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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

Who are West Midlands Police?

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