Introduction
Coaching and mentoring has been recognised as an ever more important function within the area of human resources. Programmes developed within these areas help employees to grow, develop and learn new skills from the guidance and direction of an expert in this field. Nowadays, organisations develop and implement coaching and mentoring programmes in line with the goals of the company with the professional development of its employees. It provides benefits for not only the employee but also the mentor and the company.
In developing a well structured coaching and mentoring plan, human resource management will need to build toolkits. These toolkits will be needed in implementing and enhancing already existing practices within the workplace. They will provide guidance to management including a brief introduction on the matter and a trouble shooting section with suggestions on to resolve the matter.
What is Coaching and Mentoring?
“Coaching and mentoring are learning relationships which help people to take charge of their own development, to release their potential and to achieve results which they value.”
Coaching and mentoring are two distinct workplace functions however they are related. These functions act as methods in retaining and developing talent. They also act in attracting talent to an organisation, as an effective tool in aiding and developing employee performance. Employees nowadays now look for these opportunities to help them establish the behavioural attitudes they feel need to be adopted within the workplace and how to have the right attitudes. Coaching and mentoring programs provide the trainee with real knowledge which will bridge the gap between educational theory and actual business practices. M...
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...l further ensure the steady implementation of the programme.
Following the implementation of the programme, it is important that management continue to measure the effectiveness of this programme and evaluate the plan that has been implemented. It is also key at this stage that the team know how to maintain this programme and also ensure that it remains effective. This review of the programme should continue to be carried out on a regular basis in order to keep up to date with any changes that may be required as the needs of both the people and the organisation continue to change.
Bibliography
http://www.accaglobal.com/content/dam/acca/global/pdf/coachandmentorguide.pdf
http://smallbusiness.chron.com/importance-coaching-mentoring-23704.html
http://www.slideshare.net/LeavesFX/creating-an-effective-mentor-coaching-program-whitepaper-april-2010#
There is little scientific knowledge when it comes to mentoring effects on future outcomes; in addition posing confusion as to how these programs continue to emerge. A major component in regards to program effectiveness is in measurement or evaluation of its structure (Deutsch, N., & Spencer, R., 2009). This is done by conducting surveys, focus groups, and interviews (Deutsch, N., & Spencer, R. (2009); Karcher, M., & Nakkula, M. (2010); Diehl, D. C., Howse, R. B., & Trivette, C. M. (2011); Osgood, 2012; Williams, 2011). Studies gives the researcher insight into knowledge that otherwise wouldn’t be known, in order to understand mentoring reactions and relationship styles better (Karcher, M., & Nakkula, M. (2010); Christens, B. D., & Peterson, N. A. (2012); Diehl et al., 2011; Leyton‐Armakan, J., Lawrence, E., Deutsch, N., Lee Williams, J., & Henneberger, A. (2012); Meyer, K. C., & Bouchey, H. A. (2010).
Both formal and informal coaching and mentoring activities occur in workplaces on a regular basis and are key aspects of workplace learning that enable individuals to develop their skills , understanding, experience and knowledge bases.
Personal coaching as defined by Biswas – Diener (2009) is a professional relationship in which coaches work with clients to facilitate experiential learning and improve functioning and performance, of in the context of working toward specific goals. Some core assumptions that people have an innate capacity to grow and develop a focus on mutually agreed upon goals, and an understanding that the relationship is relatively equal and collaborative as stated by the author (2009). Some techniques that are in seen during a coaching process include but are not limited to the following list as provided by the author: active listening, the use of powerful questions which are based on broad and open-ended to raise awareness of the client to take stock of their values and resources, cognitive tools are used to reframe negative interpretations, use different types of encouragement tools, and that clients are held accountable (2009). The topics that will be discussed in this paper include what skills do I current have, which skills need to be develop, my comfort level and effectiveness, coaching approaches (including methods and tools), any challenges about coaching and finally how coaching relates to my professional career.
A good mentor cans a new job applicant up to speed quicker and helps with answers to questions that may arise. Another sign of a good mentorship program that both parties involved can learn from each other. An organization having a mentorship program can assist with employee retention because it will foster employees feeling valued by the company and this in return develops employee loyalty to the organization (Mathis & Jackson, 2017). This can be a win-win situation for the company because employees who feel they are valued tend to take pride in their work and increase
This shows that not all mentoring takes place on an organisational level and in many instances is less organic and more mechanic within organisations. Mentoring also differs depending on the organisation the mentee is entering and the capacity that they are entering that organisation, mentoring is extremely prevalent in the education and training of young people in this context Murray and Owen define it as “a supportive relationship between a youth or young adult and someone who offers support, guidance and concrete assistance”
In conclusion, mentoring is an important and effective adult learning strategy. There is a need to recognize that once one take on the role of mentor, there will be need to be equip with relevant educational training and with up to date knowledge.
Mentoring is a one to one relationship between a more experienced senior person (mentor) and a new entrant or less experienced person commonly refereed to as the Protégé. The benefits of mentoring include enhanced performance not only for the individual but also for the mentor and the organization.
Competence - mentors should have the appropriate knowledge of the subject area as well as a sense of organization. Some of the attributes of competence include the ability to command respect from others and the skill to build the student’s strengths by giving constructive criticism and feedback. Other skills incl...
Coaching is not an easy task and figuring out the best way to lead and guide employees can be overwhelming and challenging. Alex is now in a position where she has to be a motivator, leader, and a coach to several employees. She needs to understand the concept of coaching and the behaviors that go along with her coaching style. The concept of coaching helps develop and grow employees to achieve performance improvement, but it also helps the managers see how the employees embrace their job tasks and asses their results in comparison to the overall mission of the company (Bawany, 2015). Therefore, Alex needs to look back at her previous managers and determine what qualities and behaviors they possessed in order to improve her performance. Also, she must look at what personality traits James has and look at his previous managers to see which manager coached James to perform the best while working for the company.
Workplace mentoring is a centuries-old model of teaching life and work skills to younger trainees. Workplace mentoring not only helps to equip young people to work but also with fundamental life skills.
Garvey, R. Stokes, P. and Megginson, D. (2009) Coaching and Mentoring theory and Practice. London: Sage
The word coach in a dictionary means a process that enables learning and development to occur and thus performance to improve. This means, being successful requires a knowledge and understanding of the process as well as the variety of styles, skills, and techniques that are appropriate to the context in which the coaching takes place. Next is mentoring, which means off-line help by one person to another in making significant transitions in knowledge, work or thinking. Both are very efficient whenever you’re dealing with student-athletes. However, mentoring, particularly in its traditional sense, enables an individual to follow in the path of an older and wiser colleague who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities. Coaching, on the other hand, is not generally performed on the basis that the coach has direct experience of their client’s formal occupational role unless the coaching is specific and skills focused. Given that shows there are professionals offering their services under the name of mentoring who have no direct experience of their clients’ roles and others offering services under the name of coaching who do. In other words, it is essential to determine what needs are productive, and to ensure that the coach or mentor can supply their student-athletes with the level of service that is required; whatever that service is
My ethical and moral views, beliefs, attitudes and values have been fashioned by an up bringing that centred on Christian beliefs. Even though religion was not forced upon me as a child, my mother raised us all with a strong sense of right and wrong. Along with the influence of my family, the Navy has had a big influence on the person I am. The Navy has a strong ethos of what is expected of the personnel that serve; this is made up of the following: Leadership, High Professional Standards, and Courage in Adversity, Determination, Loyalty, Mutual Respect, Discipline, A Sense of Humour, Teamwork, and A Can Do Attitude. Most recently of all though, the biggest thing that has influenced me as a person and a parent has been my experiences of working with young people. This includes acting as a Youth Advisor for Portsmouth City Council, a Mentor for Barnardos and a Youth Advisor for East Sussex County Council. I am currently working in two secondary schools as part of my resettlement from the Navy. This has given me the experience of working with young people living in virtual poverty, in constant trouble with the Police and education services and some young people with varying levels of disabilities. This work has given me a good ability to stay impartial, to be non judgemental and has given me a capacity to treat people a lot more emphatically than I was ever able to. This is because I have been exposed to a greater range of problems and personalities than I have been used to in the Navy. These are qualities that I will hopefully be able to transfer into my coaching practice.
Mentoring is most often defined as a professional relationship in which a more experienced person, referred to as the mentor, assists another person less experienced, referred to as the mentee, in developing specific skills and knowledge that will enhance the less experienced person's
Mentoring program becomes instrumental and breakdown barriers as employees are interacting and carrying out the organization’s vision. This allows employees to interact with employees of different cultures and backgrounds with the goal that one will learn more about the individual.