Executive Coaching in the BBC

Jane Saunders

Coaching Network Manager

The Need for Coaching

• The constant climate of change causing insecurity,

reduced motivation, disengagement, need for

leadership and new ways of working

• Leaders need complex skills; vision, performance

management and people skills v command and

control

• Many employees are promoted to leadership roles

for which they have little preparation

• Training alone has proved insufficient in developing

the skills and competencies necessary

• A feeling of isolation at senior level

• The need to deliver!

What did we need?

• Structure

• Business objectives

• Skills training

• People to deliver it who believed in it

• Quality control

• An agreed definition…

Definition of Coaching

“The art and science of facilitating the

performance, learning and development of

another”

__________________________________

___ Skills Performance Development Transformation

Climate Change!

• The competition

• Challenge to the licence fee

• The technology

• New ways of working

• The geography

• The psychological contract

Intention of the Coach Network

…. to provide professional executive, leadership and

management coaching to support the BBC strategy,

equal to or better than that which is available

externally

And at a fraction of the cost to the licence payers

BBC Coach Network

c.85 Coaches 12 trainees

Coach Network Manager

Coordinator

BBC Coach Network Providing professional Executive Coaching across the

organisation

Coaching Programmes

approx 500 pa

•Executive, Leadership and

Management Coaching

•Transitional Coaching

•Career Management Coaching

•Short Sharp – ad hoc

• Coach Training

Coach Foundation Course

• Supervision

• Coaching Skills for

Managers

Coach

Development

Coach

Supervision

Strategic

Initiatives

Coaching

Consultancy

Evaluation

Awards

•International Prism Award for best coaching practice and

standards - International Coach Federation

•Best Coaching Programme - Training Journal

•Coaching Programme of the Year - World of Learning Awards

Portfolio of Coaching Programmes Programme Leadership & Management Responsibilities

Executive Coaching

Senior Leader Leading and managing significant numbers of others/resources or

complex relationships. Aligned to identified Talent

Established Leader Established managers wishing to further skills in leading teams,

managing upwards, personal impact, confidence. Aligned to identified

Talent

Transitional Coaching Established and Senior Leaders and Managers transitioning to a new

role or into the BBC

Career Coaching Established managers who are seeking to manage their own careers

and create their own futures

Ad hoc coaching

programmes

Depending on the initiative could be for a specific group (e.g. a trainee

scheme) or open to any member of BBC staff

Coaching Skills for

Managers course

Any team leader or manager

Most Frequently Targeted Topics

• Leading change

• Developing key relationships

• Managing upwards

• Personal Development as a leader/manager

• Personal Confidence

• Career Management

The Coaches

Senior and established leaders and managers

• Application process

• 4 months training and mentored field work

• Commitment to :

- a minimum of 3 clients at any one time

- quarterly supervision

- continuing professional development

Qualities of BBC Coaches

• Presence

• EQ

• Organisational credibility

• Readiness

• Commitment

Coaches by Division

March 2011 Coaches by Division

March 2011

A&M, 9, 11%

BBC North, 1, 1%

BBC Studios and Post

Production, 1, 1%

BBC Trust, 1, 1%

BBC Worldwide, 1, 1%

Finance & Business, 1, 1%

Future Media, 4, 5%

Journalism, 24, 30%

Operations Group, 34, 42%

UKTV, 1, 1%

Vision, 5, 6%

Coach Training

• Delivered in house and accredited by:

The European Mentoring and Coaching Council

The International Coach Federation

• Final assessment determines whether or not the trainee

has reached the necessary standard to practise as a

BBC Coach

Executive Coach Training

The Coach Foundation Course – accredited by the EMCC

• Pre reading

• Module 1 - three days skills training, practice, observation and feedback

• Six weeks field work supported by coach mentor

• Pre reading

• Module 2 - three days “digging deeper”, practice, observation and feedback

• Six weeks field work supported by coach mentor

• Pre reading

• Module 3 - two days of final assessment plus tools and techniques

Continuous Development

• Supervision

– network requirement - quarterly

• Shared Learning Groups

– network requirement - 3pa

• CPD

– network requirement 3pa

• Individual Accreditation

– optional

Continuous Professional Development

• Supervision

• Shared learning

• Workshops

• Learning breaks

• Book club

• Master classes

• Individual accreditation

Supervision

• Formative – to facilitate learning which comes through reviewing

the client/coach relationship and encouraging reflection and self

awareness on the part of the Coach

• Normative – to promote consistent and best practise across the

Network by adherence to protocols and non directive approach

• Restorative –to facilitate personal development and to explore the

coaches own responses to clients issues

Coaching Skills for Managers

• Not just for managers!

• 2 day course for 12 participants

• Skills

– Listening

– Questioning

– GROW model

• Lots of practice in trios

Client

Coaching

Skills for

Managers

Course

Practice

Client

Trainee

Coach

Coach Coach

Observer

Coach

Mentor

Trainer

Facilitator

Supervisor

Self Generating

Quality

• National and International award winning

Internal Coaching Network

• Coach training industry body accredited

• Coaches selected and meet performance and

delivery standards/targets

• Coaches are supervised and developed

• Internationally recognised within the industry for

excellence and best practice

Evaluation Processes

• 3-ways

• Post coaching evaluation (immediate)

• Pilot process (coaching impact)

• Pulse check (coaches perspective)

• Training and CPD events

Benefits to the BBC

• The impact of clients being able to address their own

leadership, performance and effectiveness

• Quicker results from new appointments coached to

maximise impact, influence and effectiveness.

• Application of learning from leadership development to

organisational life by considering course input to client

specific situations

• Inexpensive means of providing professional Executive

Coaching, accredited Coach training , supervision and

development to high numbers of staff

• Confidential thinking space

• Agenda free challenge and feedback

• Raised awareness and expanded boundaries of

potential

• Opportunity to create a vision and a route to achieving

it

• The glue to make training stick

• Sense of being valued by the investment of resource

• Safety and rigour of working with professionally trained

coaches

• Coaches practise in accordance with industry best

practise

Benefits to the Client

Benefits to the Coaches

• Develops self, EQ, and own style of leadership

• Increases job satisfaction

• Widens knowledge of the BBC

• Cross divisional networking

• Accredited senior level coach training to add to

skill set

Themes from internal coaches:

• Time!

• Management support/commitment

• Organisational perspective/understanding

• Coach validation/feedback/development

• Client commitment

• Gaining recognition

Coach Perception – Biggest Challenge For An

Internal Coach

External Executive Coaches

• Who should have one?

• Who are the external coaches?

• What criteria underpinned their selection?

Key Characteristics of BBC Coaching

• The intervention is a combination of exploration, challenge, support and feedback with the Coach and Client working as equal thinking partners

• It is confidential after the initial 3Way conversation to set objectives and success measures with Line Manager

• The ultimate client is the organisation

• Clients are nominated through line managers and/or HR for reasons of development. Not a remedial intervention or to replace appropriate line management

• Applications thought more appropriate for training, therapy, counselling or mentoring are redirected as requ’d

• All Coaches achieve a professional level of practise before being allocated clients and attend regular supervision while working within an established framework and protocol.

• Coaches incorporate all coaching activities within their day job

• Coaching industry ethics apply

Success Factors

• Aligned to business/talent strategies and objectives

• Commitment of the Coaches

• Professionalism of the portfolio

• Rigour of the training and development

• Belief in the intervention

• Continuous Review

• Continuous Evaluation

Questions