Working coaches, mentors, supervisors; mid-career
The design of effective coaching and mentoring programmes consists of seven key elements: The design, implementation and continual evaluation of programmes are all key stages. Not fully addressing any stage can impact on the overall effectiveness of the programme. Programme aims and purpose Programmes are developed in response a specific need....
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Difference can manifest itself in many ways, from sexual orientation to race and disability, but a common factor is that it is a contributor to inequality and stereotyping in the workplace. Diversity mentoring is a process of open dialogue that aims to achieve both individual and organisational change, through shared understanding and suspending judgement, within...
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At the level of international good practice, informal mentoring works best when it is an outcome of formal mentoring. People have a reasonable idea of what is expected of mentor and mentee and are able to avoid major pitfalls, such as dependency or abusive relationships. Among the benefits of informal relationships is that they tend (more…)
The immediate aftermath of a merger poses a number of major challenges. While many of these challenges relate to integration of systems and structures, the people challenges are often the most difficult and long lasting. In particular: Introducing a well-designed mentoring programme for top talent can make radical and positive difference to managing each of...
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When a successful female entrepreneur is held up as a role model, is it a good thing or not? There is now so much evidence that women can be as effective (and in some circumstances, such as rural economies in developing countries, considerably more successful in business creation) than men, that the fact we still...
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One of the factors that appears to undermine resilience is isolation or loneliness – an issue that comes up time and again in supervision. In our reading and conversations with coaches and mentors, we have identified four types of loneliness: The first and last of these are unhealthy. Even though coaches meet lots of people,...
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Narrative coaching is a process that allows coachees to address issues in their present by relating stories from their past. The stories we remember about ourselves have a powerful impact on our values, our beliefs, our assumptions, and our behaviours – and hence on our performance and careers. Narrative coaches are trained to help clients (more…)
Ontological coaching Ontological coaching is a non-directive process for helping people work out: The word ontology means “study of being”. The theories underpinning this approach to coaching were derived from combining studies in the use of language with biological studies into the nature of cognition (learning from our environment). The pioneers of this work are...
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The term performance coaching refers to coaching approaches that focus on very specific improvements. These may be in sports (e.g. shaving a few seconds off a down-hill ski run) or in work (e.g. achieving higher sales, or higher customer satisfaction scores). The core of performance coaching is that the outcome is measurable in a quantifiable...
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A plateau in career terms is about limits to career mobility in the sense that upward hierarchical movement is restricted. In other words, plateaued managers are people, who have hit a real or assumed career ceiling. Typically, the coachee or mentee may have been in the same job role for at least five years and (more…)
