Here at UCL, we have a wide range of coaching and mentoring programmes for you to explore depending on your needs and circumstances.
We have a wide range of coaching and mentoring programmes for you to explore depending on your needs and circumstances.
Let’s first summarise the point of difference between coaching and mentoring. Mentoring tends to focus on the bigger picture career goals whereas coaching is about the achievement of very specific goals in the current work environment.
They do, however, inevitably explore confidential and personal challenges being faced that may be impacting on your goals. Both a coach and mentor will always contract with you on confidentiality and will consult with you if they feel your circumstances require escalation. For example, where it seems you are a risk to yourself/others.
What is mentoring?
“Mentoring in the workplace tends to describe a relationship in which a more experienced colleague shares their greater knowledge to support the development of a member of staff.” CIPD, 2019
Mentoring focuses specifically on the bigger picture career goals whereas coaching is about the achievement of very specific goals.
- Longer term in focus
- Career oriented
- Bigger picture
- Support with access to networks and resources
- 1:1 relationship
Having a mentoring relationship needs to be purposeful, and with a potential career destination in mind.
A mentor is an internal staff member, often more experienced than the colleague they are helping (mentee), who can draw upon their experience to help the mentee to progress. Our guide below will help you make get the most benefit from your mentoring relationships.
Mentoring allocations are best managed at departmental level.
What should I do if my area does not yet have a formal mentoring programme?
We would encourage you to highlight this at your Communities of Practice (which is a group of professionals who share a concern or a passion for something they do, and who learn how to do it better as they interact regularly) and would encourage you establish new communities with your facilities and departments.
UCL also has cross-institutional mentoring programmes for Black and Minority Ethnic (BME) staff as follows:
What is coaching?
“Coaching aims to produce optimal performance and improvement at work. It focuses on specific skills and goals, although it may also have an impact on an individual’s personal attributes such as social interaction or confidence.” CIPD, 2019.
- Short term in focus and targeted to specific goals
- Facilitative, non-directive form of guidance
- Opportunity to reflect and deepen awareness to better assess strength as well as areas for development
- Enables practical action planning
- 1:1 relationship
A coach may be external to UCL or a trained internal staff member.
- Coaching: External
- In applying for coaching, it is assumed that a development need has been identified and that you and your line manager have explored other possible development options and agreed that coaching is the most suitable solution
- UCL has an external coaching network that is most suited to senior staff who are grade nine and above
- The coaches have been selected by UCL Organisational Development on the basis of their coaching experience, recommendations from those coached and experience working within the higher education sector.
- Line manager approval is required for both coaching and the cost associated before coaching commences
- You will need to agree the number of sessions and agree how much they will cost. It is likely that up to six coaching sessions will be appropriate.
Find an external coach
If you would additional assistance in finding the right coach for you, please contact us at email@example.com
- Coaching: Internal (UCL networks)
UCL is on a journey to building an internal network of coaches who can provide specific short-term guidance and support to staff at grade eight and below.
Interested in joining our coaching network? We are currently looking to expand our internal coaching network. If you have a coaching qualification/accreditation or currently working towards one, please do get in touch on firstname.lastname@example.org
Requests for coaching will be considered on an individual basis. We will try our utmost to match coach and coachee; however, we cannot guarantee to meet the need in all cases. This is dependent on availability of resources and individual workloads.
- In applying for coaching, it is assumed that a development need has been identified and that you and your line manager have explored other possible development options and agreed that coaching is the most suitable solution.
- Coaching sessions under this scheme are currently free of charge, and should be no more than four meetings (+ a chemistry session) over a six-month period
- Paperwork needs to be completed to record initial score against objectives set and repeated on completion of coaching to demonstrate progress. These forms are then returned to OD.
To submit an internal coaching request, please complete the Microsoft Form below and a member of OD Team will be in touch to review your application.