Coaching is a way of providing additional, confidential one-to-one support that can be supported back in the workplace.
Open to all staff, our coaching scheme has helped over sixty members of staff from all departments and grades. Our team of twenty coaches - all York staff - have been externally accredited and undertake regular professional development.
Coaching is a voluntary and confidential process in which a trained coach guides an individual to consider alternatives to their current situation and identify an outcome that they are committed to.
It is one of the most powerful developmental approaches available to individuals and organisations.
While the coach's focus will be on professional rather than personal development, coaches will often take a holistic view of a person to understand the context of their issues and understanding the important factors that will influence their mindset and motivation.
Within our coaching scheme, we work to this description of coaching:
"the process of enabling individuals to acquire the knowledge, skills and techniques needed to perform effectively in their occupational role by motivating, inspiring, challenging, stimulating and guiding them. The coach must be able to recognise the needs of individuals being coached, develop coaching programmes appropriate to meet those needs, and help individuals achieve to their full potential."
In coaching the emphasis is on the future, on moving forward with skills development or personal goals and well-being.
Typical situations where coaching is particularly useful include:
If you are considering applying to the scheme you should:
Applications to the scheme can be made at any time. Applications will be processed within four to six weeks of receipt.
Where possible line management support will be required. We recommend that before submitting your application you agree with them the following:
If line management support is not possible then please contact us at firstname.lastname@example.org.
The application form will act as the main consideration in the matching process. Within four to six weeks of receiving an application to the scheme we will:
Once you have confirmed your chosen coach, the coach will be informed and the relationship will be able to start.
All proposed matches will be agreed with both parties on the outset and there will be opportunity to raise concerns over a match before commencing with a coaching relationship.
It is accepted that not all proposed relationships will be suitable and that it is possible that conflicts of interest may affect the potential success of coaching relationships. In such cases we will attempt to make an alternative match.
We give feedback to individuals on their application. If we cannot match you with a coach or other development choices may be more appropriate to meet your needs and expectations, we will advise you on the other options available.
It is important that the benefits of coaching relationships are measured. This lets us evaluate the effectiveness of this approach, identify organisational learning and assure the quality of the coaching.
Individual coaching relationships will be evaluated regularly throughout three stages of the relationship:
The purpose of the evaluation is to ensure the relationships are forming well and that they are proving to be purposeful and successful.
In respect of the confidential nature of the scheme neither coach nor coachee will be expected to impart detailed information about the content of their relationship. We do require both parties to give an overview of the main objectives, achievements and purpose of the relationship so that we can show the business benefits of the scheme.
I have been telling friends about it, and it made me realise that I really do feel that the University as an institution cares about me, and offers me a way to grow and develop. So thank you very much for suggesting this and putting it in place. It's a terrific scheme
A senior academic