UCL supports coaching as a powerful development tool that enables staff to enhance the impact they have in their areas of work and/or discipline.
We believe coaching as a tool supports the creation of an enabling environment where individuals develop their capacity to approach a range of circumstances from different perspectives further building their confidence to address the concerns they may be encountering in the workplace.
It is our belief that coaching interventions will help academics, researchers and professional services staff to meet the growing challenges and needs of all stakeholders in the current changing higher education market.
What is Coaching?
Coaches work with their clients, or “Coachees”, on a one-to-one basis, to help them address specific work-related challenges around people or projects, or issues relating to career development. In essence, coaches assist the coachee to resolve, avoid or predict challenging situations. Coaching is designed to help enable professional and personal development to the point of individual growth and improved performance. It helps to unlock potential, facilitating positive individual and organisational change.
Coaching is a confidential and voluntary process that empowers staff to manage workplace issues in a more beneficial and confident manner. It's a secure, confidential space in which staff are supported and challenged to reflect, discuss and then take action.
Coaching benefits both the individual and UCL as a whole - it's explicitly directed at improving an individual’s capability, so helping the institution to flourish.
What Coaching Offers
A flexible intervention that helps the coachee identify their goals, overcome potential barriers and identify the steps towards achieving their goals
- The opportunity to develop appropriate skills and strategies and feel focused and supported to take action
- Space and time away from a busy world to 'reflect and work things through' in a safe environment enabling the coachee to gain insight into their approach and patterns of behaviour
- An opportunity for staff to grow and flourish - to see themselves and the environment in new perspectives
- A relationship whose function has been carefully agreed e.g. in terms of expectations, purpose and commitment between the parties involved
Benefits of Coaching
- An expanded use of the individual's talents and potential
- Providing coaching in UCL demonstrates our commitment to the individual and their development
- Increased organisational performance and productivity
- Enhanced creativity, learning and knowledge management
- Higher motivation
How does it work?
At UCL we offer two forms of coaching:
Find out more about UCL coaches, who are a fully trained cross-section of UCL staff, and take on coaching assignments in addition to their main job roles. Coaches can offer up to 4 confidential meetings over a period of three to six months. Internal coaching is open to all UCL staff.
Each of our accredited, quality-assured coaches are experienced in higher education as well as having complementary experience in the private, public and not-for-profit sectors. Our diverse choice of coaches means we can offer UCL staff different styles, approaches and coaching expertise, from the most senior leadership to more general management coaches, and we provide information to help match you with the best possible coach for your needs. The external coaching register is aimed at senior staff (grade 10).