Outcome 1 
1.2 - Identify potential individual, operational and organisational barriers to using coaching or mentoring and develop appropriate strategies for minimising or overcoming these

Creating a coaching culture


According to Carol Wilson (cited in The Edge - ILM - Mar/Apr 2015) we should consider 3 core principles when creating a coaching culture. 

1. Responsibility

Confidence in others and be able to allow them to to take responsibility for themselves. Supporting this through positive feedback and actions that could assist improvement.

2. Self belief

Developed through praise and recognition but also through "allowing people to learn". Mistakes can be made and experiments are allowed. 

3. Blame free 

"People must be allowed to make their own progress through trial and error" and experiments with a measure of support, reflection, clear expectations and training. 

Establishing a coaching culture should be about the way people work with each other and gaining true reflection on approach, skills, strategies and underlying belief. In a coaching culture people stop hiding or justifying and start discussing and exploring. It is less about what I do and more about what I don't do yet. 

Coaching Overview Document

What it does:

It gives someone an initial understanding of coaching: what it is, its benefits etc

It encourages a coachee to begin thinking about any goals or objectives they might have.

When might I use it?

- During initial discussions about the potential of coaching .

- In advance of the first coaching session.

- When beginning a new coaching relationship, to give a new coachee some background information or reading.


1.1 - Context, definition and difference 

1.2 - Barriers to using coaching 

1.3 - The case for coaching 

2.1  - Knowledge, skills and behaviour

2.2 - Effective communication 

2.3 - Responsibilities to manage relationships

3.1 - Review a model or process 

3.2 - Rationale for contracting 

3.3 - Exploring expectations and boundaries 

3.4 - Rationale for supervision 

4.1 - Review elements required for integrated coaching


4.2 - Analyse how benefits evaluated