Coaching and Mentoring

Mentoring for diversity & inclusion, when well-designed and implemented, is arguably the most effective way to help break the glass ceiling and help address culture issues within an organisation. 

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Our programmes cover a wide range of diversity issues including gender, race, culture and disability, in all sectors of employment:

• To design and deliver mentoring programmes to support diversity & inclusion objectives both broad (multiple aspects of diversity & inclusion) and narrow (targeted at a specific audience). 

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My focus is on developing diversity mentoring programmes that are hard wired to your organisation’s purpose, values and frameworks.

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Diversity Mentoring can help you:

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• Tap into a scarce talent resource

• Increase your understanding of EDI in your organisation

• Increase staff retention

Reciprocal Mentoring

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While mentoring has undoubtedly made an impact in diversity and inclusion, traditional hierarchical approaches and reverse mentoring both have limited impact. Both focus on changing the mindsets of individuals, but don’t impact the systems, which create inequality and hidden discrimination

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Reciprocal mentoring aims to change those systems. It brings together senior and junior employees in co-learning partnerships, which identify barriers to equality and diversity. The pairs come together to address those barriers at an organisational level, bringing about change from both above and below.

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BENEFITS:

 

• Addresses the issues of diversity and inclusion at the point of greatest potential impact

• Builds a deeper understanding of the systemic underpinnings of discrimination and how these can be addressed

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LEARNING:

 

• Advanced mentoring skills

• How to use difference as a stimulus for deep learning

• How to bring about systemic change through collective awareness and collaboration

What is Coaching?

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Coaching is a facilitated, dialogic and reflective learning process that aims to grow the individuals (or teams) awareness, responsibility and choice (thinking and behavioural). The advancing popularity of the profession reflects a need arising in business and society for people to find solutions to the complexities they face in their life, career and profession.

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When individuals, teams and business leaders first come to coaching it is often because their recent experiences have driven them to seek coaching support to aid them in finding enhanced ways of being and working. Something needs to change, improve or be enhanced. It might be that they have a hunch, a feeling or an intuition that something is troubling them and is causing them some form of disorientation.

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The issues an individual may be experiencing could be feelings of being ‘stuck’, feelings of lack of progress, frustration, or feelings of going back and forth with no apparent resolution. When they come to coaching they are at a point of transition and by engaging a coach they work together to uncover and de-layer in order to identify the essence of the problem and implement change.

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Equally, in the past 5 years the coaching profession has become the No 1 professional development favoured by corporation, leading businesses and entrepreneurial ventures to achieve their cultural, business and people related priorities.

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Put simply professional coaching is the best way to support an individual, team, organisation and society to reach its purpose and potential.

COACHING BENEFITS

 

• Release the potential of talented employees

• Align employees with corporate goals

• Empower employees to take responsibility for their own career and personal development

• Improve productivity and performance

• Create a key characteristic of high performing teams and organisations

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Wherever your organisation is on its inclusion journey; whether you’re just starting out, working in an inclusive culture, or anywhere in between, our training and consulting programmes can be customised to meet your needs. I am here to help you progress along the journey and create the sense of belonging we are all striving towards.

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An employee network group is a voluntary, employee-led diversity and inclusion initiative that is supported by an organisation, based on shared identity, values, interests, perspectives, or goals. The purpose of employee network groups is to enhance workplace bonds by cultivating a profound sense of inclusion, fostering individual and career development, and ultimately nurturing the cohesive fabric of the entire company community.

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I recognise the impact that employee networks and resource groups can make.

The Employee Network Group training, development and coaching options are designed to give members of an organisation the skills necessary to lead their ENG and to promote cultural awareness in the workplace.

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These sessions typically cover topics such as best practices for effective ENG management, strategies for promoting a more inclusive workplace, and techniques for fostering strong relationships between ENG members and other employees.

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The sessions also typically focus on skill development, such as public speaking, writing and communication, and problem-solving. All the skills necessary to create and manage a successful, thriving ENG.

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The training provided is interactive and engaging, giving participants the opportunity to practice the skills they learn in a safe and supportive environment. Employee Network Group training can help promote employee engagement and make an organisation’s workplace culture more unified.

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Coaching options are also available for Network Leads/Chairs or for Senior Sponsors.