Coaching is a key development activity in which organisational performance is increased through maximising an individual’s potential at work. The following definitions capture the essence of what coaching is:
“Coaching could be seen as a human development process that involves structured, focused interaction and the use of appropriate strategies, tools and techniques to promote desirable and sustainable change for the benefit of the coachee and potentially for other stakeholders.’ Cox, Bachkirova and Clutterbuck, 2010)
‘Coaching is a conversation, or series of conversations, that one person has with another. The person who is the coach intends to produce a conversation that will benefit the other person (coachee) in a way that relates to the coachee’s learning and progress.’ Starr, 2011)
“Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them.” (John Whitmore, Coaching for Performance, 1992)
Some examples of situations where coaching is a suitable development tool include:
- developing better interpersonal or leadership/managerial skills
- developing an individual’s potential and providing career support
- developing a more strategic perspective after a promotion
- handling conflict situations so that they are resolved effectively.
|External Coaching Pool
The People Development team hold a register of recommended external coaches who come from a broad range of backgrounds with different specialisms.
|Internal Coaching Pool
We are developing a pool of internal coaches to provide coaching more broadly across the University. There will be no cost for this service.
We are currently recruiting volunteers to be members of the internal pool. If you’re interested, please contact Human Resources & Organisational Development: ! HROD Advisory or Ext 4264
To discuss who might be the right coach for you please contact Danny Hannah x5031 firstname.lastname@example.org