Newcastle, 19th October 2010 Ann Rooke Jeremy Mead Coaching & Mentoring Newcastle, 19th October 2010 Ann Rooke Jeremy Mead

At your best confident informed focused empathetic open to new possibilities passionate energetic creative make a difference making connections getting results organised building relationships giving to others relaxed flexible energised happy Information Other people Autonomy Life experience Switching off distractions CPD Short-term goals Open mindedness in others Interested in work Right resources Freedom to be innovative Time Supportive people People listening Finance Structure Aspiration Comfortable environment Time Other people Lack of structure Tiredness Illness Funding Rules and regulations Mismatches in expectations Overwhelmed Lack of confidence Frustration and anger at the system Mistakes Undeveloped skills Indecision Distraction Angst about where I’m going Conflicting priorities Perfectionism Others’ agendas

Success Factors in C&M TRUST PURPOSE CONTRACTING LISTENING ACTION Supportive environment Trust Respect Empathy People & process PURPOSE Structured freedom Reason Readiness Timing/frequency CONTRACTING Outcomes Why? Limits & boundaries Realism LISTENING Active Challenging Interpreting Context ACTION

A framework for coaching and mentoring Goals: What do you want to achieve? Reality: What is happening now? Options: What could you do? Will: What will you do? Source: Coaching for Performance, J Whitmore

are COMMITTED to success listen for UNDERSTANDING build SELF-ESTEEM 5 success factors are COMMITTED to success listen for UNDERSTANDING provide INSIGHTS drive for RESULTS

Building self-esteem to create outstanding results Focused on short term results Erodes self-confidence Alienates leader Delivers high quality results Builds self-esteem Increases productivity Challenge No impact Feels cosy Builds dependence Delivers unpredictable results Support

Action process What helped you achieve this? What did you set out to do? What did you achieve? How do you want to use this session? What is the impact on your GROW? What are you committing to before our next session? What got in the way?

Who leads? PULL Develop contextual or individual knowledge PUSH Transfer universal knowledge PULL Develop contextual or individual knowledge Telling Making suggestions Instructing Giving feedback Offering Guidance Giving advice Listening to understand Reflecting Paraphrasing Summarising Asking questions to raise awareness

Who acts? Coaching Mentoring 99% of the action is with the “client” The coach’s is focused on what will get their “client” into action and getting them to see and overcome internal and external barriers Mentoring 70-100% of the action is with the “client” The mentor might need to show the way forward The focus is more on external opportunities and barriers

Relevance of expertise Coaching No need to understand or have expertise in the area Can get in the way of listening for understanding Can help in providing insights Mentoring Experience & expertise can make it easier to start the conversation Credibility which can be used to open doors for “clients” Can limit opportunities to just those things that the mentor has done

Resources Associations Search Terms Books Association for Coaching European Mentoring and Coaching Council CIPD Search Terms “Action Learning” “Powerful Questions” “Knowledge Café” “Co-Coaching” Books See www.norfolklight.com