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Coaching is a process that is designed to raise people’s awareness of different perspectives and ways of doing things, and to enhance their ability to take responsibility for their own performance and development.
Coaching aims to produce optimal performance and improvement at work. It focuses on specific skills, goals and may also have an impact on an individual’s personal attributes such as social interaction or confidence.
Some examples of situations where coaching is a suitable development tool include:
The word “mentoring” is sometimes used interchangeably with “coaching”. However, mentoring typically involves an informal, long-term advisory relationship whereby one individual offers the benefit of their knowledge, expertise and advice to someone with less experience. Coaching, on the other hand, is generally provided on the basis that the coach’s role is to enable the coachee’s learning, not to pass on personal experience, knowledge or skills.
Here at HDN, we aim to offer unique coaching experiences that recognise there are differences in the lived experience of the people we work with and that they may have experienced inequalities or continue to face them.
Coaching with a diversity and inclusion lens is about meeting people where they are and working with them to explore solutions.
It might also be about working with people who have difficulties understanding issues around diversity and inclusion.
This is important work when you consider the following examples of inequality for under-represented groups:
There are many benefits of coaching, some more subtle than others. Coaching can have a positive impact on individuals, teams and organisations in many ways. It can:
Our coaches come from a variety of backgrounds and have different skills, qualifications and experience to bring to their work as a coach.
We would be happy to talk to you about the programme, to share experience and to tailor the package you need to suit your own organisation.
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