Coaching

WellBeing For Work provides coaching services.

NOTE: If unsure whether you need Coaching or Training, please refer to our information covering this: How Does Training Differ From Coaching?

What is Coaching?

Coaching is a process of developing an individual’s performance through a confidential and facilitated discussion with a coach. It involves working through a structured process of goal formulation, raising of awareness and exploration of alternatives to create a clear vision of the way forward.

What are the Benefits?

  • The aim of the coaching process is to enhance current performance and to develop your long term potential.
  • Coaching is particularly effective in the following areas:

– development of current competence through working on particular work related issues. Coaching works particularly well in relation to people issues, such as performance management, dealing with personality types, handling conflict and difficult situations, building of self-confidence, managing change etc.

– career planning and development. Coaching is not about giving specific career advice, but is highly effective in enabling people to more readily identify deep rooted career aspirations and the steps they need to achieve to reach these.

  • The coaching process can provide invaluable benefits such as enhanced self knowledge, confidence, problem solving and creativity as well as the development of current skills, knowledge and attitudes.
  • It will also develop your ability to evaluate your performance and learn from experience: a key skill for both your personal development and in managing change.

What will it involve?

There are a number of steps which your coach will take you through including:

  • Establishing clear aims and objectives

A fundamental principle behind successful coaching is that it is lead by you: the role of the coach is to enable rather than lead your development. They are not there to tell you what to do – they are there to maximise your personal capability so that you are not reliant on the expertise of another.

Having a clear idea of what you want to achieve is essential for the coaching to be successful. Before the coaching process you will need to have established clearly defined and workable objectives. A questionnaire will be provided prior to your attendance to assist you in setting your coaching goals. These will then be checked to make sure the coaching session is the appropriate format for the subject in question (this is the only information that will be shared with the Council). Once clear aims have been set, the rest of the coaching process will remain confidential between you and the coach.

  • Information to help you decide on coaching

Certain information may help you to decide on what you want from the coaching process. For example, some useful sources may be feedback you have received from the pilot development centre selection process, consideration of new challenges/changes you are about to face, particular issues that remain unresolved, 1 to 1 discussions with others etc.

In order for the coaching to be successful, your goals need to be realistic and importantly, relate to a subject which you personally feel there are additional insights and options for you to consider. An issue which you know to be without a solution for the present time is not a suitable subject for coaching.

  • Raising Awareness

Once the aims have been established, the next step will be to enable you to gain further insight into the subject. The role of the coach will be to encourage and facilitate this process through questioning.

  • Exploring Options

Having done this, alternative ways forward will be examined. Again, the role of the coach will be to facilitate your own thought processes and ideas rather than providing their own solutions.

  • Way Forward

A critical part of any coaching process is achieving outcomes which enable you to meet your goals. This final stage focuses on developing commitment and producing tangible personal actions.

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