All staff at Lancaster have access to 1:1 coaching. Coaching is provided by a group of qualified coaches that work at Lancaster enabling coaching to be offered to all categories of staff.
Tab Content: What is Coaching?
Coaching is a structured, one-to-one developmental conversation focused on helping an individual (the coachee) think more clearly, unlock their potential, and take meaningful action.
At its core, coaching is about enabling people to find their own answers. Rather than providing solutions, a coach supports the coachee to:
- Explore goals, challenges, or aspirations
- Gain insight and clarity
- Consider different perspectives and possibilities
- Identify practical actions and commit to moving forward
A coach does this by:
- Asking open, thought-provoking and sometimes challenging questions
- Listening actively and without judgement
- Offering observations and feedback to build awareness
- Creating a safe, supportive space for honest reflection
Coaching assumes that the coachee is ready and willing to be coached, and that lasting change is more likely when individuals generate their own solutions rather than being told what to do.
What Coaching is Not
Coaching is not about:
- Giving advice or telling someone what to do
- Sharing personal experience as the primary way to guide others
- Managing performance or directing work
While coaching may lead to improved performance, its primary focus is development, insight, and self-directed action.
Coaching through the University Coaching bank is not career coaching, so our coaches will not be able to review CVs and job applications.
Coaching vs Mentoring
Coaching and mentoring are both valuable development approaches, but they serve different purposes:
|
Coaching |
Mentoring |
|
Focuses on helping individuals find their own answers |
Involves sharing knowledge, experience, and advice |
|
Driven by the coachee’s agenda and goals |
Often guided by the mentor’s expertise and experience |
|
Uses questioning, listening, and reflection |
Uses guidance, suggestions, and examples |
|
Does not require subject matter expertise |
Typically involves a more experienced person in a similar field |
|
Aims to build self-awareness and thinking skills |
Aims to transfer knowledge and support career development |
In simple terms:
- A coach helps you think.
- A mentor helps you learn from their experience.
Why Coaching Matters
Coaching can support individuals to:
- Improve confidence and self-awareness
- Navigate challenges and change
- Strengthen decision-making skills
- Take ownership of their development
- Achieve meaningful and sustainable goals
By embedding a coaching approach, we create a culture where people feel empowered to think for themselves, grow, and perform at their best.
Tab Content: Is Coaching for me?
Is Coaching Right for You?
Coaching can support a wide range of development needs, particularly when you want to think things through, gain clarity, or move forward with confidence.
It works best when you have a real situation, challenge, or goal and are open to reflecting, exploring new perspectives, and taking action.
Coaching does not teach new technical skills. Instead, it complements other development activities (such as training or formal learning) by helping you apply learning, overcome barriers, and sustain progress.
Coaching May Be Helpful If You Want To:
Enhance Your Performance
- Improve your effectiveness in your current role
- Focus on specific goals or challenges
- Manage competing priorities more effectively
- Build better ways of working
Navigate Change or Transition
- Settle into a new role or responsibility
- Return to work after a break or period of absence
- Adapt to organisational or team changes
- Build confidence during periods of uncertainty
Strengthen Working Relationships
- Manage or improve professional relationships
- Handle difficult conversations
- Build influence and communication effectiveness
- Work more collaboratively with others
Support Your Personal Development
- Build confidence, resilience, or self-belief
- Understand your strengths, values, and motivators
- Increase self-awareness
- Explore career direction and development options
Grow as a Leader or Manager
- Lead and influence others more effectively
- Set direction and priorities for your team
- Delegate and empower others
- Give constructive feedback and support development
- Lead through change
When Coaching is Most Effective
Coaching is particularly valuable when:
- You are open to reflection and willing to be challenged
- You want to take ownership of your development
- You are prepared to take action between sessions
- There isn’t a single “right answer,” and you need space to think
When Another Approach May Be More Suitable
Coaching may not be the best fit if you:
- Need specific technical knowledge or training
- Are looking for direct advice or expert guidance (mentoring may be more appropriate)
- Require immediate solutions or instruction
In summary:
Coaching is most powerful when you don’t just want answers, rather you want to develop your thinking, confidence, and ability to move forward independently.
Tab Content: Apply for Coaching
All staff can apply for coaching from one of our internal coaches. In the first instance, please look through the coaching profiles to see if you have a preference in terms of a coach you would like to work with. Please note whilst we ask you for your preferences and we will do our best to match you with them, it may not always be possible for a number of reasons. If we can’t match you with one of your top three coaches, we will contact you to discuss further.
Once you have selected you choice of coaches you will need to complete the and have this supported by your manager.
Your application through the form will be submitted to?the coaching network who will consider your application and prior to introducing you, check there are no conflicts of interest, i.e. that they are not in your team or management hierarchy, that they do not work closely with you in another capacity and that you are not friends or family.
If coaching is not appropriate another form of development may be suggested.
If coaching is appropriate an internal coach will be assigned and will introduce themselves to you by email. The coach will then make contact and arrange an introductory meeting. This is not a coaching session but it will enable them to:
- explain what coaching is in more detail if you have not received coaching previously,
- to discuss your coaching goal,
- to clarify what is expected of you and what you can expect of them,
- for the coach to explain the coaching contract and supporting code of ethics,
- for you both decide whether you are happy to proceed with the coaching together.
It is important that you can both develop affinity and level of trust together and if, after the introductory meeting, you or the coach feels you will not be able to work together , then OD will review and consider alternatives. Assuming you agree to work together you will then agree the practicalities of the coaching sessions.
You will also be asked to sign a coaching agreement, to confirm you are happy to progress and understand the process.
Frequently asked questions (FAQs)
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Coaching is a 1:1 developmental conversation between a coach and a coachee which supports the coachee to explore and gain clarity on their issue or goal and to identify actions that will enable them to achieve to move closer to achieving their goal.
A coach asks thought-provoking and challenging questions, listens and provides feedback to the coachee in a non-judgmental way. This enables the coachee to gain a better understanding of their goal or issue, to explore possible options to achieve the goal and to identify actions that they commit to take.
A coach will not advise the coachee what to do but supports them to reach a solution that is right for them.
All staff can apply for coaching from one of our internal coaches, you will need to complete an application and have this supported by your manager. Your application is then submitted to OD and one of the team will give you a call to discuss your coaching goal in more detail to ensure that coaching is appropriate.
If coaching is not appropriate another form of development will be suggested.
If coaching is appropriate an internal coach will be assigned and introduced by email. The coach will then make contact and arrange an introductory meeting. This is not a coaching session but chance to:
- meet and for them to explain what coaching is in more detail if you have not received coaching previously,
- to discuss your coaching goal,
- to clarify what is expected of you and what you can expect of them,
- for the coach to explain the coaching contract and supporting code of ethics,
- for you both decide whether you are happy to proceed with the coaching together.
Assuming you agree to work together you will then agree the frequency and practicalities of the coaching sessions.
After you have both agreed a contract when you first start coaching you will commence work on your goals. Your coach will ask what you want to work on at the start of each session and will use coaching questions, tools and techniques to help you to understand your goal or issue in more detail and from different perspectives. You will explore possible options and identify actions that enable you to achieve your goal.
You can expect to finish each session by agreeing actions that you will take prior to the next coaching session. You are accountable for achieving these actions.
See "Is coaching for me" above.
Specific features and benefits of coaching include:
- Improving specific skills and knowledge through discussion, reflection and action.
- Having a flexible and personalised approach to learning where the coachee sets their own goals and direction and the coach helps them to achieve these goals.
- Increased confidence, versatility and effectiveness, particularly in times of uncertainty and change.
- Having the time and space to explore a range of options and perspectives, so that the coachee can make more informed decisions.
- Having access to an independent ‘sounding board’ when dealing with complex situations.
- Improving individual performance which benefit the wider team and the University.
See "Is coaching for me" above.
Yes, absolutely! All discussions between the coach and coachee are strictly confidential and will only be repeated with the consent of both parties. The coach does, however, reserve the right to challenge and report unethical or immoral activities.
Once your coaching sessions have concluded you will be approached by OD for feedback on your experience and what changes you have made as a result of the coaching however you will not be asked for any details of the actual coaching conversations.
OD will match you with an appropriate coach and ensure, prior to introducing you, that there are no conflicts of interest, i.e. that they are not in your team or management hierarchy, that they do not work closely with you in another capacity and that you are not friends or family.
It is important that you can both develop affinity and level of trust together and if, after the introductory meeting, you feel that you could not work with the appointed coach you can request an alternative coach. (NB. OD will appoint up to one alternative coach.)
It may be that you do know your coach in some capacity given the size of the University, however, conflicts of interest will be avoided. See response to Who chooses my coach?
Yes, if you have a particular preference on the gender of your coach we will accommodate this as far as possible.
No, your coach will be appointed by OD so that coaching hours can be apportioned fairly and avoid overloading any individuals.
Coaching enables the coachee to identify solutions and actions that are right for them. A coach does not provide solutions or teach the coachee what to do. A coach will ask thought provoking questions, listen actively and offer feedback that allows the coachee to explore their issue from different perspectives, gain clarity and generate actions that they commit to take.
If you do want someone who can provide advice and share their own experience and expertise you would be advised to seek a mentor.
There are many similarities in approach between coaching and mentoring however, coaching is a ‘non-directive’ form of development and the coach may not have personal experience or expertise in the issue or goal that you wish to work on. A coach may offer some suggestions but will not advice or teach you what to do, they will help you to work out a solution that is right for you.
A mentor, on the other hand, is someone who does have personal experience or expertise in your goal and can share their experiences with you and may offer advice or guidance.
In addition, coaching is a more focused form of development and is usually concluded within a few sessions over a period of months. Mentoring is often a much longer relationship which can last several years.
This depends on your development goal. Your coach will recommend an appropriate number of sessions when you first start working together as part of the contracting. This may be as few as two or up to six or more.
OD can broker coaching with an external coach however, you will need to have funding approved by your department or division first. Contact OD for details of external coaching.
All staff can apply. OD will aim to match all staff who apply assuming that coaching is the most appropriate form of development and an internal coach is available.
OD will aim to match everyone with a coach however, internal coaches can only offer a finite number of hours per year alongside their day job.
Yes, your application will be considered in line with other requests at that time.