1. Great Place to Work – Senior Responsible Officer Cathy Kennedy
Template for work stream leads (to be completed by 6th June 2014)
Name of work stream: Coaching & Mentoring
Name(s) of work stream lead: Sotiris Kyriacou

2. Project Outline
Link into already established networks of coaches and mentors to be made available for all finance staff. i.e. Regional Leadership Academy,(RLA), FSD, HFMA offering etc..
Provide senior finance staff with coaching skills to build local capability & capacity. Horizon scan existing offerings i.e. FSD,HFMA, RLA.
Produce best practice guides for delivery at scale. Link coaching and mentoring to career, personal development, and talent conversations. (See FSD/HFMA coaching and mentoring guides).
Offer accredited coach/mentoring training to all those who need it. i.e. explore FSD,HFMA,RLA offerings. – Do we want to grow our own, if so what is the target number? This will influence what partner/partners we work with to manage a formal network of internal FINANCE staff coaches and mentors
Establish coaching and mentoring standards for organisations that aspire to be a ‘Great place to work’ i.e.
student to have nominated mentor,
manager to have a minimum one day coaching skills / talent conversational training
access to coach / mentor registers, access to accredited training,
build into PDP/appraisal and accreditation process.

3. Potential expenditure
Commission general coaching/mentoring skills training (Non accredited)
Commission accredited coaching/mentoring training (create an internal network).
Creating a register / database
Producing a best practice guide
Create a Great Place to Work Coaching and Mentoring Standards document

4. Stakeholder map
Regional Leadership Academy – Access to Coach / Mentor Net Registers – ALL REGIONS HAVE ACCESS TO THE LOCAL INTERNAL REGISTER
Use the external coaching register approved by the National Leadership Academy.
FSD – Coaching and Mentoring guidance / Personal Portfolio. Mentor/Mentee journal – Resource centres / HFMA resource – Executive coaches and guides.
EMCC /ICF /AoC – Accredited Bodies – ethics and standards
Authorised and approved training suppliers to provide ILM 7 or EMCC foundation level accredited training and non accredited training to finance staff – Horizon scan – FSD/HFMA/RLA.
Link into Coach/Mentor Net OR create a NEW Finance Coaching / Mentoring Register / Database
Vet all other providers against HEE/NLA coaching and mentoring standards.

5. Timescales
Internal Registers are in place at RLA. If we are to create our own database this will need to link with HBF communication HUB and managed by hosting organisation or FSD/HFMA
Can commissioning skills training quickly.
Output from skills & competence work streams needs to understood to identify the level of investment required.
To what extend do we formalise coaching and mentoring training and usage of external/internal register.
Survey what is out there – training supply and delivery.

6. Risks Low priority for finance staff.
Building competing networks / Lack of engagement
Conflict with HEE / Local Leadership Academy offering
Trust are building up their own registers/ capacity – coverage maybe patchy
Other providers will offer costly alternatives.(VFM issues)
Varied standard of coaches and mentors.
Not gathering intelligence from formalised coaching and mentoring systems.
Not linking to development programme, professional bodies, OR talent management process
What is the ROI of putting a formalised system of coaching and mentoring in place.