Our coaching partnerships are flexible, to accommodate the different needs of the clients.
They can include, for example:
We also provide coaching and mentoring skills training for managers who want coaching skills for their ‘tool box’, and design coaching and mentoring programmes for your organisation.
Beehive Coaching & Leadership Development Ltd takes quality and consistency very seriously. Both Mark Sykes and Sara Lodge are members of the European Mentoring and Coaching Council and adhere to their professional guidelines.
One way of focusing the coaching relationship is to use tools such as 360 feedback or personality inventories. The tools we can offer through Beehive MDL are:
We also use Transactional Analysis techniques, models and approaches to great effect – they serve as our base philosophy.
In any relationship game playing and transference take place. In a coaching situation this can decrease the efficacy of the relationship, and lead to unsatisfactory outcomes on both sides. Supervision is in its simplest form the ‘coaching’ of the coach – helping them to understand the issues they may have with a client, raising awareness of any transference that may be taking place, facilitating the coach in seeing new possibilities if they feel ‘stuck’, giving feedback, challenging and supporting them. At Beehive Management Development Ltd we see coaching supervision as being crucial to the coaching process. Sara Lodge offers coaching supervision for internal and external coaches in organisations.
And the following programmes:
‘Developing a coaching and mentoring mindset’
While many programmes teach the skills and knowledge needed to coach, if the mindset is wrong the tools won’t be used to full effectiveness. This two- or three- day programme takes an experiential approach to developing a coaching and mentoring mindset, which includes participants exploring their motives for wanting to coach others.
The Mentor’s Journey
A 48 hour event to help committed coaches and mentors to maintain the vision, wisdom and resilience they need to be effective, while offering their protégés a unique opportunity to develop alongside them. It’s a real and metaphorical journey.
Over a specially selected trail in North Wales, participants will encounter situations, dilemmas and challenges that will help them build their skills as coaches, mentors and critical friends.
The benefits to the individual participants are the chance to deepen and broaden the coaching/mentoring relationship, reflect on respective roles and contributions, and set new and challenging goals. The benefits to the organisation are to nurture talent, retain capable people and enhance their development, make the most of accrued learning and find the space to explore transitions and change.
Interdependency is the safety culture associated with the fewest accidents and injuries and is therefore the safest way of working - (ref research Du Pont Bradley Curve).Trust is the key interpersonal component of Interdependency - (ref Beehive/Bangor University research).
Trust is an attitude. To increase trust and therefore interdependency it is necessary to demonstrate you are worthy of trust by displaying trustworthy behaviours - (ref Beehive/Bangor research &Trustworthiness Elements)
If you demonstrate trustworthiness through the five principles, others are invited to reciprocate and therefore trust and interdependency builds. The five Principles are:
The D2iP b.SAFE Safety Leadership Programme is designed to introduce the five principles of trustworthy behaviour and trustworthy leadership within the organisation.