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Coaching & Mentoring




Working with the Executives, Managers or Supervisors or even the junior members of the HR team on an individual or collective basis we can coach and mentor in HR Management generally or specifically in context to ensure confidence, understanding and development with the individual(s) involved.


Sessions can be delivered on or off-site at a convenient time (out of hours if necessary).



A tailored quote can be provided after agreeing the exact requirements of the organisation or individual. However, in most cases it will be based on time at £100 p.h.+VAT but discounts will be applied for charities/ NFP’s and where block bookings are made (Min. 6 sessions)


Neil Buck“I enjoy engaging with the people I coach and mentor and seeing them develop over time – a real shift change in their thinking and approach to HR in context enables them to manage themselves and others in a far more professional and suitable manner. Very often our confidential discussions go way beyond HR and into more mainstream business areas and issues and that’s where I can also add value as a business owner myself.”




The following definitions are taken from the CIPD website:


Coaching and mentoring are development techniques based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance.


It is possible to draw distinctions between coaching and mentoring although in practice the two terms are often used interchangeably.


What is coaching?


Coaching targets high performance and improvement at work and usually focuses on specific skills and goals, although it may also have an impact on an individual’s personal attributes (such as social interaction or confidence). The process typically lasts for a relatively short period.


The following are some generally agreed characteristics of coaching in organisations:


  • It is essentially a non-directive form of development, though this is not a hard and fast rule.
  • It focuses on improving performance and developing individuals’ skills.
  • Personal issues may be discussed but the emphasis is on performance at work.
  • Coaching activities have both organisational and individual goals.
  • It provides people with feedback on both their strengths and their weaknesses.


What is mentoring?


Mentoring involves the use of the same models and skills of questioning, listening, clarifying and reframing associated with coaching.


Traditionally, however, mentoring in the workplace has tended to describe a relationship in which a more experienced colleague uses his or her greater knowledge and understanding of the work or workplace to support the development of a more junior or inexperienced member of staff.


One key distinction is that mentoring relationships tend to be longer term than coaching arrangements.