We aim to promote coaching and mentoring as key to improved care delivery, and to improve access to high quality coaches for people working at all levels.
Coaching and mentoring are highly effective, complementary ways to raise the quality and impact of management and leadership.
Careers in adult social care can be both challenging and rewarding.
A coach or mentor can help to give guidance and support as challenges are faced, assisting staff in negotiating challenging situations with increased confidence.
Many people working in adult social care want support through coaching and mentoring. The demand for coaching has increased as the challenges and complexities of adult social care managers’ roles have changed and developed over the last few years.
Coaching will particularly help individuals with specific issues, problems or skills that they want to address – such as goals and outcomes that they want to achieve.
These will normally be work related, but there is often a strong overlap between these and other non-work issues.
Both coaching and mentoring differ from counselling in that their primary focus is not to resolve personal problems or issues of personal well-being in a therapeutic way.
Coaching focuses on specific developmental or change issues with defined goals. It enables you to identify ways forward and improve your performance through structured sessions, often over a short time scale.
Mentoring is generally more informal and is often provided by more experienced colleagues, leaders or peers. It can be more wide ranging in its focus with longer-term relationships.
What your coach or mentor will do
Your coach (or mentor) will work to enable you to define your priority issues, set clear goals and identify actions. They will do this by using techniques such as careful listening and skilful questioning.
Your coach is not there to give you advice but will challenge your thinking, ask questions that deepen your own perceptions and create the space for you to ‘advise yourself’.
If you do not have any top priorities - but want to talk around issues or get advice on, for example, specific technical matters - then coaching may not be so effective.
How long the sessions last
Coaching is normally carried out over an agreed number of sessions, typically four to six sessions of 1.5 or 2 hours.
Who your coach will be
Coaches will usually be independent professional people, working outside your organisation, that make a charge for coaching sessions.
Coaches don’t need to have detailed knowledge of your work sector or context - so you could choose a coach with little social-care experience if you wanted.
Or you might prefer to choose someone with a strong background in this field.
Some coaches offer telephone coaching and this is often used as an add-on to face-to-face coaching.
You can find out more from:
Chartered Institute of Personnel and Development
Institute of Leadership and Management
What your coach will charge All coaches on the Skills Academy register have agreed to charge a flat fee of £375 per two-hour session plus travel.
Also we are pleased to be able to offer a reduced fee of £300 for members of the Skills Academy.
For coaches not on our register, the cost varies.
What your coach will charge
It is probably true to say that the commercial world expects to pay more for coaching than the public or third sectors.
Importantly, there is not necessarily a direct correlation between cost and quality - and you may find some poor expensive coaches and some good cheaper ones.
Think carefully about how much you and/or your organisation can afford, and want, to pay.
Ask about discounts for the social care sector (since many coaches will want to break into this market now) and for booking a series of sessions.
If you are not happy with how it’s going, tell the coach and review how useful the sessions and coach are.
You may even decide to change your coach or to try different coaches at different times of your career or for different issues.
For more information on Coaching and Mentoring please contact email@example.com