Workforce Strategy and Capability

Coaching and Mentoring

What is a coach and coaching?

The International Coaching Federation (ICF), the largest professional association for coaches, provides this definition of a coach:

Coaches partner with clients in a thought-provoking and creative process that inspires them to maximise their personal and professional potential - coaches honour the client as the expert in his or her life and work and believe every client is creative, resourceful and whole. www.coachfederation.org

Coaching is an interactive process that helps another person develop, improve, learn something new or take performance to the next level.

Why would a staff member engage in coaching?

A professional coach may be used to enhance individual or professional growth or to advance organisational goals and objectives.

What are the benefits of coaching?

Coaching can be used for various purposes and coaches may specialise in one or multiple areas to provide the best value to their coachees. Some of the benefits of being coached are:

• Personal development and growth
• Improved learning
• Empowerment
• Improved working relationships with colleagues and manager
• The feeling of being valued
• Improved quality of life
• Increased  motivation
• Overcoming self-limiting beliefs
• Improved communication skills
• Increased productivity
• Improved work-life balance

How can a staff member select the right coach?

Invest time in choosing the right coach for you as it is an important decision.

• Self-assess your performance and identify your challenges and/or difficulties. This can be done in consultation with your manager or supervisor.
• Identify area(s) where you want coaching and prioritise.
• Identify the desired outcomes from coaching.
• Coaches may specialise in one or multiple areas to provide the best value to their coaches.  Therefore it is best to match your needs with the specialisation and/or focus of the coach.
• Check the coach’s core values, track record, experience, methodology, process, activities, program and fees. This can be done through a short conversation (telephone or face to face) or checking the coach’s website.
• Initiate a short meeting and feel if you have rapport and if trust can be built quickly.

What to look for in a coach?

• Strong interpersonal and communication skills
• Objectivity and confidentiality
• Ability to give effective feedback
• Ability to motivate
• Results oriented
• Support
• Ability to challenge

Do I need permission to engage with a coach and what is the cost?

Coaching to enhance individual or professional growth or to advance organisational goals and objectives should be identified in discussions with your supervisor as part of planning, development or performance meetings.

Costs related to engaging a coach are the responsibility of the relevant school, service centre or business area. A discussion should be had with your line manager or supervisor outlining the need and benefit to coaching and also seeking funding approval prior to contacting or engaging a coach. Coaches will provide an individual costing model and quote prior to providing coaching services.

Who do I talk to if I have further questions or need help?

The Workforce Strategy and Capability Team has experience working with coaches and can assist with discussing options and providing advice to the coachee and/or manager. Please contact the Team on wsc@ecu.edu.au

Mentoring

The Joondalup Learning Precinct (JLP) Mentoring Program is a unique, internationally recognised program that connects mentors with mentees across four different institutions - ECU, City of Joondalup, North Metropolitan TAFE and the WA Police Academy. The Program provides support and professional development opportunities over a nine month period to ensure the mentoring experience is affirming, positive and life-changing for both mentor and mentee.  Expressions of Interest are called for in January each year.

https://www.joondalup.wa.gov.au/joondalup-learning-precinct-mentoring-program