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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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?

8. 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

9. 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

10. 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

11. 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