A typical coaching process
Typically, a coachee will meet with their suggested coach for a ‘chemistry’ meeting first. At this stage, there is no obligation to continue the coaching relationship. The aim of the ‘chemistry’ meeting is to see if you are the right fit for each other and to discuss the coaching process and each other’s expectations throughout.
Next, both parties agree to continue (or not) and the coach will send through a proposal for the potential coachee to discuss with their supervisor. If the supervisor agrees to the coaching engagement, it becomes their responsibility to communicate their expectations of the coaching process to the coach and coachee and to arrange paperwork and payment.
A useful complement to working with a coach may be provided by the use of a diagnostic tool. A diagnostic tool helps in identifying your behavioural strengths and the areas on which you wish to focus in the coaching engagement.
There are a wide range of tools in use within organisations for this purpose; most require the coach to be accredited in their use, and the results remain confidential to the individual and the coach and are not held by anyone in the University. Some are based solely on the feedback of the individual concerned, whilst others are designed to synthesise confidential input from a number of sources to provide a more comprehensive picture, and are known as 360 assessments or tools. Learning Advisors and external coaches are accredited in a number of these, and can advise on which are most appropriate for your individual circumstances.
Interested in coaching?
If you would like to find out if coaching would be of value to your situation, you are suitable for coaching, have a conversation with your supervisor and encourage them to contact your HR Advisor who will discuss your needs and next steps.