Mentoring and coaching

Mentoring and coaching are confidential, one-to-one, developmental activities - tailored to specific individual and organisational needs - which provide supported, reflective and challenging space for executives and managers. This enables them to:

• Create practical solutions to everyday and long-term strategic issues
• Develop leadership and managerial capacity
• Understand diversity and difference and how to maximise the benefits to the organisation
• Develop behaviours aligned more closely to individual and corporate values

We are pragmatic and use coaching and mentoring interchangeably. However, if pressed, we would say that coaching is often used to describe developmental support which is more focussed on specific skills development, whereas mentoring may be more holistic.

The whole-system approach

When mentoring and coaching are introduced as part of a strategic development programme, there will be broader organisational and business benefits including cultural change.

We have extensive experience of using mentoring and coaching programmes in conjunction with other organisational development interventions to create strategic and systemic change throughout the leadership and managerial community of the organisation.

Organisational learning through mentoring and coaching

Where a team of consultants works as coaches and mentors in an organisation, we appoint a consultant supervisor to the team. The role of the supervisor is to ensure that our professional practice standards are maintained and consistent, and enables themes and issues to be surfaced that have an organisational dimension to them. This enables feedback to be provided on issues that the organisation would benefit from attending to - and consultancy support on how to achieve these changes.

Masters Practitioner in Coaching and Mentoring

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