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Coaching in the Workplace


Coaching in the Workplace Promoting Workplace Well-Being David Craigie April 2012 Guess the proverb? Individual Counselling Therapy Stress Management Personal ... – PowerPoint PPT presentation

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Title: Coaching in the Workplace

Coaching in the Workplace
  • Promoting Workplace Well-Being

David Craigie April 2012
Guess the proverb?
  • Individual
  • Counselling
  • Therapy
  • Stress Management
  • Personal Coaching
  • Career Coaching
  • Organisation
  • Employee Assistance
  • Professional Coaching
  • Occupational Testing
  • Redundancy Support
  • Manager Training
  • What is Coaching?
  • Different types of Coaching
  • Coaching statistics
  • Case studies ethics and tricky situations
  • Personal difficulties
  • Consequences of coaching
  • Organisation issues
  • Coaching Techniques in PRACTICE
  • Links Resources

Definition of Coaching
  • Coaching is a teaching or training process in
    which an individual gets support while learning
    to achieve a specific personal or professional
    result or goal. (Source Wikipedia)
  • "Coaching Psychology is for enhancing well-being
    and performance in personal life and work
    domains, underpinned by models of coaching
    grounded in established adult learning or
    psychological approaches,"
  • (adapted Grant and Palmer, 2002)

Mentoring, Training, Counselling...
  • Mentoring being guided/advised by a more
    experienced colleague
  • Training learning a new skill or knowledge
  • Counselling a non-directive, listening service
  • Q. How do these differ from coaching?

Where are you going?
  • Mentor Ill tell you how I got there
  • Trainer Ill teach you the skills to get there
  • Counsellor How is the journey?
  • Coach Ill walk with you
  • and guide you on the journey

Types of Coaching
  • Executive
  • Business
  • Sports
  • Transition
  • Retirement
  • Life/Personal
  • Performance
  • Health
  • Career
  • Stress
  • Well-being
  • Leadership
  • Skills
  • Interview
  • Team
  • Confidence

How effective is coaching?
VE E NVE I Line Managers (96) 13 54
33 - External Coaches (92) 39 52 9
- Internal Coaches (76) 16 84 - - HR
department (76) 10 74 16 - Key Very
Effective (VE), Effective (E), Not Very Effective
(NVE), Ineffective (I) 2005 CIPD survey
Benefits of Coaching
  • Performance
  • Confidence and motivation
  • Behaviour change
  • Culture
  • Leadership
  • More confident and effective leadership
  • Improved leadership from team-leader level
  • Decision speed improved at senior levels
  • Management committee and general managers
    singing from the same song sheet

Ethics Boundaries
  • Coachee A is referred to you for performance
    coaching. At first, things seem to be going well
    and you build up a close relationship. The
    coachee then confesses to you that one of the
    reasons they struggle at work is because of bouts
    of depression, which leads them to drink
  • You have both agreed confidentiality but also
    know that this revelation could put others at

Ethics Boundaries
  • You are coaching several members of your team at
    work. Things are going well until the recession
    finally hits and you are asked to select
    individuals to put forward for promotion, and
    others to suggest to be let go.
  • Can you use confidential information you have
    learned from coaching to inform this decision?

Ethics Boundaries
  • You are invited as an external coach to work with
    a senior manager who is performing poorly and
    lacks confidence.
  • During sessions, the manager shares a new goal
    with you become confident enough to look for a
    new job in a competitor organisation.


Coaching Techniques
  • Dual Systems assessment
  • (Neenan Palmer 2000)

What stands between you and your goal?
Practical aspects or blocks
Psychological aspects or blocks
PRACTICE (solution seeking)
  • P... what is the Problem or issue?
  • R... what is the Realistic goal?
  • A... what are the Alternatives?
  • C... what are the Consequences?
  • T... Target the best solution
  • I... Implement
  • C... your Choice
  • E... Evaluate

Palmer, 2007
Final tips
  • Always clarify the purpose
  • Decide if Coaching is the best approach
  • Don't be afraid to consult the experts
  • ...but be aware of sales people
  • Set out agreed objectives (all parties!)
  • Regularly review progress
  • Consider outcome measures at outset

Links Resources
  • (full 2005 survey here)