All you need to know…
What is Coaching?
The concept of coaching is often associated with sporting circles. However, during the past twenty years or so business and therapeutic disciplines have adopted coaching methods to enhance the performance, productivity and wellbeing of those on the receiving end. When we consider careers we also discuss the link to employability/apprenticeships and Higher Education. Society often associates the roles of Tutors, Mentors and Counsellors, as helpers in the transitional stages of our lives – coaching provides the necessary training and modelling to enhance these roles.
Today a Coach is generally seen as someone who is willing to take a personal interest in an individual and support them in their long-term career development, offering information, guidance and often sign posting to other agencies/individuals.
Within this overall idea, approaches to coaching varies depending on the organisation’s expectations, background and training of the coach, along with the capacity to support individuals/groups.
An effective Coach will:
Help individuals sift through and organise information
Give constructive feedback, model excellence
Provide guidance (who to see, how to communicate)
Listen effectively and signpost if necessary
Respect, respond to and encourage/empower the person they are working with
Deliver small group work activities
Enable colleagues to create opportunities for careers education
Offer experiences of work and volunteering
Benefits of Coaching
As a coaching system evolves, it can benefit the development of an organisation or an individual in a number of ways:
Individuals benefit from having a longer-term coach, guide or mentor through periods of self-development/Transition such as education, job search, job induction or career progression. They often say how valuable it is to have someone to talk to, who listens, and who can support in their career development …personal development. This can lead to them having positive role models and mature friends for life!
Organisations benefit by the increased communication flow, and the links between different parts of the organisation and the key transitional points. The coaches often appreciate the opportunity to work usefully in a different style, developing an additional range of skills and knowledge for themselves. On-going CPD is necessary and a range of professionals can assist in the delivery of this. It will develop and up-skill the coaches as well as share the responsibility of careers within an educational establishment. The ethos of an establishment will also flourish with a positive attitude to young people and their progression pathway.
Continuing Professional Development
The current skill base and qualifications of the coaches is vast, colleagues want to share their expertise with each other, and also their contacts to share the ever-increasing networks which will have a positive impact upon the young people involved.
Areas identified so far -
Careers Education, Information Advice and Guidance CEIAG – to include HE, Apprenticeships, Qualifications/routes and Employability
Safe Guarding and Child Protection/DBS
Motivational Interviewing, Engagement and Boundaries
Communication and Modelling
Careerpilot and Careersnearhere – Post 16, CVs and Action Plans
Networking, Signposting and Experiences of Work
Buddying and Supervision for the Coach
If you would like to get involved, we would be delighted to hear from you. A short telephone interview and follow up meeting is required before the matching process and essential training which will guide you to the next steps.
For further information please email WORKS@Bristol.gov.uk or call 0117 92 23318.