Building Confidence, Culture, and Compassion in the NHS with Monika Maj

While coaching is not in her formal job title, it is an additional support Monika provides to the Directorate and NHS England with the backing of senior leadership.

“I actively coach through the Grow Project, which I initiated with my colleague Steve Maddocks a few years ago. I also coach through the NHS North West Leadership Academy and volunteer as a coach with a charity called Smart Works. So, it really is a big part of my life.”

Coaches can register to provide pan regional NHS support through the NHS North West Leadership Academy’s Coaching and Mentoring Hub.

Discovering coaching

“I started my qualification in 2022 and finished in 2023. Very quickly after that, Steve and I could see how coaching could be incredibly beneficial to our organisation. That’s why the Grow Project started. We sent out an email across the legacy Health Education England North West network asking, ‘Are you a coach? Would you be interested in joining a network?'”

The response was encouraging. Coaches needed a minimum ILM Level 5 qualification to join, and the initiative soon had the endorsement of their regional director.

“We built a SharePoint site where people could choose their own coach or mentor. Later, we partnered with colleagues from the South West who were doing something similar. That way, we could offer coaching across regions. If someone wanted a coach they didn’t know personally, we could connect them with someone outside their direct work environment.”

Together, the two regions supported over 30 active coaches. While some have since moved on due to team transitions and organisational changes, the project remains active.

Clarity, confidence and career growth

When asked about the value of coaching, Monika is unequivocal.

“Coaching offers a safe, dedicated space to explore goals, challenges, and aspirations. Through reflective conversations, people gain clarity, confidence, and practical strategies for development. It empowers them to take ownership of their growth and to make decisions aligned with their values and strengths.”

With so much change and uncertainty in the NHS, Monika believes coaching is more relevant than ever.

“Now is the time for staff to invest in their development. Coaching provides the support and clarity needed to navigate challenges and adapt to new circumstances. It helps people proactively prepare for future career opportunities.”

The benefits are not just theoretical.

“I did some coaching recently with a coachee who felt uncertain about their career direction. Through coaching, they identified their strengths, created a development plan, and they pursued a leadership role that aligned with their values and were successful in their application and watching that transformation was one of the most rewarding parts of my job.”

Coaching culture and organisational performance

Beyond individual growth, Monika sees coaching as a cornerstone of organisational success.

“A coaching culture fosters psychological safety, open communication, and continuous learning. When coaching becomes part of everyday conversations, teams become more engaged and collaborative.”

She reflects on how coaching promotes a shift in mindset from problem-spotting to solution-finding.

“Coaching helps people shift from that problem-focused mindset into being more solution-focused. It improves team performance because it helps individuals think differently and feel empowered to act.”

Coaching conversations in leadership

Monika advocates for integrating coaching into leadership development.

“To support leaders in adopting a coaching style, NHS organisations can consider offering development opportunities such as formal coaching programmes or standalone workshops for leaders and managers. There’s training we’ve done multiple times in NHS England called coaching in the moment, it’s a very good training that I would recommend.”

Monika has seen first-hand how these programmes help managers develop practical coaching skills that they can bring into daily interactions.

“It’s not about teaching people how to lead, it’s about giving leaders and managers the tools and techniques to integrate coaching into their normal conversations such as asking questions, listening actively and empowering others.”

Tackling misconceptions

Despite the positive momentum, Monika acknowledges there are still misconceptions to overcome.

“Sometimes coaching is misunderstood as a corrective measure. People hear, ‘You’re not performing well, you should get some coaching.’ But that undermines what coaching is really about. It’s not because something is wrong with you. It’s the opposite. It’s about helping you discover your strengths, clarify your goals, and find your own answers. It has to come from a place of curiosity and choice.”

Continuous Professional Development for coaches

Monika is equally passionate about the professional development of coaches themselves.

“CPD is vital. I have regular supervision with a coaching supervisor, which gives me new insights. I attend development sessions through the NHS North West Leadership Academy, the last one was on coaching and neurodiversity which was very interesting. I go to the NHS North West Leadership Academy’s networking events so I can stay connected and learn from peers. I read a lot which helps me stay fresh and responsive.”

Coaches and mentors can gain access to free NHS CPD sessions by registering on the NHS North West Leadership Academy’s Coaching and Mentoring Hub. Registered coaches and mentors receive regular communications about CPD events and networking sessions in their local area. You can also view upcoming NHS North West Leadership Academy’s events which can provide coaching development on the NHS North West Leadership Academy’s website.

Chemistry and choice

Choosing the right coach is a critical part of the journey.

“Chemistry sessions are really important. When I was looking for a coach through the NHS North West Leadership Academy, I was able to select filters to help me find a coach that had the right experience and I contacted three or four people. I had chemistry sessions with each of them and picked the one where the conversation flowed best.”

Monika advises others to do the same.

“Don’t feel stuck if it doesn’t feel right. Try different coaches. See how the conversation goes. You want someone you can open up to, someone who gets you. That’s when the magic happens.”

Try coaching

As the conversation ends, Monika shares one final thought.

“This is a time of uncertainty for the NHS. The smartest thing you can do is invest in yourself. Coaching will help you build confidence, focus on your strengths, and get ready for whatever comes next.”

Through her work, Monika is not only building the capacity of individuals but actively shaping a more compassionate, confident, and coaching-driven NHS. Her journey shows how coaching can unlock not just potential, but purpose.