Coaching for success
The University recognises the value of Coaching in its commitment to
developing its learning community.
Coaching for Success offers staff the opportunity to:
What is workplace coaching?
Coaching is an opportunity for you to
have space and time dedicated to developing
and supporting you in your role. This can be
for exploring what additional skills you
might want to bring to the fore, how to best
support colleagues, how to juggle the
demands on your time – or anything else that
is relevant at this time. A coaching session
gives you the opportunity to take time out
to think about and articulate some of the
challenges ahead and start developing your
A coaching session is a totally
confidential, supportive, one-to-one meeting
between you and your coach. By using a
combination of observation, questioning,
listening and feedback your coach will
enable you to reach inside yourself and find
solutions to your own issues. Coaching is
developmental but the emphasis is on you
learning by drawing on your own experience,
and not the coach teaching. Coaching can
help you develop a greater awareness and
appreciation of your own circumstances and
will help you to create new ways to resolve
issues, produce better results and generally
achieve your goals more easily.
Coaching usually spans four to six
sessions with each session typically being
one hour long. We have several coaches
available within our team.
The University's coaching service is made up
of a team of trained and experienced workplace Coaches who offer a confidential
coaching service for staff. This service is part of the support provided for
staff in order to help them build on their talents and achievements and to help
frame them within an institutional context.
Unlike Mentors, coaches do not need to have expertise in the work or
discipline area of their Coachee.
The coaching process usually consists of up to 6 x 1 hour sessions. The gap
between sessions will be decided between the Coach and Coachee, and will relate
to the actions the Coachee needs to take between sessions.
Eligibility Coaching is available to all staff. Referrals
are usually made through your line Manager, however members of staff can apply
directly. Email coaching @essex.ac.uk to apply for coaching or for further
What you can expect from your Coach? The role of Coach
provides a kind of support distinct from any other. Your Coach will focus solely
on your situations with the kind of attention and commitment that one rarely
Your Coach will listen to you with a genuine curiosity and will summarise and
reflect back to you with the kind of objective assessment that creates real
clarity. During conversations, your Coach will encourage you to rise to
challenges, overcome obstacles and take action.
A coaching relationship is like no other, simply because of its combination
of objective detachment and commitment to the goals of the individual.
What your coach will expect from you? In order to take
part in coaching your Coach needs you to be open to the potential of coaching.
That means contributing to conversations honestly and openly. For example, if
something isn’t working, your Coach needs to know. If you have concerns or
problems, voice them. If you know why a problem is occurring, say so. The
strength and power of coaching relates strongly to the level of openness and
trust between the Coach and the Coachee.
Coaching works well when you:
- are open and willing to consider change where it is
necessary to aid your development;
- are open to new ways of learning and
working which might challenge your
thoughts and ideas;
- are honest with your Coach and yourself, particularly if
you do not feel that something is working for you;
- are ready to commit to your development by giving and
receiving honest feedback;
- recognise the investment being made in your development;
- accept that commitment must first come from you before
you can reap the benefits of coaching.
Confidentiality: Because the relationship is based on trust
and openness, the contents of your discussions will be confidential. Where a
third party has requested the Coaching for you, you will agree with your Coach
the best way to keep them involved or updated.
This rule of confidentiality, however, may be compromised if there is risk or
potential risk, as follows:
- where there is unacceptable risk to people and/or
- where there is a breach, or potential breach, of law or
- where the organisation’s policies and procedures are put
at risk or potential risk;
- where the Coach and Coachee agree that the issues raised
cannot be appropriately managed or dealt with through a
coaching relationship. This may necessitate a referral to a
third party but such a referral will only be made with the
agreement of the Coachee;
- if the Coach feels that the Coachee’s progress needs to
be discussed with their line manager - although this will
only be done with the agreement of the Coachee
Current list of coaches
- Dr Jo Andrews, Assistant HR Director (Organisational
- Terry Barry, Learning and Development Manager
- Mandy Borges, Learning and Development Manager
- Rachel Lucas, Faculty Manager (Humanities)
- Dr Matthew Reynolds, Learning and Development Adviser
- Paul Smart, Learning and Development Manager
- Dave Stanbury, Director of Employability
- Dr Maxwell Stephenson, Learning and Development Manager
Trainers: Mandy Borges and Terry Barry
This one-day highly practical and participative workshop will enable managers
to develop effective coaching skills which can be applied formally and
informally in a wide range of workplace situations.
Coaching is a valuable way of helping people to learn. It is a useful
addition to a manager’s toolkit, as a way of supporting the people they manage.
It can help you develop your staff by motivating them to learn new ways of
thinking and approaching situations in order to get better results.
- Using coaching as an everyday management tool
- Coaching communication skills
- The benefits of using coaching formally and
Coaching skills workshops