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Corporate AcademyPart of University of Groningen

Corporate Academy

Coaching (also online) or Mentoring

Coaching is open to all members of staff who want to improve their performance by means of this type of sessions. Depending on the agreement, between 3 and 10 sessions can be arranged.

·       Would you like to improve your personal efficiency as a supervisor, or as a professional?
·       Would you like to scrutinize and possibly solve your personal, work related questions during an individual trajectory with a coach?

The ultimate goal of a coaching trajectory is always a combination of issues: increasing your job satisfaction, coming to grips, avoiding stress, expanding your professional repertoire, and becoming more acquainted with yourself and your working environment.

Coaching is a way of tapping into your own talents and to develop them. Not by means of instruction or restricting advice, but by analysing situations, and exploring and testing resolutions on the basis of equality.

Over the past few years many RUG employees went through such an individual coaching trajectory, revitalizing their role as a supervisor or a professional.

Coaching questions can be very diverse. They can range from becoming a more effective supervisor, giving your new job a head start, or dealing with a complex and problematic situation. For all these questions coaching can be provided.

HR employs a few qualified coaches who can support you in short trajectories. During the intake you can discuss your wishes and the possibilities. If necessary or requested, they can also link you to external coaches.

Dicky Tamminga
Ruth van der Walle
Marloes Siccama


(link to Talent Development)

At various stages in your career, a mentor can help to offer you support. This may be useful if you are new at the UG, regardless of whether you are a support staff or academic staff member. A mentor can also offer you support if you are transferring to another position within the UG. For example, if you are a support staff member transferring from an operational position to a policy-related position, or an academic staff member transitioning from assistant professor to associate professor.

What is mentoring?
Mentoring is an approachable form of support provided on a voluntary and unpaid basis by a UG colleague. Mentoring is based on equality: the mentor and mentee are both at the same hierarchical level and share equal responsibility for the success of the mentoring programme. The mentor gives advice and tips on the basis of their own knowledge and experience. And sometimes, you do things together to reach the next step. The mentor knows the UG well from their own department. Mentoring is an appropriate form of support for helping to answer a wide range of questions that focus on how the UG works and what can be drawn from the experience of the mentor.

Who is mentoring for?
It is actually open to everyone in the UG: both support staff and academic staff. The only exception to this is PhD students, who are able to receive other types of support from within their own Graduate School. Everyone may be allocated a mentor (depending on their questions) and everyone may also become/be a mentor.

Mentoring is a short-term form of support that comprises a maximum of 5 discussion sessions over a period of roughly half a year. The mentor is a colleague from another department within the UG, who supports the mentee on the basis of their own experience and expertise. These aspects are also the grounds on which a match is made between mentor and mentee. For support staff, we are setting up a registration period at the start of every calendar year during which mentors and mentees can sign up to the mentor programme and be matched to one another.

For further information, please contact:
Jildou Spoelstra,

Last modified:22 May 2020 11.00 a.m.
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