The Coaching Network – Case study

Staffordshire and Stoke-on-Trent Partnership – The Coaching Network

We provide a coaching service accessible to all staff across the organisation, with upwards of 20 qualified internal coaches from a range of backgrounds and roles across the Trust. They provide professional, non-directive and confidential coaching support.   


In order to support the organisational leadership strategy we have developed a coaching network and we now have qualified coaches available to offer coaching support. We are offering four levels of coaching from confidence building skills to senior career pathways.


What is coaching?

Coaching is the art of facilitating another person’s learning, development and performance. Through coaching, people are able to find their own solutions, develop their own skills and change their own behaviours and attitudes. It enables others to achieve goals by using their own inner resources. The essence of coaching is that it encourages people to take responsibility for themselves, to experience themselves as powerful, to continue learning, to be creative in problem-solving, to take charge of their own development, to be able to make excellent decisions and to fulfil their potential. Coaching is unlocking a person’s potential to maximise their own performance.


Who can benefit from coaching?
Anyone who is employed by the Trust.

Is coaching the same as counselling or mentoring?
No coaching is a facilitation of your learning, development and performance.

How does it compare with traditional training?
It isn’t training, coaching encourages staff to achieve goals by using their own inner resources.

Who happens during a coaching session?
It’s a 1-2 hour confidential session on a topic of your choice with your coach.

How many sessions are required?
Up to 6 sessions can be required but you may only require 1.

How much feedback is provided to managers?
None, sessions are confidential.

How do I commence coaching?
Choose a coach and contact them directly

Made me understand my role in the team and how my actions (conscious and unconscious) can affect the team. Why sometimes I must let go to allow others to flourish.”

Encouraged me to have confidence to develop a PDP that will balance my natural enthusiasm and energy and harness my need to be valued by my peers/team”

I have found sessions really challenging! They have made me stop and question what I really value, the aspects of my job I enjoy and the aspects I don’t.”

Unsure what to expect but allowed me to voice thoughts I had been considering over the last few months and put them into perspective”


Key contact:  Clare Spencer Workforce Development Lead: [email protected]