Course Catalogue

View Specification Document | Reading List

Over recent years, coaching has become one of the most popular human resource development interventions within organisations. This course explores how the use of coaching at work evolved and the different ways in which coaching can today be used effectively in the workplace to develop personal and professional capabilities / competencies, with individuals and teams. It also evaluates coaching's potential for underpinning strategic and cultural change across organisations. This course introduces different coaching models and encourages students to critically evaluate them. It helps students to develop the core skills, behaviours and mind-set upon which coaching depends, working with other students to practise these skills. The course will be a compelling blend of taught input, directed reading and experiential practice sessions (both as coach and as person being coached).

2 x 3 hour weekly F2F sessions and 4 x 1 hour asynchronous delivery over 3 weeks. 

None

None

None

Students will submit a 2500-word assignment on aspects of organisational coaching from a choice of three questions (all ILOs)

The course aims to:

■ Develop students' knowledge and understandings of coaching as a means of individual, professional and organisational development

■ Familiarise students with the different ways in which coaching can be implemented and used in the workplace

■ Help students appreciate the potential of coaching for supporting strategic and organisational change

■ Encourage students to critically evaluate and strategically select different coaching approaches and strategies for using coaching according to analysis of organisational and individual needs

■ Sensitise students to the core skills behaviours and mindsets underpinning the practice of coaching

■ Provide structured practice to help students develop appropriate coaching skills.

By the end of the programme students will be able to:

1. Critically analyse what coaching is and what distinguishes coaching it from other interventions e.g. mentoring, training or counselling.

2. Critically appreciate the different approaches to coaching

3. Critically reflect on the use of different coaching models used in the workplace.

4. Continually improve coaching as an HR/OD intervention in areas such as: commissioning coaching work; developing coaching capability; building a coaching culture and using coaching to enable strategic change.

5. Critically evaluate coaching interventions within organisational settings

6. Reflexively apply core coaching skills in their capacity as HRM/D professionals

Students must submit at least 75% by weight of the components (including examinations) of the course's summative assessment.