in the UK
is around £5,300 figures from Reed Recruitment

10. The Big one!
Figures Gallup world survey
Only 13% of employees in the
global work place feel
engaged.

11. WOW!
When organizations successfully engage their
customers and their employees, they experience a
240%boost in performance-related business outcomes.

12. Key Business Facts – Strategic benefits
Attract more business
Improve customer service
Provide structure, guidance and focus
Monitor and evaluate actions
Guide individuals to adopt better solutions
Promote initiative and accountability
Motivate and sustain momentum
The Complete Guide to Coaching at Work- Zues & Skiffington 2006

13. Key Business Facts – Interpersonal benefits
Unearth and tap potential and creativity
Coordinate career and personal life
Increase the ability to cope with and welcome change and
transitions
Improve concentration, confidence, relaxation and decision
making
Remove performance fears and anxieties
Eliminate unhealthy work stressors
The Complete Guide to Coaching at Work- Zues & Skiffington 2006

14. Coaching tool kit

15. Coaching Tool Kit
 Coaching Contract
 Coaching Preparation Document

16. Coaching Plan
 Goals and/or Developmental Needs identified:
 Number of Sessions Required:
 Dates of Sessions:
 Duration of Sessions:

 Diagnostics and techniques to be considered:





17. Coaching notes
 To be used by the coach during the coaching session
 Coachee name: Date:
 Target: (What do you want to achieve)
 Here and Now: (What is the current situation?)
 Ideas: (What options can you choose from? What are the likely consequences of each choice? What are
the best options to choose?)
 Next Steps: (Based on your choices, what actions are you going to take, when, and on a scale of 1 to 10
how committed are you to taking them?)
 Keeping Track: (What date will we review your progress and what steps are you going to take to review
your progress?)

18. Coach Reflections
 To be completed after each coaching session by yourself
 Name of Coachee:
 Date:
 Overview of models and diagnostics used:

 Effectiveness of coaching approach: (i.e. relationship with coachee, use of questioning,
listening and feedback techniques)
 What I did well:
 What I could improve upon:
 End of session feedback from coachee:





19. Personnel Development plan
Personal development goals.
Actions to ensure I achieve the goals.
When By.

20. Coaching Tool Kit
 T – Think (What is the outcome you desire)
 H – Here and now (What is happening at the moment)
 I – Ideas ( What choices do you have and what are the
consequences)
 N – Next steps ( what actions are you going to take)
 K- Keeping Track ( when are we going to review what has
been done)

21. Coaching Example

22. What next?
 EMCC (European Mentoring and Coaching Council)
 CIPD (Chartered Institute of Personnel and Development)
 The Complete Guide to Coaching at Work (Zues & Skiffington)
 Coaching,Mentoring and Organizational Consultancy
supervison,skills & Development (Hawkins & Smith)
 Coaching & Mentoring at Work (Connor & Pokora)
 Coaching & Mentoring Theory and Practice (Gravey,Stokes and
Megginson)

23. Thank you !