| Responses | Date | Author |
Thanks so much for your input everyone. You have all confirmed that I was right to be concerned which is incredibly helpful!
I am going back to the manager who is co-ordinating this (the whole project is complicated by being driven from outside HR) and will talk through some other options with her.
Liz |
| 07/05/2015 | Liz |
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Hi Liz, I am level 7 Diploma qualified and would be happy to discuss this with you. My number is 07769 934169. Please refer to my website / LinkedIn profile if you need to check on my credentials. Kind regards Dave Morris www.zentanogroup.co.uk |
| 07/05/2015 | Dave |
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I registered for an on-line coaching course a while back and although it was useful in learning the basics, the real skills in coaching can only come with actually doing it. I have since enrolled on a one week intensive coaching course with a company called Management Futures - MD Phil Hayes. This was excellent - very practical and comprehensive. I'm sure they would run in-house bespoke courses. I've attended many one day courses but this one was by far the best. I know they are also accredited to deliver ILM L5 and L7 which requires coaching supervision. Cath |
| 06/05/2015 | Previous |
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Hi Liz I have some experience in this subject - would you like a chat on the phone about this? I'm more than happy to discuss. I have myself just achived my ILM 7 and 5 Exec Coaching qualification and I am an Senior leader with experience of delivering coaching and working with coaches all over the world. Let me know if this would be helpful to catch up. Thanks Mary |
| 06/05/2015 | Mary |
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Hi Liz, I totally agree with you as there are coaches and there are coaches. Not everyone models the good practices of coaches and on-line will not pick this up. I organised in partnership with a supplier to deliver an accredited in-house programme for expert coaches. This was successful as we were able to observe, facilitate and practically apply coaching techniques and approaches to those learning and acquiring the skills. Happy to discuss this in more detail with you if you want to know more. Kind Regard Courine |
| 06/05/2015 | Courine |
Hi Liz, A really good question and one that we have been agonising over as we provide the ILM qualifications combining workshops and workbooks at the moment. We are about to offer them online but will be including face to face sessions as part of the practical element but also to support the supervisory element.
Technically, even if there is a face to face session on any of the current courses the evidence the learners produce is documentary evidence and requires feedback from their coaching/mentoring clients and evidence of supervisory activity - including feedback from the supervisor. So distance learning can still work providing the learners make sure they get the proper practice and feedback. Have you clarified how much telephone support they will get from the provider? Will they have to produce videos of their practice that can be assessed?
Perhaps you could do the 'theory' and 'reflective' units online and then find a provider for the practical element. It would be more complex as you effectively would have two providers and one of them would have to do an 'accredited prior learning' bit. Or you could engage a qualified supervisor to support their practical bit.
My personal preference is to ensure there is face to face activity that is observed/witnessed from a qualified and professional coach during the learning process as well as the practice part they do to show the 12-20 hours needed. It is a bit like learning to drive and can go horribly wrong if left to your own devices.
Do keep us posted on how you resolve this as I would be really interested to follow this thread as part of our deliberations.
All the best
Trish
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| 06/05/2015 | Previous |
Hi Liz, I share your concerns. I used to run an NHS mentoring scheme and we put leaders from across the North West through ILM training. I'd be concerned about:
- the quality of the discussion and is the mentor/coach acting to support development of the individual?
- how will you be able to qa the actual process in terms of their contracting, offering the right levels of challenge and support and asking the right questions?
- how will key skills such as relationship and rapport building be assessed?
- There's also the requirement of coaching hours and good practice. If your colleagues are looking to coach your staff, it could be that bad practices are not picked up on.
I guess the main thing is that from your perspective your managers are taking part in quality coaching/mentoring conversations as opposed top having a nice discussion with no clear outcomes. If this is the case the process will fail quickly.
Good luck!
Rob |
| 06/05/2015 | Rob |
I agree with you Liz. My company is an ILM centre and we wouldn't want to deliver it all online, although we do use blended methods. The ILM qual is about teaching hours and assignments though so I can see how a centre might run it that way and for small groups its probably very cost effective. Could it be blended with some support from either a local or in-house coaching expert?
Best of luck.
Carolyn |
| 05/05/2015 | Carolyn |