Have you ever stuck a Post-It note on your forehead?

Nachdenkliches Mdchen mit Haftnotitz auf der Stirn

Taking the guesswork out of the people business

You must remember the old guessing game.  The one where a group of you wrote the names of random famous people (sometimes objects or place names) on Post-It notes.  Each player then took it in turns to choose one of them from the pile, stick it on their forehead and ask a series of closed questions to establish who or what they were.

This was great fun, the questions themselves usually providing hilarity.  I remember a slightly inebriated team social event where a colleague asked, as her opening Question:

“Am I Fatima Whitbread?” 

That was always going to be a long, long guessing game.

Similar guesswork is often employed when trying to understand who we are or what makes other people tick, either as individuals or as part of a team.

We want to know:

  • Who is this person?
  • What drives or motivates them?
  • Can they be hired or promoted?
  • Why do they do that thing they do?
  • How can I get the best from them?
  • Can they work as part of a team?
  • What makes them think and feel the way they do?

Well thankfully these days we have tools and diagnostics to help you decide that.  We don’t have to guess what’s on or behind the Post-It.

Thomas International have accredited us to administer a range of tools from Personal Profiling (DISC) to 360 Feedback to Emotional Intelligence and many more.  With each of these we are able to help clients make informed decisions about people and not have to rely on guesswork or “gut feel”.

We currently work with an IT Company who needed to recruit the very best support manager to lead their team.  We devised a profile with them for the job/role then conducted assessments on a short list of candidates to reach some key decisions about who to hire.  This is never an exact science and candidates may not always exactly fit the profile you are looking for but in this case the tools allowed the company to probe and have honest conversations about the relative strengths and limitations of candidates before making a decision to hire them or not.

This saved them a lot of time, money and pain.

In many other situations we have helped individuals understand themselves better, achieving better outcomes and developing their leadership qualities.  We’ve also helped teams build better relationships, with team members appreciating their differences rather than creating conflict around them.

So, if you want to address people issues, put away the Post-its and take the guesswork out of the people-game.

Have a look at the range of tools we have here.  We provide a Free Consultation service to help you choose the tools you need.

JD

 

No Guru are approved by Thomas International to administer their profiling and diagnostic tools.

 

 

 

 

 

 

Posted by John Drysdale
8th July 2016
John's Blog

News

The ILM Qualified Coach

Your guide to choosing a qualification

In the last 12 months we’ve seen an upsurge in the number of people looking to gain one of our ILM Coaching & Mentoring Qualifications, which is fantastic.

One of the early discussions I have with candidates is to answer questions around: ‘what will it give me?’ or ‘what level of qualification should I go for?’ and ‘should I do a Certificate or Diploma?’.

I’m always very happy to have those conversations but I thought I might attempt to bring a bit of clarity to people considering an ILM Qualification in Coaching & Mentoring to progress their career.

 

An ILM Coaching Qualification; how will it help me?

I recommend that anyone in a coaching role considers getting a recognised qualification. It makes sense as Coaching is coming under increasing scrutiny as a profession with much debate about the quality of provision. Clients want to know their coach has received adequate training and people commissioning coaching will consider competence before contracting a coach.  I have been involved in tenders for contracts where commissioners specified the qualification level of coaches required within the framework.

For the individual, we have seen how our ILM programmes have opened up new opportunities, both for people working within an organisation and consultants or freelancers who now have an additional and credible tool or service that can add value to their client base.

In summary it makes you credible and attractive to anyone commissioning you and gives you the confidence to believe you are now ‘the coach’.

 

What Level of Coaching Qualification should I go for?

Levels of qualifications are set according to the Qualifications and Credit Framework (QCF) in England.  A decent explanation of academic levels can be found here :

http://www.accreditedqualifications.org.uk/qualifications-and-credit-framework-qcf.html

For coaching and mentoring I usually ask about the context you will be coaching and how you want to apply these new skills:

 

Coaching Executives, CEOs and Directors

This would suggest a Level 7 Certificate or Diploma may be right for you. Academically it suggests something at masters degree or post grad and requires a greater understanding of coaching in a strategic arena. We take particular care that people registering for this level are able to practice their coaching at a strategic level and can in some cases support them in finding ‘clients’ for the practical elements.  Freelance Executive Coaches need this one.

 

Coaching Managers and Leaders

The Level 5 Certificate or Diploma would be ideal for this target audience. This is also a substantial undertaking requiring in depth knowledge and demonstrating practice.  It is broadly equivalent to a foundation degree or some other types of degrees. I always recommend this to people working in large organisations going through change or growth and where there is an opportunity to introduce coaching as a development tool in the organisation. It is really useful to consider this within HR or Training functions and clients have asked us to deliver programmes to entire teams.

Level 5 may also be useful for those starting out as a business coach at the smaller end of the SME market and we know from experience that many people want to get involved with start ups or helping people transition from employee to self-employed business owner.

 

Coaching Front Line Staff or Team Leaders

Level 3 provides a foundation and is useful for people in a training role or coaching front line staff or team leaders. It provides a route into a training or development type role for those in an operational role and can open up some great career opportunities. The ILM Level 3 is highly work contextualised and suits larger work places e.g. large contact or service centres are ideal.

 

Your prior academic experience, continuous professional development and experience at the various levels is fairly important in choosing your path and we always discuss this prior to registering you with ILM.

For the coaching suite it comes back to:

Why do you want to do this qualification?

What context will you be coaching in?

Who will you be working with?

 

Certificate or Diploma?

Both our Level 5 and Level 7 qualifications have the option of achieving a Certificate or Diploma.  The difference between the Certificate and the Diploma is around the practical element and the ‘extended’ period of coaching for the Diploma. This carries additional credits (a measure of your learning).

This table shows how many hours coaching you need to provide evidence for each level at Certificate and Diploma.

Level Certificate Diploma
Level 5 12 hours 100 hours
Level 7 20 hours 100 hours

 

There are some other requirements around how you access supervision under the extended period but this is the main difference. The Diploma should be undertaken if coaching is a significant focus of your role.  We often get asked how many people (clients) you need.  Just as a rough guide we would normally expect you to work with a particular client somewhere between 6 and 12 hours in total for coaching (though mentoring relationships may be longer).

 

How long will it take me?

We believe the Certificate at both L5 and L7 can be achieved in a 9-12-month time frame but it varies according to the individual. The Diploma is harder to quantify, and we generally meet with those candidates to identify a realistic timeline.

Making good progress early in the programme generally means candidates complete in excellent time.

 

How can you help?

This article is simply to help guide your thinking. I will always have a call or a meeting with a prospective ILM candidate to identify what is the right qualification for you at this time and how we can help you progress.  I want all my candidates to succeed.  After all many of them are self-funded and it’s important to me that they not only enjoy the classroom sessions and engagement with the wonderful people we have on our cohorts but that they come away with a recognised Qualification to further their goals and aspirations.

One thing we do know is there is a direct correlation between attending our (now monthly) tutorial sessions and achieving the qualification. These are provided as part of our programme and follow the 6 classroom dates.  I really enjoy these sessions because I can see people remove the fear of assignments and become inspired to go out and develop their coaching practice and ultimately their ILM Qualification.

If you are thinking about a Qualification in coaching & mentoring I would be happy to have that call or cup of coffee and a chat.

Our next programme starts on February 23rd 2018 in Liverpool click here for more details

You can contact me on:

0844 873 1226

Or email: coachingcapability@noguru.net

 

ILM Approved Centre

 

 

Liverpool based training company, No Guru is ‘leading in learning’ as the ILM city region hub

North West employers now have access to professional development qualifications for management, team leaders and supervisory staff as Cotton Exchange based training company, No Guru becomes the Liverpool City Region hub for ILM accreditation.

(more…)

University Contract extended for 2 Years

Leeds Beckett University relationship extended

We are delighted to announce our current contract to provide Staff Training and Team Building to Leeds Beckett University has been extended a further 2 years.

During the next academic year we will be running new programmes around:

  • Strategic Thinking
  • Leading Change
  • Leading & Empowering People
  • Working to Strengths
  • Designing and Delivering Presentations

Additionally we will continue to work with Teams to deliver on the University Strategic Framework as well as completing our first ILM Level 5 Coaching & Mentoring programme for internal ‘Coaching Champions’.

We would like to thank People Development and everyone at Leeds Beckett for making it a great place to work.

 

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