In this article, you will discover:<\/h3>\n\n\n\n\n\n\n- How to get the most out of coaching: the LTT approach<\/a>\n
\n- Practical expertise over methodology<\/a> <\/li>\n\n\n\n
- Widening access to coaching<\/a> <\/li>\n<\/ul>\n<\/li>\n\n\n\n
- When to use coaching for optimal results<\/a><\/li>\n\n\n\n
- How to choose a coaching programme<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n
Getting the most out of coaching: the LTT approach<\/strong><\/h2>\n\n\n\nPractical expertise over methodology <\/strong><\/h3>\n\n\n\nMost people assume that coaching is a transferable skill. No matter the industry, any coach could help an individual reach their professional goals by applying the right methodology to each situation. \u201cAt Let\u2019s Talk Talent, we don\u2019t believe in cookie-cutter formulas that just work with everyone. We\u2019re much more agile than that,\u201d says Jo Taylor, MD and Founder at LTT. After all, without knowing an industry, a specific job or a particular situation, can a coach really be effective? <\/p>\n\n\n\n
<\/p>\n\n\n\n
For us, practical knowledge is key. To ensure we don’t try to fit everyone into the same box, all our coaches are practitioners and adhere to a mentoring-focused approach. Before we begin a coaching relationship, we get to know each coachee and ensure we match them with the right industry experts. Our panel of coaches include marketing directors, financial professionals and even ex-army officers, all of whom bring a more hands-on approach to the table. <\/p>\n\n\n\n
<\/p>\n\n\n\n
\u201cWhile it\u2019s important to guide clients so they reach a solution on their own, being able to understand their particular context or situation can lead to much more impactful results. For example, an experienced coach may be aware of specific training programmes, or be able to recommend a charity offering support for employees going through a difficult situation,\u201d adds Jo. The result? Employees are able to turn these insights into actionable results, fast. <\/p>\n\n\n\n
For more information on <\/em>the difference between coaching, managing and mentoring<\/em><\/a>, have a look at our article.<\/em><\/p>\n\n\n\n<\/p>\n\n\n\n
Does this mean we put methodology aside? Not at all. LTT still uses the same framework and applies the same rigour to the process. Every coaching programme is structured, and sessions are framed by clear objectives and defined steps. We simply believe in staying agile and hitting the ground running, which is what makes our Coach on Demand service<\/a> so effective.<\/p>\n\n\n\n<\/p>\n\n\n\n
Focussing on accessibility<\/strong><\/h3>\n\n\n\nIf you know us, you\u2019ll know that one of our core beliefs is that everyone has talent. It\u2019s just a matter of unlocking it. That\u2019s why pricing shouldn\u2019t be a barrier to coaching. \u201cManagers in particular are a key group to consider when it comes to coaching. They have a huge impact on their team, are often undertrained and buried under tons of admin, leaving them time-poor and unable to effectively manage their teams. And as we know, people don\u2019t leave bad jobs, they leave bad managers,\u201d adds Craig Howells, Sales & Operations Director at LTT. Giving them appropriate support, particularly if they have recently been promoted to a leadership position, is paramount.
<\/p>\n\n\n\n
Technical experts are also an important demographic which shouldn\u2019t be neglected. Their incredibly specialised fields can sometimes make career development opportunities difficult to identify. Organisations who do not support their technical expert\u2019s progression through coaching (or any other learning and development means) could find themselves experiencing a talent drain sooner rather than later.
<\/p>\n\n\n\n
Have a look at our <\/em>succession planning for technical experts<\/em><\/a> articles for more tips on how to retain your specialists. <\/em><\/p>\n\n\n\n
Opening up this resource to a wider group of people could be a way to propel your organisational performance forward, and selecting a coaching provider with a price point which allows you to reach more than just your C-suite should be your first step.<\/p>\n\n\n\n
<\/p>\n\n\n\n
When to use coaching for optimal results<\/strong><\/h2>\n\n\n\nContrary to popular belief, career development isn\u2019t the only outcome of a coaching programme. There are many situations when one-to-one sessions with an experienced coach can help employees overcome a challenge or simply be the best version of themselves at work.<\/p>\n\n\n\n
<\/p>\n\n\n\n
\n- Onboarding<\/strong>.
The first 100 days of a person\u2019s professional life with you are a crucial period, and making sure staff have all the support they need can make all the difference when it comes to staff retention.
<\/li>\n\n\n\n- Improving mental health<\/strong>.
Staff wellbeing is not just a buzzword: it directly affects performance. For employees coming back to work after a long absence and navigating a return to full-time work after a period of maternity or sick leave, or those with new caring responsibilities, dealing with the new reality can be tough. Coaching can help smooth the transition and get people back on their feet, motivated and energised.
Have a look at how we developed a highly effective coaching programme for a global healthcare provider hoping to<\/em> support new parents as they transitioned back to work<\/em><\/a>.<\/em>
<\/li>\n\n\n\n- Negative workplace culture<\/strong>.
Some people may experience bullying, lack confidence, or suffer from burnout, and talking to a manager about it may not always be an option. Here, a neutral, external coach can achieve beautiful results. It\u2019s also worth noting that while coaching sessions are confidential, we make a point of providing anonymised insights back to the organisations so leaders can course correct and foster a positive work environment.
<\/li>\n\n\n\n- Personal development<\/strong>.
360 feedback can bring up some areas for development. Whether staff need to acquire a new skill such as time management, personal effectiveness or public speaking, coaching is the way to get it done.
<\/li>\n\n\n\n- Conflict management<\/strong>.
Team going through a storming phase<\/a>? Again, without a neutral, external party, this can be hard to navigate. An experienced coach should be able to identify the underlying issues and suggest the right course of action. Team coaching should also be considered in this situation.
<\/li>\n\n\n\n- Getting unstuck<\/strong>.
Sometimes, we can just get stuck. Whether an employee needs to develop a growth mindset, lacks confidence or can\u2019t quite seem to get out of a rut, it could be that some gentle guidance would be beneficial.
<\/li>\n\n\n\n- Career development.<\/strong>
Yes, of course! While coaching isn\u2019t reserved for career development, it is still one of its main raison d\u2019\u00eatre<\/em>. Career is one of the three motivation-generating factors for employees, and the first question our coaches get asked during a session is often: \u201cWhat\u2019s my next step?\u201d While our Coach on Demand<\/a> service has resulted in many promotions, our proudest achievement remains showing dozens of coachees the art of the possible. \u201cWhen it comes to progression, we like to think further than the seat directly above. We explore sideways steps, internal moves, big projects and think of new ways for people to challenge themselves,\u201d says Jo.<\/li>\n<\/ul>\n\n\n\n<\/p>\n\n\n\n
Choosing a coaching programme: don\u2019t settle for the status quo<\/strong><\/h2>\n\n\n\nWhen it comes to coaching, most organisations expect to buy a generic programme that costs so much only their leadership team benefits from it. At LTT, we don\u2019t believe you have to settle for the status quo. <\/p>\n\n\n\n
<\/p>\n\n\n\n
A good coaching programme, such as our Coach on Demand<\/a> service, should adapt to your people, not the other way around. And to be as effective as possible, it should also be opened up to as many employees as possible, from high-potential rock stars to team managers and technical experts. Coaching should also lead to measurable, tangible actions. Which is why we adopt a mentoring-led approach, and focus on getting sh*t done.
If you\u2019re hoping to help your employees be the best they can be, you\u2019re our kind of people. Book a call with us today. Or download our internal mentoring playbook<\/a>, order a set of Coaching Cards<\/a> or Personal Effectiveness Cards<\/a> for more practical training resources.<\/p>\n\n\n\n<\/p>\n\n\n\n
\n\t\n\t\t\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t![\"\"](\"https:\/\/letstalktalent.co.uk\/wp-content\/uploads\/2023\/12\/C210317-540x405.jpg\")
\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tLevel up your personal effectiveness\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t
- \n
- How to get the most out of coaching: the LTT approach<\/a>\n
- \n
- Practical expertise over methodology<\/a> <\/li>\n\n\n\n
- Widening access to coaching<\/a> <\/li>\n<\/ul>\n<\/li>\n\n\n\n
- When to use coaching for optimal results<\/a><\/li>\n\n\n\n
- How to choose a coaching programme<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n
Getting the most out of coaching: the LTT approach<\/strong><\/h2>\n\n\n\n
Practical expertise over methodology <\/strong><\/h3>\n\n\n\n
Most people assume that coaching is a transferable skill. No matter the industry, any coach could help an individual reach their professional goals by applying the right methodology to each situation. \u201cAt Let\u2019s Talk Talent, we don\u2019t believe in cookie-cutter formulas that just work with everyone. We\u2019re much more agile than that,\u201d says Jo Taylor, MD and Founder at LTT. After all, without knowing an industry, a specific job or a particular situation, can a coach really be effective? <\/p>\n\n\n\n
<\/p>\n\n\n\n
For us, practical knowledge is key. To ensure we don’t try to fit everyone into the same box, all our coaches are practitioners and adhere to a mentoring-focused approach. Before we begin a coaching relationship, we get to know each coachee and ensure we match them with the right industry experts. Our panel of coaches include marketing directors, financial professionals and even ex-army officers, all of whom bring a more hands-on approach to the table. <\/p>\n\n\n\n
<\/p>\n\n\n\n
\u201cWhile it\u2019s important to guide clients so they reach a solution on their own, being able to understand their particular context or situation can lead to much more impactful results. For example, an experienced coach may be aware of specific training programmes, or be able to recommend a charity offering support for employees going through a difficult situation,\u201d adds Jo. The result? Employees are able to turn these insights into actionable results, fast. <\/p>\n\n\n\n
For more information on <\/em>the difference between coaching, managing and mentoring<\/em><\/a>, have a look at our article.<\/em><\/p>\n\n\n\n<\/p>\n\n\n\n
Does this mean we put methodology aside? Not at all. LTT still uses the same framework and applies the same rigour to the process. Every coaching programme is structured, and sessions are framed by clear objectives and defined steps. We simply believe in staying agile and hitting the ground running, which is what makes our Coach on Demand service<\/a> so effective.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Focussing on accessibility<\/strong><\/h3>\n\n\n\n
If you know us, you\u2019ll know that one of our core beliefs is that everyone has talent. It\u2019s just a matter of unlocking it. That\u2019s why pricing shouldn\u2019t be a barrier to coaching. \u201cManagers in particular are a key group to consider when it comes to coaching. They have a huge impact on their team, are often undertrained and buried under tons of admin, leaving them time-poor and unable to effectively manage their teams. And as we know, people don\u2019t leave bad jobs, they leave bad managers,\u201d adds Craig Howells, Sales & Operations Director at LTT. Giving them appropriate support, particularly if they have recently been promoted to a leadership position, is paramount.
<\/p>\n\n\n\nTechnical experts are also an important demographic which shouldn\u2019t be neglected. Their incredibly specialised fields can sometimes make career development opportunities difficult to identify. Organisations who do not support their technical expert\u2019s progression through coaching (or any other learning and development means) could find themselves experiencing a talent drain sooner rather than later.
<\/p>\n\n\n\nHave a look at our <\/em>succession planning for technical experts<\/em><\/a> articles for more tips on how to retain your specialists. <\/em><\/p>\n\n\n\n
Opening up this resource to a wider group of people could be a way to propel your organisational performance forward, and selecting a coaching provider with a price point which allows you to reach more than just your C-suite should be your first step.<\/p>\n\n\n\n<\/p>\n\n\n\n
When to use coaching for optimal results<\/strong><\/h2>\n\n\n\n
Contrary to popular belief, career development isn\u2019t the only outcome of a coaching programme. There are many situations when one-to-one sessions with an experienced coach can help employees overcome a challenge or simply be the best version of themselves at work.<\/p>\n\n\n\n
<\/p>\n\n\n\n
- \n
- Onboarding<\/strong>.
The first 100 days of a person\u2019s professional life with you are a crucial period, and making sure staff have all the support they need can make all the difference when it comes to staff retention.
<\/li>\n\n\n\n- Improving mental health<\/strong>.
Staff wellbeing is not just a buzzword: it directly affects performance. For employees coming back to work after a long absence and navigating a return to full-time work after a period of maternity or sick leave, or those with new caring responsibilities, dealing with the new reality can be tough. Coaching can help smooth the transition and get people back on their feet, motivated and energised.
Have a look at how we developed a highly effective coaching programme for a global healthcare provider hoping to<\/em> support new parents as they transitioned back to work<\/em><\/a>.<\/em>
<\/li>\n\n\n\n- Negative workplace culture<\/strong>.
Some people may experience bullying, lack confidence, or suffer from burnout, and talking to a manager about it may not always be an option. Here, a neutral, external coach can achieve beautiful results. It\u2019s also worth noting that while coaching sessions are confidential, we make a point of providing anonymised insights back to the organisations so leaders can course correct and foster a positive work environment.
<\/li>\n\n\n\n- Personal development<\/strong>.
360 feedback can bring up some areas for development. Whether staff need to acquire a new skill such as time management, personal effectiveness or public speaking, coaching is the way to get it done.
<\/li>\n\n\n\n- Conflict management<\/strong>.
Team going through a storming phase<\/a>? Again, without a neutral, external party, this can be hard to navigate. An experienced coach should be able to identify the underlying issues and suggest the right course of action. Team coaching should also be considered in this situation.
<\/li>\n\n\n\n- Getting unstuck<\/strong>.
Sometimes, we can just get stuck. Whether an employee needs to develop a growth mindset, lacks confidence or can\u2019t quite seem to get out of a rut, it could be that some gentle guidance would be beneficial.
<\/li>\n\n\n\n- Career development.<\/strong>
Yes, of course! While coaching isn\u2019t reserved for career development, it is still one of its main raison d\u2019\u00eatre<\/em>. Career is one of the three motivation-generating factors for employees, and the first question our coaches get asked during a session is often: \u201cWhat\u2019s my next step?\u201d While our Coach on Demand<\/a> service has resulted in many promotions, our proudest achievement remains showing dozens of coachees the art of the possible. \u201cWhen it comes to progression, we like to think further than the seat directly above. We explore sideways steps, internal moves, big projects and think of new ways for people to challenge themselves,\u201d says Jo.<\/li>\n<\/ul>\n\n\n\n<\/p>\n\n\n\n
Choosing a coaching programme: don\u2019t settle for the status quo<\/strong><\/h2>\n\n\n\n
When it comes to coaching, most organisations expect to buy a generic programme that costs so much only their leadership team benefits from it. At LTT, we don\u2019t believe you have to settle for the status quo. <\/p>\n\n\n\n
<\/p>\n\n\n\n
A good coaching programme, such as our Coach on Demand<\/a> service, should adapt to your people, not the other way around. And to be as effective as possible, it should also be opened up to as many employees as possible, from high-potential rock stars to team managers and technical experts. Coaching should also lead to measurable, tangible actions. Which is why we adopt a mentoring-led approach, and focus on getting sh*t done.
If you\u2019re hoping to help your employees be the best they can be, you\u2019re our kind of people. Book a call with us today. Or download our internal mentoring playbook<\/a>, order a set of Coaching Cards<\/a> or Personal Effectiveness Cards<\/a> for more practical training resources.<\/p>\n\n\n\n<\/p>\n\n\n\n
\n\t\n\t\t\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tLevel up your personal effectiveness\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t - Improving mental health<\/strong>.
- Widening access to coaching<\/a> <\/li>\n<\/ul>\n<\/li>\n\n\n\n
- Practical expertise over methodology<\/a> <\/li>\n\n\n\n