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Coaching is very much in demand in today’s job market and managers who can get the best out of their staff will always rank higher than those who can’t. There is a lot of confusion around the practice of Coaching and Mentoring and at H-Training we are determined to provide people with real world skills that they can bring to bear every day.
Identifying specific areas for improvement and incorporating best practice approaches to overcoming them in partnership with your team members will serve to separate you from the rest of the field. It will also greatly impact on the results you deliver, contributing further to your brand.
Difficult conversations do not need to become arguments. Coaching is about empowering others and collaborating with them on their own accountability. At H-Training we passionately believe in the difference between responsibility and blame. When people are marooned in a blame mindset, they completely disempower themselves. This is not to say that their struggles are not real, they often are very difficult and indeed painful. However, by focusing repeatedly on the cause of the problem they completely neutralise their own agency. Our favourite question at H-Training is: “what are we going to do about this problem?”
At H-Training we deliver this programme through one-to-one coaching. This allows our learners to experience what it is like to be coached and review an area of their choosing through the prism of coaching. This can include anything from:
By adopting this approach to our programmes we seek to inspire people and build lasting relationships with candidates, many of whom remain in touch with us and even collaborate on future projects. Our ethos at H-Training is person centered. We want you to succeed and in order to do so, we will support you to absorb as much responsibility as possible for whatever situation you find yourself in and guide you towards exciting new opportunities. This work is carried out in parallel to the programme giving you much more than a qualification. What you are getting here is not just information, but also support with your own development and professional feedback on how you can effectively coach others.
Understanding this process can often be a very empowering journey. As people learn about the psychology of change they often begin to see how they are holding themselves back. The very act of coaching can cultivate huge motivation both for the coach and the ‘coachee’. It is an energetic exchange that seeks to understand and supportively challenge rather than judge and criticise. H-Training’s Managing Director Ciarán Hourican began his career coaching and mentoring former prisoners and disadvantaged younger men. As a result of this he keenly understands people’s capacity for change.
Many of these people now lead integrated and rewarding lives having taken full responsibility for their own actions and built new lives. The transition into the Corporate and business world was obviously a very different one, however the principles are very much the same. Where is the opportunity for you to take more responsibility for this situation and positively affect what you can? It is a tried and tested approach to development that we at H-Training are very excited about. During a recent visit to a client Ciarán encountered a former prisoner, now established in a leadership role for a world class organisation. This is what people are capable of and we firmly believe the only limits are the ones we impose upon ourselves.
This programme includes the most up to date and best practice methods of coaching and mentoring. Along with providing clear definitions of what the difference is between coaching and mentoring. The parameters of coaching and the all important boundaries that coaches need to understand in order to practice, ethical and safe Coaching and Mentoring.
This program will support you to overcome your own challenges, while also unlocking your team’s potential. This is part of our Future Masters programme and has been delivered across all walks of business from big tech, to sales, pharma, engineering and the public sector.
A recent article by the Harvard Business Review argued that “Today’s business leaders increasingly rely on coaches for help in understanding how to act in a demanding and volatile world.”
Coaching has seen exponential growth in the past twenty years and although its definitions have evolved, it continues to be a greatly valued tool. There is much debate about why this has happened and many people argue about the reasons.
However, it is very simple. Again from the Harvard Business Review: “when we asked coaches to explain the healthy growth of their industry, they said that clients keep coming back because coaching works…Bottom line: Coaching as a business tool continues to gain legitimacy.”
So despite being centuries old and enjoying decades of growth in a business context, the message is simple. Coaching is a growth industry. The business world and its people need coaches to ask them questions and guide them towards powerful realisations. H-Training has been at the forefront on this demand and witnessed first hand how impactful the process has been. It is not merely transformative from the perspective of those being coached, but in addition for the coach themselves.
“Clients keep coming back because coaching works.” – Harvard Business Review
Much has been written about coaching and its power can often be missed as it transitions across cultures and as it becomes increasingly the subject of hyperbole. While the term has been in use for centuries, its real watershed moment originates from its transition out of sport and into the business in the seventies and eighties, expanding further in the 90s and beyond. One example of its cultural challenges is evident in its use in Ireland. While Ireland and the US enjoy very close business relationships with the huge influx of Foreign Direct Investment into Ireland, our cultures at times require some decoding. In this respect, many Irish candidates can tend to glaze over when they hear inspirational messages of overcoming obstacles told in exuberant American accents.
This however is a challenge that H-Training has spent quite some time focusing on. Our approach to dealing with all of our clients is authenticity. Our value system takes precedence over any commercial imperative and we can honestly say that when it comes to coaching the hype is to be believed. This is very simply supported by all of the success our clients have enjoyed as a result of coaching. And furthermore in this vein, we find Ireland’s awkward relationship with confidence something that we are not happy with. As people now utilise years of exposure to the best of the best across Big Tech, pharma, logistics and the enormous upsurge in SaaS superstars success, our argument is that Ireland has earned the right to be confident and continue to do great and even better things.
THis unit gives you a theoretical underpinning of coaching. You will explore definitions of coaching, understand its application and how it pertains to your organisation. In this vein the learning takes place in the context of your organisation. This can be conducted retro-actively with an old employer or in a voluntary or educational capacity. You will also review the models for coaching, such as GROW, TGROW and OSKAR. Perhaps centrally in this work you will review the practice and power of questioning in leading clients to their own realisations. We cannot overemphasis questionings importance here. This is what defines the situation and makes coaching unique from other interventions. Finally the module will review the behaviours and characteristics of a coaching and how to ensure good ethical practice in your coaching activity.
This is the hands on element of the Future Masters Certificate in Coaching. Equipped with a theoretical framework and with the guidance of your coaching you will commence coaching one of more individuals for a period of 12 hours over the duration of the programme. This will build into a portfolio of work that will form the basis of your induction into coaching. In this sense the programme could be viewed as an apprenticeship of sorts as in H-Training’s experience the best learning is conducted through practice. Clear guidelines are established along with a coaching plan that you compile in partnership with the client or ‘coachee’ as they are sometimes called. The portfolio section also includes a diary, where you review your progress and reflect on how you are doing after each session. Your coach will also need to supervise a coaching session as part of this activity, where you are required to demonstrate your ability as a coach in supporting the client to come to their own resolutions and push through any blocks by asking questions, listening, clarifying and challenging. based on all of this material a full assessment of your practice and performance as a coach will be used to identify development points, which will contribute to the final section.
The portfolio section includes the follow:
Much as coaches are tasked with encouraging others to reflect, the practice itself is an essential part of coaching. This until asks the learner to review their performance as a coaching in detail. The information compiled in the portfolio will form the basis of a comprehensive SWOT analysis along with identifying future development opportunities based on this. This section works well in parallel with your own personal development and the areas you discover with your coaching throughout the programme. At its conclusion you will have a very clear idea of where you are and how much development you need to improve your capacity and also what you do well and how to capitalise on this. In partnership with you coach you will be provided with a six month development plan allowing your learning from the programme to continue. The ultimate question here is how effective are you as a coach? Do you realise change? And if so, what are the opportunities for you to do this going forward, either within your organisation or in other areas of your career.
Each assignment is roughly 3-4000 words in length.
The total cost of the program is €800
This includes
Six hours of one-to-one professional coaching
Full Access to the ILM Student portal
A PDF of Coaching Skills for Leaders in the Workplace by Jackie Arnold
Digital Certification
Internationally recognised Certificate as an effective workplace coach.
This unit gives you a comprehensive theoretical understanding of coaching and mentoring. You will explore definitions of coaching and mentoring, understand the difference between both practices and how they can be blended. Furthermore, the application of coaching and mentoring and the situations that each one is more suited to will be reviewed. This knowledge is framed by how your organisation can best apply them. In this vein, the learning takes place in the context of the challenges you face as a coach and mentor and furthermore seeks to identify the larger barriers the organisation faces. This can be a useful aid for a manager joining an organisation or developing a team to acquire a new skill or navigate their way through change. You will also review the models for coaching, such as GROW, TGROW and OSKAR along with the various Mentoring models such as TGROW, Tell-Show-Do-Apply and Clutterbuck. You will be given the opportunity to learn about the power of questioning in leading clients to their own realisations, and how central questioning is to the coaching approach. This is what defines the practice and makes coaching unique from other interventions. In line with this, you will explore the skills, behaviours and responsibilities coaches and mentors have along with coaching’s ethical obligations. Contracting forms as a key part of the coaching arrangement and is a useful tool to establish levels of accountability from the outset. This unit also features material on the psychology of change and how people navigate their way through it, allowing you to recognise these mechanisms, challenge them and support clients to realise change.
(3 Hours of one-to-one coaching plus reading and assignment work)
This is the practical element of the program and tasks the learning with practicing coaching in an organisational setting. Equipped with a theoretical framework and with the careful guidance of your coach and the profolio you will commence coaching minimum of 2 and a maximum of 3 individuals for 18 hours over the duration of the programme. This will build into a portfolio of work that will form the basis of your induction into coaching. In this sense the programme could be viewed as an apprenticeship of sorts as in H-Training’s experience the best learning is conducted through practice. Clear guidelines are established along with a coaching plan that you compile in partnership with the client or ‘coachee’ as they are sometimes called. The portfolio section also includes a contract between you and you client along with a diary where you review your progress and reflect on how you are doing after each session. Your coach willsupervise a coaching session as part of this activity, where you are required to demonstrate your ability as a coach in supporting the client to come to their own resolutions and push through any blocks by asking questions, listening, clarifying and challenging them where necessary. Based on this material a full assessment of your practice and performance as a coach will be used to identify development points, which will contribute to the final section.
The portfolio section includes the follow:
(4 hours one to one coaching (including supervision) 18 hours practical application and portfolio work)
Much as coaches are tasked with encouraging others to reflect, the practice itself is an essential part of coaching. This until asks the learner to review their performance as a coaching in detail. The information compiled in the portfolio will form the basis of a comprehensive SWOT analysis along with identifying future development opportunities based on this. In tandem with the programme with work with our clients directly on any areas of development they will to explore through this programme and this is ample time to commence this. These areas do not need to be focused only coaching. We have helped clients with everything from performance, confidence and self-esteem, over-coming mental blocks and obstacles to progress along with interpersonal challenges. This section works well in parallel with your own personal development as a coaching and the areas you discover with your coach throughout the programme. At its conclusion you will have a very clear idea of where you are and how much development you need to improve your capacity. It is paramount here that you identify what you do well and how to capitalise on this. In partnership with you coach you will be provided with a six-month development plan allowing your learning from the programme to continue. The ultimate question here is how effective are you as a coach? Do you realise change? And if so, what are the opportunities for you to do this going forward, either within your organisation or in other areas of your career.
(3 hours one-to-one Coaching plus reflection and assignment work)
Each assignment is roughly 4-5000 words
The total cost of the program is €1200
This includes 10 hours of one-to-one professional coaching (Including a supervised coaching session)
Full Access to the ILM Student portal
A PDF of the book Coaching Skills for Leaders in the Workplace by Jackie Arnold
A list of online material
The Honey & Mumford Learning Styles Questionnaire
Digital Certification
Internationally recognised Certificate as an Effective Workplace
