Counseling And Mentoring Mentoring : Having a senior person in the organsiation one is working in whom he can confide and get advice and support is called mentoring relationships. The senior person is called Mentor Counseling : The employee also need to develop a trusting and supportive relationship with his supervisor who can help the former set challenging goals , support him to achieve them and to help analyze why he could not have had a high achievement and plan for higher achievement in future . This process is called Counseling.
Helping him to understand himself – his strengths and his weaknesses
Providing him an opportunity to acquire more insights into his behavior and analyze the dynamics of such behavior
Helping him to have better understanding of the environment
Increasing personal and inter-personal effectiveness through effective feedback
Encouraging him to set goals for further improvement
Encouraging him to generate alternatives for dealing with various problems and definite action plan.
Helping him to review in a non –threatening way his progress in achieving various objectives
Providing him empathic atmosphere for sharing and discussing tensions, conflicts, concerns and problems.
Listening and Asking Listening involves paying attention to various messages being sent by the other person Questions can facilitate or hinder the process of communication
Questions that are Helpful Trusting Questions Clarifying Questions Empathic Questions Open Questions
Questions that do not Help Critical Questions Testing Questions Resenting Questions Leading Questions
Feedback Interpersonal feedback helps reduce the blind areas of a person helping him be more aware of strengths and weaknesses. If properly used it results in higher mutuality between two persons. The person who receives the feedback should not be defensive but must explore ways of improving behavior
Process of Counseling Rapport Building Exploration Action Planning
Process of Mentoring Dependence and Inter dependence are the two main phases in mentoring process. During dependence phase admiration for the mentor is followed by identification with him , followed by approval ( getting guidance and checking alternate action ideas) . The interdependence phase is characterized by trust building and mutuality when the mentor and the employee may begin to collaborate and provide emotional support to each other.