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Setting up a successful mentoring programme in your organisation

Written by Ben - 23 November 2021

After a short break, we are back with an updated format and a detailed article discussing considerations when setting up an inhouse mentoring programme

We hope that you will read the full article on LinkedIn (just click on the embedded post on the left) and will also follow us and contibute to the ensuing discusions.

Can we help?

If you are interested in developing a mentoring programme in your organisation, you may like to know that Chapel House operate an ILM accredited Coaching and Mentoring programme (Levels 3, 5 & 7 are available) and that the next hybrid environment course commences on 10 January 2022.

We are mindful of the impact from the pandemic and as we move into the next phase, now is the time for businesses to seek out and seize the opportunities emerging in the recovery. In order to support this process, we are currently enabling investment in your team, through a COVID-19 business recovery discount and so would encourage you to talk to us and explore the opportunities.

Coaching & Mentoring Programmes

Skills Shortages Impacting Economic Recovery

Written by Ben

27 October 2021

As the economy emerges from the slowdown caused by the Covid-19 pandemic, there continue to be skills shortages.

That is the stark message from the latest Business Barometer published recently by the Open University in partnership with the Institute of Directors.

Surveying 1,500 senior business leaders across the UK last month, the research focused on examining a range of issues including the impact of skills shortages on recruitment, recruitment spend, training intent and ability, and future challenges.

Business leaders report that their organisations continue to experience skills shortages and that the shortfall has increased from 56% in 2020 to 61% in 2021.

This is a significant worry for the UK economy as the majority of those surveyed believe that the identified skills shortages will significantly affect growth potential. Additionally, over two-thirds of managers questioned agreed that their organisation had found recruitment difficult, mainly because candidates didn’t have the required background for the role, usually in relation to either industry-specific technical skills and leadership and management skills.

The study shows the importance of work-based learning, and it is encouraging to see that a third of companies reported increased investment on training and development programmes.

The Institute of Directors has also reinforced the importance of skills training to ensure continued economic growth, adding that training from the shopfloor to the boardroom on both soft and technical skills should be a priority for companies.

Everything we are currently seeing in our organisational development consultancy and training delivery supports the findings of the Business Barometer survey across all areas. However, whilst there are clearly recruitment challenges for many of our clients, one of the exciting things we are seeing is our client’s investment in training and development for their leaders and managers.

Whilst the skills gap is real and clearly a cause for concern there is, potentially, an interesting opportunity for business to develop the missing skills internally when they cannot be found through an external recruitment process.

Admittedly this approach is likely to take longer than recruiting the skills directly, but it may also grow morale, loyalty, and confidence amongst existing teams. And this approach coupled with the lessons in innovation and agility learned by so many organisations during the pandemic, could, conceivably, lead to some completely new ways of working.

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We are curious to know what is happening in your own businesses and organisations, please take a look at our social media post on this subject and join the discussion.

LinkedIn Post

How coaching helps with ‘upskilling’ people

Written by Ben

21 October 2021

In July, the prime minister pledged “to escalate the value of practical and vocational education that can transform people’s lives”. He declared that “this government is obsessed with skilling up our population”

Arguably, the shortage of skilled workers has been caused by several factors, and one that the Prime Minister himself has talked about, is how many larger companies have under-invested in training & upskilling their workforce. Now that the skills shortage is to be addressed, to contribute to the economic recovery, how can organisations ensure that skills training is executed well?

Leaders who exhibit great coaching and mentoring skills earn the respect and appreciation of those they work with. The coaching skills and techniques they use help them form strong bonds while gaining the trust of others.

Coaching and mentoring can provide a platform to help individuals improve performance. Rather than focus on deficits, coaching and mentoring focuses on positive leadership and personal strengths using a range of tools and probing questions to guide others toward self-reflection and personal improvement. Coaching and mentoring are highly complementary tools to scaffold, embed and deliver increased return on investment on traditional skills development training.

Crucially, those who utilise coaching skills to embed learning find that their teams learn more quickly and retain new skills for longer. They are also likely to be more confident in demonstrating use of their new skills. For the organisation, this means tangible benefits including improved employee engagement and wellbeing as well as improved productivity

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If your organisation is interested in understanding how you can develop coaching skills amongst your leadership team, then please take a look at how Chapel House, the award-winning experts at developing coaching and mentoring skills, can help.

Coaching & Mentoring Programmes

Alternatively, you may, as an organisation or an individual, wish to explore commissioning our coaching services.

Coaching & Mentoring Services

Or if you would prefer us to contact you, simply click below to email us

Email Chapel House to enquire about our Coaching and Mentoring Programmes

Finally, why not join in the discussion for this blog on social media:

LinkedIn Post

Leading Like Elon

Written by Ben

12 October 2021

In 2018 Elon Musk sent a companywide email to his employees about how he thought communication should channel through the business:

  Communication should travel via the shortest path necessary to get the job done, not through the "chain of command." Any manager who attempts to enforce chain of command communication will soon find themselves working elsewhere!  

He was concerned with a problem that faces many organisations today – that decision making slows down an organisation and to increase productivity, information must travel the shortest possible distance. 

He also added to the email that... 

  If, to get something done between departments, an individual contributor has to talk to their manager, who talks to a director, who talks to a VP, who talks to another VP, who talks to a director, who talks to a manager, who talks to someone doing the actual work, then super dumb things will happen. It must be OK for people to talk directly and just make the right thing happen.  

Operating in the world of people and organisational development Elon’s words have great resonance. A current business ‘buzz word’ is AGILE, with nearly all our clients talking to us about building agility in their organisational ‘DNA’. But agility is so much more than a buzz word. 

It is about:

  • How we lead our people
  • How we align our organisational culture
  • How we design our organisational systems and structure
  • How we look after the well-being of all our people
  • How we ensure buy-in at every level
  • Identification of transferable skills and how to promote self to a prospective employer / client
  • How we work with our stakeholders

And buzz word or not, it is critical that leaders not only know what they need to become agile, but also when agile isn’t right for their organisation.  

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If this article has resonance for you or your organisation and you want to find out more about how we can help, please take a look at our Leadership Development Programmes


Email Chapel House to enquire how we can develop Leadership for you or your organisation

Finally, why not join in the discussion for this blog on social media:

LinkedIn Post

Introduction to our Blog

Written by Rebecca

11 October 2021

I would like to take a moment to introduce “Thinking out loud” the new Chapel House Training & Consulancy blog.

The CHTC team will be posting articles, papers and position pieces related to our three key areas of expertise, Leadership & Management, Professional Consulting and Coaching and Mentoring on a regular basis.

The purpose of the blog is to share ideas and thought leadership. Some blogs will be based upon our own research or white papers we are involved in generating, some will be about sharing and signposting the work of others, but all of it will be about developing awareness, challenge thinking and starting a conversation.

To that end, each post will be linked to social media and we hope that this will provide a platform for you to add to the discussion.

Each post will also include a link, for the purpose of effortlessly generating an email enquiry, specific to our programmes or services around each specific subject matter. It will look something like this:

Email Chapel House to enquire how we can help you or your organisation

Above all, enjoy and please do check back regularly for the next edition.