What is the purpose of coaching at Think?
At Think, coaching supports individual careers, personal development and the wider business. We encourage everyone to take part because coaching helps our team grow and reflects the things we value, including development, progression, training, skills and improved performance.
We encourage employees to take ownership of the coaching relationship. Coaching sessions provide time to review objectives and goals, discuss any challenges and identify areas for personal development. A coach is there to listen, ask the right questions and help you reach your own solutions.
Coaching also aligns with the annual review system so we can incorporate feedback from colleagues and support future development.
How is a coach different from a traditional line manager?
‘A coach unlocks a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them.’ John Whitmore, founder of the GROW model of coaching.
The GROW model is a simple coaching framework that helps structure conversations around someone’s Goal, their current Reality, the Options available to them and the Way forward. This keeps the focus on the individual, helping the coachee identify their own goals, explore possible solutions and take ownership of their development.
The emphasis is on personal development. While there are business objectives that we all work towards, the coaching relationship is led by the coachee and their individual goals.
How often do coaches and coachees typically catch up?
Everyone is different. Typically, we catch up anywhere from once a month to once a quarter, depending on the needs of the individual. New recruits often meet with their coach more regularly and we recognise that people’s priorities and career paths change over time.
The rhythm of meetings often follows the annual review cycle, but the frequency can adapt depending on what support someone needs.
What kinds of things do you support people with?
This can vary a lot. When you join Think, there is plenty of support to help you understand how the business works and learn more about the wider industry.
We focus on areas that will help people succeed in the future. This might include technical training, more exposure to client events or developing communication and presentation skills.
For more experienced staff joining the company, coaching might focus on how they want to progress their career at Think and how they can share the knowledge and experience they have gained earlier in their career.
How do you help someone take more responsibility as they develop?
It is about understanding that development means building your whole skill set across all our competencies, not just technical specialisms.
Responsibility develops gradually as someone’s confidence and experience grow. Early on, that might mean providing more direction and being available to answer questions. Over time, I would encourage them to make more decisions themselves and take greater ownership of their work.
It is also about knowing when to step back. As someone becomes more experienced, the role of a coach is less about giving them the answers and more about asking the right questions and giving them the space to work things out for themselves.
There will still be times when support is needed, but the aim is for people to become increasingly comfortable taking responsibility, making decisions and knowing when to ask for help.
What do you think graduates benefit from most in their first year?
‘Having a supportive group of staff around you makes things a lot easier, and you learn so many skills on a regular day-to-day basis.’
Pran Hanumanula, Analyst at Think
‘You will get involved in a range of really interesting work that genuinely makes a difference to the aviation industry.’
Cameron Hutchinson, Analyst at Think
Graduates benefit from exposure to a wide range of projects in their first year. This gives them experience of the breadth of our work and the opportunity to work with different people and teams across the organisation.
It also helps them refine their communication skills and take responsibility for managing their own time and workload.
At Think, graduates can get involved in client engagement early, with some new starters attending client meetings within their first few months. This exposure helps them understand the bigger picture and see how their work contributes to positive outcomes for our clients.
What have you enjoyed most about coaching someone at Think?
Seeing someone develop their technical skills and grow in confidence over their first 12 to 18 months is really rewarding. This is particularly true when coaching someone who has come straight from university and is entering the workplace for the first time.
It is also rewarding to share your own experiences and help someone work through some of the challenges that come with starting a new role. Sometimes it is the smaller things, such as helping someone manage their time, communicate more effectively or find a better work-life balance, that can make a real difference to their experience.
For me, coaching is about providing support and being someone they can come to for advice when they need it. Knowing that you have helped someone settle into the workplace, build their confidence and have a positive experience at Think is a real boost as a coach.
Catriona Francis | Senior Consultant