Coaching programme – Level 5
Coaching is a way of treating people, a way of thinking and a way of being, which is seen as vital to supporting individuals and organisations in increasingly volatile and ever-changing environments. The underlying and ever present purpose of coaching is building the self-belief of others, regardless of the context, to be curious and self-aware, better equipping them to collaborate, innovate, deal with the increasing pace of change and get the best from increasingly diverse environments. Effective coaching is future focussed, releases potential, and enables transition, transformation and change for business improvement.
Understanding self, commitment to self-development, managing the contract, building the relationship, enabling insight and learning, outcome and action orientation, use of models and techniques and evaluation are key overarching areas which feature within this programme.
During this programme learners will attend a full day online workshop every two months and have a one-to-one session with their Coaching Mentor every month.
After each session the learners will need to complete a reflective account looking at what they have taken from the workshop, and how this new knowledge has or could be used within their job role. This will be done using work-based examples and supporting product evidence, which will help build their portfolio and show the candidates’ understanding of the criteria covered in the workshop.
|Understanding self Plan, conduct and record coaching needs analyses to inform their coaching practice, coaching strategy and the organisation’s coaching culture|
|Managing the contract Agree and develop coaching contracts with all the relevant parties that also consider ethical issues in coaching and boundaries.|
|Building the relationship Deliver effective and responsive coaching sessions, ensuring they reflect boundaries and professional requirements and contribute towards wider objectives, such as embedding an organisation’s values, improving workplace resilience|
|Enabling insight and learning Select and use a suitable variety of coaching tools and techniques and/or psychometrics to challenge/support, analyse and enable learning and insights, such as awareness of others’ perspectives to increase team functioning and accountability|
|Models and techniques Review and interpret coaching needs analyses, identifying when coaching is / isn’t appropriate, and signpost those receiving coaching to other professional services when needed to complement or replace the coaching process, such as mental health professionals, charities, substance abuse support organisations, occupational health|
|Outcome and action orientation Provide support to those receiving coaching in the definition and delivery of valid goals, through clearly defined and committed to actions, within the context of the cultures and systems within which those receiving coaching operate, and facilitate challenge to those systems where appropriate|
|Evaluation Evaluate the effectiveness of coaching interactions for the purposes of quality assurance, self-development for the coach and to measure return on investment (including being a recipient of regular coach supervision, and recording CPD, coaching hours, feedback and reflection, while ensuring confidentiality)|
|Commitment to self-development Maintain records of coaching practice including the logging of coaching hours, supervision, recording CPD and maintaining logs of practice|
During the 13-month delivery all learners will have monthly mentor calls, this is to monitor their progress completing reflective journals; monitoring how the course has impacted on their behaviour and day to day practise; ensuring all learners are able to evidence the learning ahead of their EPA (End point Assessment).
This standard aligns with the following professional recognition:
- European Mentoring and Coaching Council for Accredited Coaching Practitioner
- The Association for Coaching for Accredited Coach
- The International Coach Federation for Associate Certified Coach
Coaching Level 5 programme cost per delegate: £5,000.
Delegate cost if you work for a ‘small employer’: £250 + VAT (5% of cost, Government grant covers 95%).
Delegate cost if you work for a ‘large employer’: Fully funded through the Apprenticeship Levy. (Once the levy has been spent, you only pay 5% of any additional programme costs).
*To qualify for the grant as a small employer, your payroll cost must be less than £3 Million. If your payroll is over this, then you will be a levy funded employer.