Coaching and Mentoring

Coaching and mentoring are long established means of enhancing learning and have enormous value when used in conjunction with a specific training programme.  They can also be used to great effect at significant junctures in our work life.


Coaching is a professional relationship which facilitates learning, performance and development of people. It is about improving effectiveness and achieving results, focussing on measurable steps of success. The role of the coach is to facilitate this process through active listening and questioning within a space of trust, safety, and challenge. The coach is not advising, telling or influencing, it is based on the premise that each person has all the answers to their questions, and the role of the coach is to facilitate the coachee in gaining clarity, setting goals, and taking action.

Internal Coaching Panel:

UCD has a small Internal Coaching Panel all of whom have a coaching qualification and have put themselves forward to be part of the Panel. All conversations during the coaching process are confidential between the coach and coachee.

For those who have identified a need for specific coaching in discussion with their manager during their Performance for Growth conversation, a first step would be to reviewing the biographies of the Internal Panel Members and thereafter contact for further information. Please do not contact internal coaches directly.

Coaching ordinarily involves approximately 4 or 5, sixty minute meetings, once every 3-6 weeks, arranged at a mutually convenient time for the coach and coachee.  The meetings are usually completed within 6 months.  

External Coaching Panel:

The People and Organisation Development Team maintains a panel of approved Executive Coaches designed to support managers and leaders. This may be suitable for those stepping into a new management or leadership role. With the exception of new Heads of School, the costs of engaging with this service is normally paid by the School or Unit in which the coachee is based and Line Management approval should be in place prior to contacting


The purpose of mentoring is to support professional development. Each mentee will enter a mentoring relationship with their goals outlined and the role of the mentor is to support that individual in progressing those goals.

Generally, a mentor will hold a position that is more senior or has more experience in an area that is of interest to the Mentee. The role of the mentor will shift according to the needs of the particular mentee and should remember that the Mentoring relationship is driven by the Mentee. The Mentor may at times be a role model or sounding board and at other times challenger, advisor or facilitator. 

Mentoring is confidential and entirely voluntary and is a partnership built upon trust and mutual respect. It is separate from but complementary to the Performance for Growth (P4G) process.

The People and Organisation Development Team run mentor and mentee briefing sessions.

If you are considering establishing a mentoring programme in your School or Unit, please contact

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