Coaching Guidance/FAQs

What is the AUDE coaching programme?

AUDE’s coaching programme allows members to develop their career through structured one-to-one conversations to enhance an individual’s skills, knowledge or work performance. It involves estates and facilities management professional in higher education from 186 institutions in the UK and Republic of Ireland. This initiative offers unique career development opportunities and we encourage members to get involved. The programme requires coaches to volunteer their time to help another member progress their learning and career. They can take place in person or virtually depending on any restrictions in place.

How might someone benefit from coaching?

Coaching is a personalised development experience which can deliver enhanced knowledge, improved performance and insight, and lasting change. It creates a supportive environment that develops critical thinking skills, ideas, and behaviours about a topic/issue specific to you. Coaching takes place in real time, in a one-to-one situation with a coach that has been personally selected taking into account personal learning style and specific needs at the time.

How is coaching structured?

Coaching can typically be;

• Short (one to one and half hours approximately) intensive periods of 1:1 contact between the coach and participant, ideally away from the participants workplace. .
• A series of meetings that you schedule to suit your diary - typically every 4-6 weeks.
• An entirely personalised development activity, designed specifically around the participant and their needs.
• A totally confidential environment where issues can be explored in greater depth, providing the opportunity for a deeper level of personal awareness.
• No artificial work to do. Coaching will use real work issues as the learning material.

The aim of coaching

• Assisting performance management.
• Preparing and supporting people through change.
• Supporting self-directed learning and development.
• Sharing curated resources.

What is coaching?

• It's essentially a non-directive form of development.
• It focuses on improving performance and developing an individual.
• Personal factors may be included but the emphasis is on performance at work.
• Coaching activities have both organisational and individual goals.
• It provides people with the opportunity to better assess their strengths as well as their development areas.
• It's a skilled activity, which should be delivered by people who are trained to do so. This can be line managers and others trained in coaching skills

Main roles in coaching

The line manager

For potential participant: as part of your usual professional development process, individuals may discuss coaching as either a way of developing their current role or as part of their career development into a different role. The line manager will agree with them what this will look like and how much time can be allowed for this activity. Your line manager should at this stage be made aware of the AUDE work coaching programme and you should both agree if this is the best way forward to develop your career. Your own institution may have a similar work coaching programme for you to consider.

For potential coaches: before registering as an AUDE coach we recommend you discuss the opportunity with your line manager. The line manager will agree with you what this will look like and how much time can be allowed for this activity. Your line manager should at this stage be made aware of the AUDE coaching programme and you should both agree for you to register as a coach.

The coach

A coach is the person who agrees to offer support, career advice and mentoring to a participant. This role does involve some preparation and thought and is not just about having contact with you for an agreed time span. A coach needs to consider if the time requested is the best time for the coaching to take place and how long each period of coaching should be for. They will also need to take into consideration their work obligations and ensure that the coaching experience does not get in the way of their day-to-day responsibilities.

The participant

A participant needs to consider why they are doing the coaching and, what they hope to achieve. They will also need to do some preparation which will involve working with their line manager or the coach to set objectives for the sessions. Following the coaching it's important to review and discuss outcomes and what happens next.

How to meet a coach or participant within AUDE

The AUDE website allows coaches and participants to register themselves to be involved in the programme and contact suitable members, click here for details.

Expectations of coach

• Agree with the participant a timetable for when coaching will take place
• Maintain confidentiality at all times
• Prepare an area for the participant to be placed if coaching in person
• Provide time between sessions or prior to sessions for questions and feedback
• Provide appropriate notice and reasons if the coaching activity has to be cancelled or changed in any way
• Provide constructive feedback to the participant
• Discuss any disability requirements with participant in advance of the coaching to ensure there is enough time to put adjustments such as PEEP, specialist equipment etc in place in order to maximise the benefits of the experience

Expectations of guest

• Provide the host with an outline of what they are expecting from the coaching prior to it taking place
• Maintain confidentiality at all times
• Provide your coach with feedback and reflections on what you have observed
• Ensure that you show good time keeping and inform your coach if you are unavailable for any reason
• Ensure that your work colleagues back on the “day job” are aware of your absence and what cover is required
• Consider taking notes, you may come away with a useful facts, thoughts and observations. Reflecting on these notes following the experience will allow you to maximise your learning
• Make sure you discuss any disability requirements with your coach in advance