YORKSHIRE ACCORD COACHING &
MENTORING SCHEME
RECRUITMENT 2014
BRIEFING PRESENTATION
CONTENT

About the Scheme
‒
‒
‒







Whose involved
Aims of the scheme
Supporter & their roles
What we mean by Coaching & Mentoring
How the relationships work
Our matching process
Feedback from previous participants
Recruitment for 2014 – What’s on offer!
Your commitment
How to find our more
ABOUT YORKSHIRE ACCORD

A Coaching & Mentoring
partnership involving with 11
organisations across York &
North Yorkshire

Established in 2000

Expanding to include new Public,
Private and Voluntary Sectors

Developing and supporting cross
organisational Coaching &
Mentoring practice across its
member organisations
ABOUT YORKSHIRE ACCORD

Developing a Pool of Management
& Leadership Coaches

Helping to build professional
networks and encourage the
sharing of best practice

Supporting individual and
organisational development

Attracting in the region of 100
participants each year
SCHEME AIMS
To develop partnership working between Private,
Public and Voluntary sector organisations by
providing high quality, cost effective coaching &
mentoring opportunities for partner organisations
and their employees.
 To provide high quality training that supports the
long term skills development of coaches &
mentors and encourages managers and leaders
to develop professional and ethical coaching &
mentoring practices.
 To provide coaching & mentoring opportunities
that support the development of current and
future managers and leaders

SCHEME AIMS
To provide a mutually beneficial framework that
supports the individuals development needs
and delivers on organisational learning and
development agendas
 To broaden leadership perspectives by sharing
of knowledge, skills and experiences across
different organisations and environments.
 To Increase professional connections and
develop networking opportunities for the staff of
partner organisations.

PARTNERS FOR 2014
SUPPORTERS & THEIR ROLES
Organisational Co-ordinators
Are available to support their members of staff who
are interested in applying and those who are already
involved in the scheme. They are there to deal with
organisational issues and ensure members feel
supported and encouraged to participate fully in the
scheme.
SUPPORTERS & THEIR ROLES
Project Leader – Karen Hickman
Karen does not work directly for any of the
partner organisations and she supports the
scheme in many ways. She has regular
contact with all members involved in
coaching & mentoring relationships and
deals with any issues arising with the
coaching & mentoring process.
She also delivers training & provides
supervision support to coaches / mentors
throughout the year
COACHING & MENTORING
‘Both coaching & mentoring are learning
relationships which help people to take charge
of their own development, to release their
potential and to achieve results which they
value’
Connor & Pokora (2007)
CIPD Say;
The overall purpose of coach-mentoring is to
provide help and support for people in an
increasingly competitive and pressurised
world in order to help them;
 Develop their skills
 Improve their performance
 Maximise their potential
 And become the person they want to be
(Hawkins & Smith 2011)
THE YORKSHIRE ACCORD
MENTOR
•
•
•
Their own experience and
knowledge may be an important
part of the relationship
Takes a holistic view of the
person, their career and
aspirations
May be particularly useful in
supporting those with high
potential, those in new to
management/ leadership roles or
in support of specialists
THE YORKSHIRE ACCORD
COACH
•
Can work over a spectrum of
‘need’ - Skills, Performance, Behaviour,
Development, Transition & Transformation
•
•
•
Their personal experience is not
always important. They are a
collaborative partners facilitating
and supporting development
Likely to support clarity and
progress to achieve specific
goals
Sometimes more of a short term
arrangement
HOW THE RELATIONSHIPS
WORK
Each relationship will be supported for 6 months
 All participants are volunteers
 We support individual & organisational
development needs.
 Learning agenda come from the
Coachee/Mentee
 Coaching & Mentoring meetings are confidential
pairs decide what to share with others
 Flexible Support & Challenge

OUR MATCHING PROCESS




Provisional matches made by the project leader,
agreed only with the approval of the Organisational
Co-ordinators representing the applicant
Individuals are matched on the basis of their
application form, which means it is important to
complete this carefully.
The Coachee /Mentee’s requirements inform the
matching, although the Coaches /Mentor’s requests
will be taken into account wherever possible.
The Scheme has an excellent success rate in
matching, although there will be opportunity to voice
any concerns over a proposed match before
commencing on the scheme.
COMMENTS FROM PREVIOUS
COACHEES/MENTEES
“I have found the scheme to be an excellent
vehicle for self-development and it has presented
opportunities over and above my expectations”
 “It has given both the confidence and
determination to introduce changes at work, which
subsequently have had a beneficial effect in my
department’s performance. It has helped to clarify
my thinking around my future career”
 “I doubt I would be in my current positive frame of
mind with the consequential positive impact on my
team and others across my organisation without
the help of my mentor. I highly recommend the
scheme”

COMMENTS FROM PREVIOUS
COACH/MENTORS
“The scheme has provided me with a valuable
networking opportunity with relevant benefits”
 “I’m now aware of what Coaching & Mentoring is
and how helpful it can be: and am enthused about
it”
 “I think it is a very forward thinking and supportive
scheme and I have met some nice people. Enjoyed
working with my Coachee/Mentee and felt we
developed an open and trusting relationship”
 “I think the scheme is beneficial and offers
developmental opportunities which may not normal
be available to employees in difficult economic
climates”

RECRUITMENT - INTAKE 2
July-Sept Recruitment of new members
 Oct
The matching process takes place
Notification of acceptance
Initial training for all new members
 Nov
Relationships commence



o April
The agenda is set by the Coachee/Mentee
Pairs organise their own meetings, meeting
every 4-6 weeks for 1 -2 hour
Pairs conclude
RECRUITMENT NOW OPEN!
INTAKE 2 - 2014
• Applications for the
2014 scheme year
are now invited
• the closing date for
this round is Friday
26th September
WHAT’S ON OFFER AND WHO
SHOULD APPLY?

Contact your organisational co-ordinator to confirm
how many places are been supported

Coach/Mentors - we’re looking for;
•
•
•
•
•
experienced managers/leaders
those with experience of supporting transformation or
organisational development
Specialist in their profession or academic field.
And we have a particular need for senior level support
Coachee/Mentees
We can support a board range of development needs
Our scheme is likely to be most relevant to those in a
management or leadership position or those with potential
who aspire to the roles
 It may be of particularly interest to those who are
supporting organisational change or transition, who will
benefit from its cross organisational approach


COACH/MENTOR COMMITMENT







To attend all core training
To support the scheme for a min of 12 months - you can
stay longer!
To support two coachees/mentees over a 12 month
period
To fully commit to their coaching & mentoring
relationships (meeting appx every 4 -6 weeks for 1- 2
hours)
To uphold the best practice for Coaching & Mentoring
To liaise with the scheme co-ordinator in the monitoring
and evaluation of coaching & mentoring relationships
To engage in relevant CPD activities and make use of
coaching/mentoring supervision
COACHEE/MENTEE
COMMITMENT
The scheme supports each coaching & mentoring
relationships for 6 months
you will need to :
 Manage your workloads and consider how you might need
to be supported to attend meetings.
 Take responsibility for you own development be proactive in
taking forward any actions in-between meetings
 Make the Coaching & Mentoring relationships a priority
 You will need to attend an initial half day briefing
 Make the most of the opportunity & Attend regular
Coaching & Mentoring meetings (on average 4-6 weeks for
1-2 hour)
 liaise with the scheme co-ordinator in the monitoring and
evaluation of coaching & mentoring relationships
TRAINING FOR
COACHEES/MENTEES
Coachee/
Mentee briefing
A 2 hour introduction for
those applying to become
a coachee / mentee, to
equip them with the
knowledge and tools to
get the most from their
relationship



21st October 1pm – 3pm at
Askham Bryan College
5th November 9.30am – 11.30pm
at City of York Council
7th November 1pm – 3pm at
Easignwold Fire Training Centre
CORE TRAINING FOR
COACH/MENTORS
Coaching & Mentoring
Skills
A two day programme to equip

those who have not coached or
mentored before for their new

role or those who would like to
refresh their skills
Coaching & Mentoring
Supervision/
Development sessions
½ day events to support
continued development of
coaching & mentoring practice
and will provide opportunity for
peer supervision
Briefing for
Coach/Mentor with prior
experience
1-2-1 telephone briefing with
project leader


23rd & 24th October at
Selby District Council
3rd & 4th November at
Askham Bryan College
February 2015
Dates and venues to be
advised
Negotiated on an
individual basis
Essential for New
Coaches & Mentors
Essential for New
Coaches & Mentors,
highly encouraged for all
Essential for
experienced Coaches &
Mentors who are new to
Yorkshire Accord.
OPTIONAL (ENHANCED PROGRAMME)
ILM LEVEL 5 CERTIFICATE IN
COACHING & MENTORING
o An extended accredited training programme
o Enhanced OPTION - additional fees of £750 pp
o Individuals will need to self fund their training or seek
additional sponsorship from their organisation
o There is no guarantee that your own organisation will
be in a financial position to support this training option
o
Interested parties should contact their own
organisational co-ordinator for more information
FOR MORE INFORMATION
 Contact
your organisational co-ordinator