Solutions for current challengesCoaching

Approach

Our approach to coaching focuses on the ‘here and now ‘ immediate career development challenges by evaluating the individual’s short-term needs and goals, developing a course of action to advance professional growth and work-related efficiencies, and coaching the individual through the steps needed for success.
Current government employees (learners) are partnered with senior management (public& private sector coaches) - coaches who can impart specialised knowledge based on their experience, provide situational expertise, providing learners with individualised and targeted support.

Are mentoring and coaching the same?

No, although related, they have a different focus. Coaching is direct and purpose-driven, which takes a functional approach. Mentoring is long term goal and career skills oriented, which takes a relational approach.

What does a coach do?

  • Focuses on skills the learner requires in current position and in career progression
  • Refers learner to relevant resources: experts, books, workshops and other tools
  • Offers alternative viewpoints and context to situation
  • Creates environment of structure best suited to the learner’s needs
  • Encourages the learner to move beyond his or her comfort zone

Coaching characteristics

  • Focuses on career development and growth
  • Coaching relationship provides support on particular skillsets
  • Coaching relationship facilitates the learner’s thinking and helps him/her progress on the job

Process and Commitments

GC organization

  • Commits to coaching in support of individual career development.
  • Reviews preferences and approves a coach.
  • Approves coaching hours (acknowledging that some of this time will be allocated to coach’s preparation and review).
  • Defines what successful coaching means in terms of the learner’s requirements.
  • Defines time parameters for kinds of tasks that the coach can assign to the learner (i.e. research, interview preparation and practice, etc.)

Learner

  • Reviews list of available coaches and expresses preferences to management.
  • Makes availability known and is available at agreed-upon times.
  • Defines frequency of meetings based on approved hours, and defines meeting format (online, email, phone, in person).
  • Discusses what successful coaching means in the first meeting to ensure mutual understanding about the goals and expectations of coaching.

Coach

  • Makes availability known and is available at agreed-upon times.
  • Defines frequency of meetings based on approved hours, and defines meeting format (online, email, phone, in person).
  • Discusses what successful coaching means in the first meeting to ensure mutual understanding about the goals and expectations of coaching.
  • Assigns appropriate work to learner, suggest other types of learning experiences, and provide honest feedback.
  • Ensures confidentiality with learner.
    All discussions are private and not discussed with anyone outside of partnership (colleagues, supervisors, or management), except with explicit permission from the learner.

Focus Areas

Communication

Focuses on the means and methods:

Topics

  • Why communicate?
  • How to define the needs behind the communications
  • What to communicate
  • Who is the audience
  • Governance

Governance

  • Who is involved
  • How to develop the structure
  • How to develop Terms of Reference
  • How to develop Roles and Responsibilities (the RACI matrix)

Apply for a GC Position

Focus on the processes for applying to a staffing process:

Topics

  • Updating your resumé
  • Preparing for the staffing process
  • How to answer the questions
  • Next Steps: The interview

The interview

  • Preparing for the interview
  • Describing yourself and your goals
  • Describing your work history

Managing in the GC

Covers the most commonly used GC processes

Topics

  • Financial Management
  • Project management
  • Procurement
  • Human resource management
  • Security management

Human resource management

  • Employees
  • Contractors
  • Learning plans
  • Capacity planning
  • Employee evaluation

Resumé Building

Master the basics:

Topics

  • How to write your resumé
  • What to include – more than just your experience, you need to describe your  role (more than the Statement of Merit!)
  • How to format it
  • Writing a cover letter
  • Getting feedback from your peers
    Key words and how not to abuse them
  • How to tailor your resumé to the role you want

Change Management

Cover the activities associated with change:

Topics

  • How to develop a plan to manage change
  • How to identify stakeholders
  • How to communication change
  • How to build buy-in
  • How to transform, transition and prioritize

Get in touch

We will visit you any time to discuss and understand your specific challenges.

Contact us