The LGA is now able to match aspiring, new, senior and executive level local government managers with coaches. Access to a coach can empower individuals to work on key areas for improvement, increasing their skillset and resilience to tackle the challenges facing local government.
Managers in local government are operating in increasingly complex environments. Many councils are facing financial challenge, with high demand and limited resource, alongside changes in political control and national reform. Executive and senior officers must be resilient and draw on a wide range of skills to lead their teams, tackle emerging challenges and deliver for their communities. One valuable resource to help leaders achieve this is coaching.
Access to a coach is shown to be effective for learning and development, and can be hugely beneficial for managers in local government. Coaches empower individuals to work on key areas for improvement. It might be that there is a specific practical problem that an individual wants to work through. Alternatively, coaches can support with development of professional ‘soft skills’, from building confidence to managing conflict.
Managers could benefit from a coach for different reasons, for example:
- an experienced executive officer managing organisational change
- a new senior manager looking to develop a more strategic perspective
- an officer returning to management after an extended period of absence
- an aspiring leader needing to identify and work on their skill gaps in order to be promoted.
The coaching process is designed to raise people’s awareness of different perspectives, and encourage them to self reflect and improve. For busy managers, it is an effective way to invest in their professional development with dedicated time carved out and someone to hold them to account.
The LGA is now able to match aspiring, new, senior and executive level managers in local government with coaches. To find out more, please email [email protected]. A member of our team will be in touch with information about the coaches available, including their biographies and pricing schedule.
Ten top tips for making the most of having a coach
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Clarify your goals early
Think about what you would like to achieve over the course of the coaching sessions. What would ‘success’ look like in the end?
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Read the coaching bios carefully
After identifying what your goals are, keep these in mind when looking through the bios of available coaches. Do they have experience in helping people with similar challenges?
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Make the most of the chemistry call
It’s important to also consider what coaching style might be most suitable for you – the chemistry call is a valuable opportunity to test whether you are a good match. Research shows that a good relationship between the coach and client is key to success. Don’t be afraid to ask any questions and be open about what you’re looking to achieve.
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Be open and honest
You will get the most out of the coaching relationship if you are honest, with yourself and your coach, about what are really your biggest challenges. Use the sessions to focus on the tricky themes that you might not feel able to share with your colleagues.
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Embrace discomfort
You might feel uncomfortable about the challenges you’re exploring with your coach. People are often self-conscious or embarrassed about their ‘weaknesses’, but owning them is a key part of development. Be willing to explore difficult topics and question limiting beliefs.
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Actively participate and commit to the process
“Coaching is not something that is done ‘to you’, it is done ‘with you”. Passive engagement will limit the value you’ll get from the relationship. Instead, co-create the agenda and give feedback to your coach if you feel like the sessions could be refocussed to better align with your goals.
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Prepare for each session
Between sessions, reflect on recent challenges and wins. It could be helpful to have a coaching diary to keep track of reflections that arise between sessions. Schedule time to review this before meeting with your coach.
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Apply insights between sessions
Aim to take away some practical actions from each coaching conversation. Implement strategies discussed between sessions and then reflect on outcomes. This is where you will see real impact from the coaching relationship within your day-to-day work.
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Seek and accept feedback
Practice receiving feedback from your coach with curiosity, rather than defensiveness. Think about how you can apply this when you receive constructive criticism from your colleagues, leaders and team.
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Celebrate progress
Acknowledge milestones throughout the coaching process. It can be easy to focus on the negative and overlook progress you have made. Learning to see the positive will help you stay motivated, as well as foster a culture of celebration across your team and peers, and the council more widely.