Health Service Executive National Human Resources. Coaching Service

Transcription

1 Health Service Executive National Human Resources HSE Human Resource[Type a quote from the document or the summary of an interesting point. You can position the text box anywhere the document. Use the Drawing Coaching Service Tools tab to change the formatting of the pull quote text box.] International Coaching Week 7 th to 13 th May 2018 in conjunction with Health Services People Strategy Leaders in People Services Page 1 of 2

2 HSE National Hum man Resources Wor rkplace Rela ations Unit Staff Deve elopment Section National Coaching Service Page 2 of 11

3 Introduction Welcome to the National Coaching Service. The following document will give a brief introduction to coaching outlining the following: What is involved in coaching and how does it compare to mentoring, counselling, consulting and training? What is involved in a coaching meeting? What about confidentiality in coaching? What are the type of issues in a coaching situation? What is a professional coach? Coaching for development Feedback from a Coaching client with regard to their experiences of coaching Some of the benefits of coaching HSE Pilot Coach Development programme How to access an internal coach What is Coaching? The International Coaching Federation defines coaching as partnering with clients in a thoughtprovoking and creative process that inspires them to maximize their personal and professional potential, which is particularly important in today's uncertain and complex environment. Coaching is a growing field and increasingly recognised by individuals and organizations throughout the world. Coaching is future orientated and aims to help people when they feel stuck and want to bring about personal change in their lives and work, to shift their perspective, reflect on their choices and realise their individual potential. Coaching is a powerful relationship for people wanting to make important changes in their lives, careers, businesses or organisations. It is a relationship where the total focus is on you and on what will help you achieve your goal. This is where the Coaching relationship is unique. There is no other relationship in our lives that offers this level of support, encouragement, challenge and feedback. It is also future focused, it does not want to focus on past experiences which may have been helpful or unhelpful but instead takes the learning from these experiences to help to set out a new path for the future. Coaching is a protected confidential space of support for staff where they can bring issues and leave a session with a clear plan on what they are going to do about a particular piece of work. Coaching comprises a series of phone, face to face or MS Lync/Skype sessions. As a client you will set the agenda for the coaching session. Page 3 of 11

4 Is it the same as Mentoring? Mentoring is not the same as coaching, in the mentoring process the Mentor is assumed to have the answers for the problems that you may have but in Coaching the coach assumes that you know best what will work for you, that you have your own answers and the challenge for the coach is to shine a light on these and help you to identify these for yourself. Is it the same as Counselling? Coaching is not Counselling, and if there are issues that a Coaching meeting identifies as being more appropriate for counselling then the coach will suggest that this might be something to consider. Counselling is a process designed to look into the past to sort out difficulties that may have occurred but Coaching accepts that the past has already occurred and is more interested in the path and direction that can be set for the future Is it the same as Consulting? The consultant asks questions in order to gain information and clarity to be able to diagnose the issue. The difference between consulting and coaching is that the consultant is the expert and provides advice, ideas, and business development suggestions. A coach asks questions and listens deeply allowing the client to access their own internal wisdom and gain clarity for him or herself. The client is considered to be the expert on him/herself. Is it the same as Training? Training is not the same as coaching, it is a form of teaching with the purpose of developing skills and knowledge in a particular field. It usually involves some demonstration and the opportunity to practice and receive feedback on skill or knowledge development. What can I expect in a coaching meeting? The Coach will take the time to get to know who you are, what is important in your life, your working role, business or organisation. They will be curious about what makes you tick, what concerns you may have and what might be holding you back from achieving what you want. They will do this by asking helpful questions and sometimes challenging your thinking about issues. They will do this in a supportive and encouraging way with the focus being on your needs. The coach will encourage you to set out some clear objectives for yourself that will help you to achieve the growth and learning you desire. The coach will not tell you what to do or provide advice and solutions rather they will believe that you have all your own answers and that you are the expert on you, your life and your work. Page 4 of 11

5 What about Confidentiality and coaching? The nature and content of the discussions which form the coaching process are deemed to be private and personal to the individual client and as such will not be discussed with a third party without the express permission of the client. The caveat of this being that the coach reserves the right to notify the relevant body if the client is behaving unlawfully or is likely to cause damage to self, others or the organisation How do I measure success of Coaching? Essentially when you experience the movement, growth and change you want in your life, work or business then this is a measure of the success of coaching. A further measure of success is the sustainability of these changes into the future. What are the Coaching issues emerging? The following are some of the issues that result in people seeking coaching: Feeling stuck in a role Requiring interview preparation Looking to manage change Looking to manage work life balance Feeling stressed Changing your approach to managing staff Dealing with conflict within the team Newly appointed, promoted or seeking to develop your career How do I know my coach is a professional coach? They will have completed an accredited coach training programme with an accrediting body such as the International Coach Federation (ICF) and they may have achieved a credential such as Associate Certified Coach, Professional Certified Coach or Master Certified Coach from the ICF. They will demonstrate that they are committed to professional supervision and Continued Professional Development Page 5 of 11

6 Coaching Awards Coaching for Development The HSE National Coaching service is recognised externally, and has received a number of awards from the International Coaching Federation Irish Chapter, Irish Institute of Training Development and CIPD Northern Ireland since its inception: In 2015 two HSE coaches in the former HSE West were nominated as coach of the year by the International Coaching Federation. Niall Gogarty one of the former HSE Dublin North East Coaches was awarded the International Coaching Federation Executive Coach of the Year In December 2016 the National Human Resources Division won the Prestigious Presidents Award of the International Coaching Federation Ireland (ICF). The ICF is the leading global organisation dedicated to advancing the coaching profession by setting high standards, providing independent certification, and building a worldwide network of credentialed coaches. Accepting the award, Ms. Rosarii Mannion, National HR Director HSE said she is thrilled to accept the ICF Irish Chapter Presidents Award. On Saturday, 25th November, 2017 the Annual International Coaching Federation (ICF) Awards ceremony took place in the Grand Hotel in Malahide, Co. Dublin. The awards ceremony recognises achievements in the field of Coaching by organisations throughout Ireland. The following awards were received on the night. o Rosarii Mannion, National Director of Human Resources won the Business/Executive Coach Award. o National Human Resources, Workplace Relations Unit Coaching Service won the Organisation Coaching Culture Award. o Margo Kelly, St. Conals in Letterkenny won the Life Coach Award. The Organisation Coaching Culture Award was presented to the HSE in recognition of their exemplary commitment to building a strong, professional coaching culture in their organisation in Ireland and is testament to the value that the National Human Resources Division places on Coaching. The Coaching Service which is managed by the HSE National HR Division, Workplace Relations Unit, complements and supports the key elements of the HSE People Strategy , to build individual and group capacity in the area of coaching. The use of coaching is a key enabler and support to the implementation of the Health Service People Strategy Leaders in People Services. The HR Division has designed and implemented a Coaching Support Programme across the organisation and is actively promoting and communicating the benefits of coaching, helping front line workers to have quality conversations in very difficult circumstances to enhance the connection to patient care. Coaching is used to help develop a more engaged workplace and will assist greatly with the roll out of the Performance Achievement process. Page 6 of 11

7 National Coaching Events The National Human Resources Division Coaching Service, both internal and external, is changing the way the coaching service is delivered to the staff & managers of the Health Services Executive. The development of our coaching supports is pivotal in assisting all staff in accessing quality coaching support. In 2017, The National Human Resources Division, Workplace Relations Unit, Staff Development Section held two Coaching Conferences in Dublin Castle on 18 th May and 27 th November respectively. Both conferences were ICF Accredited events to further develop the skills and knowledge of the Coaches internal to the HSE. The events were an excellent opportunity for self reflection, community connection and coaching progression. Updates of the events can be accessed via National Human Resources Division, Workplace Relations Unit, Staff Development Section support the professional development of Coaches by 1. Linking in with and being a member of accrediting bodies such as the International Coach Federation. 2. Facilitating on going educational activities and developing the service through a strategic plan. 3. Access to Continuous Professional Development Sessions throughout the year. Research has shown the benefits of coaching include improved work performance and enhanced decision making skills. Pilot Coach Training Programme The Health Services People Strategy Leaders in People Services identifies the importance of developing a learning culture that prioritises training and development ensuring staff is equipped to confidently deliver a safer better healthcare. In support of this strategy the Training & Accreditation Section of the National Human Resources Workplace Relations Unit designed, developed and delivered a Pilot Coach Training Programme. This programme is aimed at all staff who wish to develop their coaching skills in order to become an internal coach within the Health Services. This practical yet stimulating programme is designed to integrate theory, practice, assessments and feedback by blending face to face experiential learning with lectures, group work, tape recordings, reflection and on line activities. With a strong emphasis on learning through the process of doing participants work closely with facilitators to develop their coaching skills in a safe, learning and coaching environment which is designed to encourage and support them while also stretching and challenging them. Participants have the opportunity to assimilate and integrate their learning over a number of modules. Page 7 of 11

8 Work is well advanced to obtain accreditation for this programme with the International Coach Federation. When achieved the HSE National Human Resources Coach Training Programme will be the single point of Coach training in the HSE. The Training and Accreditation team are also currently in discussions with Third Level Education bodies to agree a pathway for the Coach Training Programme to be recognised by Quality and Qualifications Ireland (QQI). The Coach Training Programme will run a number of times before year end and applications via the Intranet will open shortly for those wishing to apply for same. It is anticipated that 100 coaches will be trained in 2018 and a further 100 in each of the years 2019 & This will significantly strengthen the National Human Resources internal coaching panel availability to coach staff. Page 8 of 11

9 An Interview with a Coaching Client about their Experience of coaching Q1. Please tell me about your role and background in to the HSE? I have been working as a manager in the primary care sector for the past three years. Q 2: What enticed you to take up coaching? I started working in the HSE in 2013, and saw coaching advertised as a service on the coaching section of HSELand and thought it would be useful in helping me find my way around a new job. However it was not until I returned from work after some leave that I availed of the service. On returning to work, I experienced difficulties within my job in trying to rebuild the service and in re establishing my role function and confidence. I also experienced difficulties in balancing different work related tasks. After completing the First Time Managers Programme, coaching was suggested as a resource, so I decided to give it ago. Q3. Can you explain what coaching has meant to you? Primarily coaching gave me the opportunity to think about my work in very specific ways. I had a lot of projects to face and increasing demands such as limited resources, waiting lists, human resourcerelated difficulties, which I found very challenging. Bringing these difficulties to coaching helped me to think about them in a way that I would not end up stressed or worried. Coaching helped me to successfully break down these projects and difficulties into smaller steps or actions. The process helped me to arrange my time more effectively and prioritise. Coaching for me has been a journey of self development. It has encouraged me to use more of the skills that I already have and helped me to differentiate my two roles as a clinician/service provider and as a manager. Finally after returning to work, coaching was a very supportive process in helping me to re establish myself. Q4. Have there been any decisions or actions that coaching has given you the courage to do that you might not have done otherwise? Yes one example I experienced was a performance management related issue with a member of staff. Coaching helped to manage the situation correctly using appropriate methods of communication while keeping in line with HSE policies and procedures. Coaching enabled me to assess the situation by allowing me to bring the issue from a personal level to a professional practice level. As HR issues can be very complex, coaching helped me to understand the situation better, learn from what my staff member was saying and not allow myself to be affected by the criticism. My coach helped me to source performance management tools, techniques and information which enabled me to resolve this issue. Coaching gave me the confidence to resolve the situation and the support to create the awareness to move me forward towards actions. Q5. What did you like about the coaching way of working with you? I found the coaching way very personable. I like the way that my coach contracted with me at the beginning of each sessions re the focus, which gave me a clear direction. Coaching is about focusing on the present and moving forward I like that way of working. There was very little performance anxiety for example... I was not given homework to do. And I like the way in which I had to come up with my own action plan. I felt the time in coaching was mine to use it how I wanted however my coach was very good at keeping focus. In summary coaching offers a lot of valuable competencies active listening, creating trust, and awareness, action planning and goalsetting. Page 9 of 11

10 Q6. If you were to advise a colleague to take up coaching, what might you say to them? I have advised many of my colleagues to take up coaching. I advise them that coaching provides a time and space where you can bring specific work related pieces. It is a great way to provide you with a space to help you move forward on pieces of work that you may feel you are getting bogged down on. Coaching offers an opportunity to talk things over with your coach. I also advised my colleagues about the level of expertise my coach had and how easily accessible it is to have a coaching session, for example on the telephone. I assured my colleagues that the coaching session is completely confidential to you and your coach and will provide a great support to you. I now have coaching on a support list for my colleagues to use as a resource if they feel they need to avail of the service. Q7. Have you been able to use coaching on a daily basis at work? Yes I have. An example of this is I had a meeting within my team in which there was a lot of discussion about issues they felt needed to be raised. I was able to utilise the coaching techniques received from my sessions to resolve this situation by firstly identifying the issues at hand and breaking them down into manageable and prioritised parts. First part was to review a particular policy; second part was the drafting up of a strategy to tackle a current problem and thirdly was putting this issue on the next agenda for immediate attention for the next team meeting for further follow up. Page 10 of 11

11 How Coaching Takes Place Application Form completed and submitted to Coach assigned by the Staff Development Section, HR Workplace Relations Unit Coach makes contacts with Coachee and agrees dates Coaching Agreement completed and signed by Coach and Coachee before Coaching commenced 4 6 Coaching 1:1 sessions will be held over the phone with each session lasting 1 hour max When Coaching ceases Coachee will be asked to complete an Evaluation Form Applying for a Coach When applying for a coach: Can be done confidentially either by contacting National Human Resources Division, Workplace Relations Unit, Staff Development Section by hr.staffdevelopment@hse.ie By accessing the coaching application form and coaching presentation pack via Page 11 of 11