21
SEMINAR Case Study B
SEMINAR
Case Study B
West Midlands Police's journey to
introduce Coaching and Mentoring
Todays Session
• West Midlands Police’s journey and approach to developing a coaching and mentoring culture
• A view from a Police Inspector who is a coach
• Where next and how we will maintain momentum
Our Starting Point
Organisational
Restructure
Introduction of
People & OD
Traditional L&D
Culture
LEADERSHIP PROMISE
Vision, Mission & Values
CPD & Talent Management
Talent ManagementInduction
Ambition Plan
Learning & Delivery ProgrammesContinuous professional
developmentWMP Conversations
D&P Team - our purpose is to drive force performance through our people by facilitating a listening and learning culture that empowers all staff to maximise their potential. We will enable the development of skills and leadership behaviours in staff to be productive and effective in their internal and external relationships.
My First Contact
My Next Step
My Rewards
My CareerMy Job
My Force
• Coaching & Mentoring open to all
• Internal and external pool
• Self selection although 3 way contracting encouraged
Our Approach
What Went Well
• Great launch
• Top level support
• Effective training
• Synergy of external and internal pool
• Seamless user experience
• Internal portal & resources
Coaching to Lead
Chief’s Leaders Forum- 28th September 2017
Effective & Inspiring Training
• It takes time
• Advertise, advertise
• Awareness sessions
• Postcards, pop ups
• Articles
• Spell out the commitment
What I Wished I Had Known
Choosing Coaches & Mentors
• Pilot - volunteers nominated
• Force wide selection
• Professional discussion –investment worthwhile.
0
20
40
60
80
100
120
Nominated Self Selected
Approach to selecting coaches
Completed Incomplete
Comparative completion rates for Coach training
Where are we now?
• Great diversity of coaches and mentors
• Director to PC, male & female, staff and officer
• Increasing awareness and raising
16%
67%
17%
Development Type
Coach &mentor
Coach
Mentor
22%
78%
Job Type
HR andL&D
Non HRand L&D
Make up of the Coaching Pool
“If we were supposed to talk more than we listen we would have two mouths and one ear.”
Mark Twain
Planning – it IS part of my role
Weaving into daily business
Encouraging conversations
Listen, and really hear
Coaching in an operational context
Managing teams, developing
skills/people
Confidence in questions &
listening
Solutions
Foundation, reflection,
practice
15 years service, response 999,
investigation, HQ
• Connect to other work streams:
• Leadership Promise development
• Personal development workshops
• Induction
Where next?
WELCOME
