COACHING PROGRAMME FAQs
The objective of IOM’s coaching programme is to support staff members in setting and achieving their personal and professional goals. The coaching process focuses on fostering self-discovery, enhancing personal growth, and guiding staff members to make informed choices that align with their aspirations.
Working with a coach provides a coachee with the opportunity to identify and refine their personal and professional goals, assess situations effectively, navigate challenges, and devise actionable steps toward achieving their objectives. A coach empowers the coachee to leverage their strengths and build confidence to reach their desired outcomes.
Yes, the role of a coach is distinct from that of a trainer or mentor. A coach facilitates a reflective process that focuses on helping individuals explore their own solutions and take ownership of their development. Unlike trainers, who impart specific skills or knowledge, or mentors, who share personal experiences and provide advice, a coach engages in asking questions and promoting self-exploration, allowing the coachee to identify the “how” and “what” of their journey.
Coaching
Training
Mentoring
Outcomes
Increased awareness of personal impact and behaviour, exploration of options, development of personal growth, and application of existing skills.
New/increased skill set, focus on immediate knowledge transfer, often without a comprehensive plan for applying skills.
Increased clarity and direction in career or life, confidence-building through shared experiences.
Relationship
Transformational, longer-term, with ownership held by the learner. The coach acts as a supportive guide exploring options alongside the learner.
Highly transactional and short-term, where the trainer owns the process and imparts knowledge.
Long-term, transformational relationship where the mentor shares experiences and provides advice, with ownership held by the learner.
Focus
Emphasises personal development and confidence, with the learner considering 'how' to achieve goals. Focuses on asking 'what' and 'how' questions.
Concentrated on developing new technical or soft skills, updating existing skills, and ensuring skill acquisition.
Mentor’s experience is central; they share knowledge and insights for personal and professional growth, helping the learner navigate similar paths.
Approach
Learner-driven, involving active questioning, exploration by the coach, and metaphor-based scenarios. Focuses on reflective experiences and self-directed learning.
Trainer-led, with prescriptive activities, discussions, and exercises. Structured and follows a predefined curriculum.
Mentor-led, sharing stories, lessons, and experiences. The agenda is flexible and adapts to the learner’s evolving needs.
The following image highlights the unique approaches of a coach, trainer, and mentor in the context of learning to ride a bike. This visual can help convey the distinctions in how each role interacts with and guides the learner.
A coach’s role is to guide, support, and challenge the coachee through questioning and shared observations. They create a safe and stimulating environment where the coachee can reflect, identify their strengths, and strategise on overcoming challenges. A coach does not dictate behaviour changes or impose solutions but partners with the coachee to encourage independent thought and self-directed growth.
The coachee plays an active role in their coaching process by collaborating openly with the coach, setting personal or professional goals, and engaging fully in the sessions. They should be open to observations, willing to reflect on their experiences, and committed to taking actionable steps to progress toward their objectives.
The details provided on your registration form are only accessible to the coaching programme administrators within the Department of Human Resources Management (DHRM)/Integrated Talent Management Division (ITMD)/Career Development and Transition Unit (CDT). This ensures the confidentiality of your information.
Coaching is offered in English and other languages by a pool of certified coaches. While every effort is made to match participants with a coach who can accommodate their language preferences, there is no guarantee that this will always be possible.
Coaching sessions are conducted by a diverse pool of certified coaches across various locations and time zones. While efforts are made to accommodate the participant's schedule, availability in the same time zone cannot be guaranteed.
Can CDT fund my coaching programme with a service provider of my choice?
IOM staff are encouraged to take advantage of the free coaching programme offered through CDT. If you choose to work with a private coach outside of this programme, CDT will not cover those costs.
Yes, if there is a lack of connection between you and your assigned coach after initial sessions, you may request to be paired with another coach for the remaining sessions. Please contact the programme administrators (e.g., @POSA Katarina and @[email protected]) for assistance with reassignments.
IOM Coaching Programme
IOM Executive Coaching Programme
Eligibility
- Staff holding Regular, Fixed-term, Special Fixed-term, or Special Short-term (graded and ungraded) contracts.
- Must have completed at least 12 months of service with IOM.
- Commitment to completing the entire programme.
- Completion of all mandatory IOM training.
- Staff holding Chief of Mission, Deputy Chief of Mission, or Head of Office positions (other senior roles considered).
Delivery format
Four coaching sessions over a four-month period.
Up to six coaching sessions within a three-month period.
Number of participants
Up to 350 participants.
Up to 40 participants.
Repeat participation
Not eligible for repeat participation if previously engaged in an CDT-sponsored coaching opportunity.
Eligible for repeat participation based on slot availability.
Additional coaching sessions
CDT sponsors up to four one-hour sessions per participant.
CDT sponsors up to six 45-minute sessions per participant.
Application process
Submit the application form by the specified deadline (e.g., Monday, 29 January 2024).
Apply using the relevant application form during the stated application period.
Duration of coaching engagement
Must be completed within four months from the pairing date.
Must be completed within three months from the pairing date.
Discover what previous participants have shared about their experiences with the Coaching Programme:
Here is what former participants of the Coaching Programme have to say:
“The coaching sessions helped me to reflect widely what I want to achieve as a staff in a new location. I also managed to identify some of the skills I have as a coach that could be useful as a manager.” IOM staff Costa Rica
“It helped me in understanding different approaches in my areas of interest - leadership, time management, strategic decision making, influencing factors and my confidence.” IOM staff Myanmar
“The coach helped me to identify obstacles in my work and how to work more efficiently/effectively. This has been exceptionally helpful, especially as our sessions spanned the entire COVID-19 lockdown period during which her advice was very helpful.” IOM staff Burundi
“The coaching programme is an excellent opportunity for IOM staff to work on a professional or personal goal, or a combination of the two. I had a clear idea of what I wanted to work on and am happy to report that I was able to achieve my objective.” IOM staff RO Brussels
“My coach was a very good listener, keen observer, and I learned a lot during the coaching sessions.” IOM staff Colombia
“The coaching sessions helped me to become more aware of myself, of what I think and how I feel. The more I get control of these aspects, the more I get to manage my interaction with other people which causes a domino effect. This is an important skill to have, to be not just a great leader but also an effective one.” IOM staff Djibouti
“The coaching sessions were great from exploring personal challenges and development, which eventually leads to the goals I had for the programme.” IOM staff Ghana
“I was able to benefit from advice and new work methodologies to evolve professionally and also to improve my professional relationships.” IOM staff Germany
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