What is Coaching?

Coaching is a free confidential and impartial one-to-one process which enables self-learning and development. It is purposeful and outcome focused and one of the most powerful development approaches available.  UCC has a trained panel of internal coaches (Information on each coach provided above).

Coaching is open to all UCC colleagues regardless of grade and length of service. There are a number of types of coaching available in UCC:

• Coaching for progression and self development 
• Career development conversations 
• Wellbeing coaching sessions
• Transitioning towards a fruitful retirement
• Parental transition – planning and preparation (before); returning with confidence (during); and working parents (within 6 months of returning to work) or following "the empty nest"

What is the difference between mentoring and coaching?

A Mentor:

• Advises & suggests
• Shares knowledge and experience
• Leads by examples
• Gives examples and ideas
• Is usually more experienced (than mentee)

A Coach:

• Creates space to think
• Challenges beliefs, thoughts and behaviours
• Facilitates self-discovery
• Draws out (from coachee) examples and ideas
• Need not be an expert

What are the benefits of coaching?

Coaching can be useful to enhance skills and develop strategies to be more effective and to build resilience. It can also assist in the creation of a reflective space which fosters thinking. Coaching can be especially effective for those new to the University, those considering career development opportunities and for those transitioning into new roles. It can also be effective in enabling an individual to relate to and influence others, and improve working relationships. 

• Career Development
• Motivation and focus
• Work life balance issues
• Project and change management
• Career Transition

What is involved?

Next Steps?

• Internal Coaching:  Having viewed the panel of internal coaches above, you can contact a coach directly.  By arranging to have a discussion with a UCC coach, there is no commitment to participate - you can just find out more about coaching and how it works. Should you wish to progress with the coach, coach and staff member liaise directly in organising meetings.

• External Coaching: The Staff Welbeing and Development team maintains a panel of approved executive coaches. There is a cost implication here and this is paid for by the unit in which the coachee is based and line management approval should be in place prior to coaching.