The Trust's
Coach Approach
Coaching
Coaching is a development approach to working and interacting with others, enabling learning,
development and change. The application of a coaching mind-set and key skills supports the
development of individuals and teams by empowering, supporting and constructively challenging
them, promoting self-motivated learning and growth.
Based on the ethos of empowerment, characterised by the principles
of Collective Leadership and bound by the HSC Values, the Trust's
Coach Approach promotes a culture where our Staff have space for
reflective and pivotal thinking and a space to be heard. Coaching
helps Staff to understand more about their own personal capabilities,
interpersonal skills, opportunities and challenges, which in turn can
help them to make more informed choices and actions.
Over the past 12 months the Trust's aligned Coach Approach has
become stronger, further embedded and it is having a broader
positive impact on service and organisational culture.
Our achievements include:
• Executive and Senior Management update sessions
• Staff Awareness & Coaching Opportunities Workshops
• Managers/Practitioners Awareness and Skills Development Workshops
• Increased capacity within the Trust's Coaching Pool offering 1 to 1 Coaching for Staff
throughout the Trust
• Increasing coaching skills, capabilities and conversations - accredited and non-accredited
coaching development opportunities and pathway programmes
• Attaining Corporate Membership of the Association for Coaching
• Further roll-out of the Coaching for Senior Leaders programme
• Coaching integrated within Collective Leadership development programmes
• Coaching integrated into development and succession planning programmes
• Coach Approach integrated within the refreshed appraisal conversations process
• Coaching metrics and measures - understanding the difference and impact coaching has
made
• Coach Approach considered as a key enabler in assisting Staff to feel valued, empowered,
inspired and motivated to see and take opportunities and to do things differently
• Trust's Coach Approach considered as an example of good practice; selected and hosted
Association for Coaching Roundtable Event.
Facts & Figures
• 160 Staff took part in Coaching Warm-up Awareness Sessions
• 15 Staff embarked on the Accredited Level 5 Coaching Programme and are Coaches within
the Trust's Coaching Pool
• 26 Staff took part in the Coaching for Senior Leaders Programme
• 25 Staff from Succession Planning and Collective Leadership Programmes were matched with
a Coach
• 55 Staff entered into 1 to 1 coaching partnership with a Coach.
Goal 2: Strengthening the Workforce
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