What to expect from a coaching programme
An effective coach provides an independent pair of ears with whom an individual can talk about the things they may be unable to talk about with other people inside the organisation.Therefore, confidentiality and trust are key.
Some ground rules and a coaching contract need to exist between all parties involved: the person from within the organisation who initiated the coaching programme, known as the sponsor ( usually the client's the employer, line-manager, or HR manager), the coach and the individual being coached. Occasionally, if there is no sponsor, for example for self-employed individuals, the contract is simply between the coach and the client.
The sponsor does not get specific feedback, as the sessions are confidential. However, any trends identified by the coach will be fed back to the organisation, with the full knowledge of the client.
The coach’s role is to support, without judgement, and challenge the individual to perform at a higher level and believes
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No matter how people currently perform, they have the ability to perform even better
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People are their own best resource
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People are not their current behaviour. They can change their behaviour.
How do the coaching sessions work?
The first of 6 sessions tends to last for 2 hours and over the next 90 – 100 working days, regular one hour coaching discussions take place.
The coaching framework used by CIEC is the GROW Model. The coach explores the following areas with the individual, using non-leading, yet challenging questions.
Goal - what do you want?
Reality – what is happening now?
Options – what could you do? and what else?
Willingness – what will you do and by when? how will I know you've done them?
