Detail process of coaching and mentoring


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  • To be a successful a Coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place"
  • Coaching and mentoring are increasingly used mainly for professional development, to indicate a positive change in individuals and to encourage the transfer of knowledge from the coach / mentor to the individual. Organizations and companies find coaching and mentoring highly beneficial for the career growth of their employees so coaching and mentoring has been applied by many entities in their organizational practices.At the workplace, coaching and mentoring is used when the management finds that there are working individuals who need to enhance their potentials to perform better in their jobs and to be more productive. There may be skills that need to be strengthened, lapses in working behavior and issues with performance output corrected at certain employees. Once this is assessed, these employees will be recommended for coaching. The coaches are usually the supervisors and managers. The company may even have a delegated coach for that particular department.The importance of coaching and mentoring extends broadly from the coach / mentor to the learner and the organization as a whole.The importance of coaching and mentoring extends broadly from the coach / mentor to the learner and the organization as a whole.Benefits to the Coach or MentorThe coach / mentor plays a very important role in transferring knowledge to the individual and helps the person in enhancing his personal and professional growth. The following reasons explain the importance of coaching and mentoring to the people who are conducting it:• Increased job satisfaction• Further enhancement of their own skill level• Advantage of their own professional development• Enhanced skill in problem analysis and strategic thinking• Develops self-esteem
  • The coaching process allows a structured approach in its implementation but must not be restricted to one kind of approach. In coaching there must be variations in the use of styles and techniques.1. Observation A coach must have sufficient preparation before doing any coaching no matter it is an on-the-spot coaching or a schedule session. This would entail getting a good understanding of the learner’s current performance as well as his strengths and weaknesses.2. DiscussionDuring the more detailed preparation of the coverage for coaching the issues to be addressed must be discussed by the coach and the learner.3. Active CoachingThis is where the actual coaching sessions occur. Feedback must be given and proper facilitation must be observed.4. Follow-upThe last step is about keeping track of the learner’s progress and performance trend. This is a chance for the coach to recognize any development and identify opportunities for continuing the coaching.
  • 1. Building the relationshipThe mentor-mentee relationship is the first vital aspect of mentoring that needs to be established. This first step is not to be rushed, not even skipped. Time and effort must be invested in building a good relationship. The mentor and mentee must take their time in getting to know each other and build a foundation of trust. With this, mentoring is an easier activity to do.2. Negotiating agreementsThe next step is to establish a set of agreements to be implemented and followed during the mentoring relationship. This would include defining the roles, setting schedules for mentoring sessions, identifying limitations and mentoring style preferences. Doing so paves the way for a smooth and harmonious mentoring relationship.3. Developing the menteeThis is the longest step of the mentoring process since the focus is now on the functions of mentoring. During this stage, both the mentor and the mentee will define mentoring goals, create a list of mentoring drills and activities to achieve their goals, and keep a constant communication with each other.4. Ending the relationshipThe mentoring process ends with a celebration of the accomplishments and an evaluation of the outcomes. The mentoring relationship must end on a highly positive note for a gradual transformation into a casual partnership rather than closing abruptly. In certain cases, mentoring relationships develop into something more solid.
  • Detail process of coaching and mentoring

    1. 1. Detail process ofcoaching and mentoringBYSAVITA PATIL
    2. 2. What is coaching?• Coaching, is a teaching, training or developmentprocess in which an individual gets supportwhile learning to achieve a specific personal orprofessional result or goal.Or• Coaching is…"a process that enables learning and developmentto occur and thus performance to improve.Or• It is providing of performance advice and thefacilitation of performance improvement ortransformation
    3. 3. What is Mentoring?• Mentoring is..."off-line help by one person to another inmaking significant transitions inknowledge, work or thinking“Or• Mentoring is a powerful process and aneffective approach in helping individuals indeveloping their careers. Mentoring is apartnership between the mentor and thementee who share similar experiences or whoare in the same field of work.
    4. 4. Why Coaching and Mentoring isImportant?• The importance of coaching and mentoringextends broadly from the coach / mentor to thelearner and the organization as a whole.Benefits to the Coach or Mentor Increased job satisfaction Further enhancement of their own skill level Advantage of their own professional development Enhanced skill in problem analysis and strategic thinking Develops self-esteem
    5. 5. Benefits to the Learner Increases self-confidence and self-esteem Promotes professional career growth Enhances skills Identifies weak areas and turns them into potentialsuccesses Develops good relationship with the supervisor Enhances problem analysis Reduces the feeling of low self-worth andfrustration Provides an opportunity to think about a betterwork role and career Gives a focused attention in the aspect of traininganddevelopment
    6. 6. Benefits to the Organization Higher employee retention Competitive advantage with more skilled and wellperforming employees Increased skill set and knowledge levels of thepeople Greater chances of attaining goals Succession planning Full utilization of human resources Enhancement of communication within theorganization Strengthening of company culture and ethics
    7. 7. Coaching as a Process• The four major steps in the process ofcoaching are:1. Observation2. Discussion3. Active Coaching4. Follow-up
    8. 8. Mentoring Process• For a successful mentoringrelationship, a four-step process may beused as guide:1. Building the relationship2. Negotiating agreements3. Developing the mentee4. Ending the relationship
    9. 9. Differences between mentoringand coaching• Mentoring• Ongoing relationship that canlast for a long period of time• Can be more informal andmeetings can take place as andwhen the mentee needs someadvice, guidance or support• More long-term and takes abroader view of the person• Mentor is usually moreexperienced and qualified thanthe ‘mentee’. Often a seniorperson in the organization whocan pass onknowledge, experience andopen doors to otherwise out-of-reach opportunities• Focus is on career andpersonal development• Coaching• Relationship generally has aset duration• Generally more structured innature and meetings arescheduled on a regular basis• Short-term (sometimes time-bounded) and focused onspecific developmentareas/issues• Coaching is generally notperformed on the basis thatthe coach needs to have directexperience of their client’sformal occupationalrole, unless the coaching isspecific and skills-focused• Focus is generally ondevelopment/issues at work
    10. 10. THANK YOU