MENTORING AND COACHING
• MENTORING IS WIDELY RECOGNIZED TODAY AS AN EXTREMELY BENEFICIAL CAREER DEVELOPMENT
TOOL.
• STUDIE...
ROLE DEFINITION
PROTÉGÉ
Junior member of
organization / fresher
MENTOR
Share values and
career counseling
CAREER
SUCCESS
S...
MENTORING
• THE MENTORING PARTNERSHIP IS AN AGREEMENT BETWEEN TWO PEOPLE
SHARING EXPERIENCES AND EXPERTISE TO HELP WITH PE...
THE MENTOR
WHAT DOES IT TAKE TO BE A
MENTOR?
 DESIRE
 TIME
 REALITY CHECK
 INDIVIDUAL CAREER DEVELOPMENT
PLAN
FUNCTION...
THE PROTÉGÉ
RESPONSIBILITIES:
 WILLING TO LEARN
 ABLE TO ACCEPT FEEDBACK
 WILLING TO “STRETCH”
 ABLE TO IDENTIFY GOALS...
COACHING
• AN APPROACH TO MANAGEMENT - HOW ONE CARRIES OUT THE
ROLE OF BEING A MANAGER.
• IS A SET OF SKILLS FOR MANAGING ...
YOUR AIMS AS A COACH – A DIRECTIVE APPROACH
• PROVIDE GUIDANCE ON HOW TO CARRY OUT SPECIFIC TASKS – TOWARDS LEARNING
• HEL...
THE COACHING SEQUENCE
• IDENTIFY AREAS OF KNOWLEDGE, SKILLS OR CAPABILITIES WHERE LEARNING NEEDS TO TAKE PLACE
• ENSURE TH...
THE “GROW” MODEL
• G – GOALS = AGREE ON COACHING AIMS
• R – REALITY = ADDRESS REAL ISSUES
• O – OPTIONS = IDENTIFY & EVALU...
THE “GROW” MODEL
WILL
What will you do next…?
How, when, with whom…?
What do you need from me?
OPTIONS
What could you do t...
CREATING A COACHING CULTURE
• HAVE A COACH CONVERSATION EVERY DAY
• LIVE COACHING, DON’T PRETEND IT
• MAKE SURE YOU HAVE A...
THANK YOU!!!
Upcoming SlideShare
Loading in …5
×

Mentoring and Coaching

471 views

Published on

Mentoring & Coaching Presentation

Published in: Business
  • Be the first to comment

  • Be the first to like this

Mentoring and Coaching

  1. 1. MENTORING AND COACHING • MENTORING IS WIDELY RECOGNIZED TODAY AS AN EXTREMELY BENEFICIAL CAREER DEVELOPMENT TOOL. • STUDIES HAVE SHOWN THAT HAVING A MENTOR IS A TOP FACTOR AFFECTING A MENTEE’S SUCCESS, CAREER SATISFACTION, AND WHETHER THEY STAY WITH AN ORGANIZATION. • MENTORING INCREASES THE LIKELIHOOD OF SUCCESS AND THE LEVEL OF ACHIEVEMENT.
  2. 2. ROLE DEFINITION PROTÉGÉ Junior member of organization / fresher MENTOR Share values and career counseling CAREER SUCCESS SATISFACTION
  3. 3. MENTORING • THE MENTORING PARTNERSHIP IS AN AGREEMENT BETWEEN TWO PEOPLE SHARING EXPERIENCES AND EXPERTISE TO HELP WITH PERSONAL AND PROFESSIONAL GROWTH. MENTOR IN A CORPORATE WORLD  IT IS A RELATIONSHIP WHERE AN EXPERIENCED PERSON ASSISTS THE JUNIOR LEVEL EMPLOYEES TO BECOME POTENTIAL MANAGERS OF TOMORROW  THE MENTOR ALSO FACILITATES CAREER DEVELOPMENT AND PSYCHO- SOCIAL DEVELOPMENT BY PROVIDING A VEHICLE FOR ACCOMPLISHING THE DEVELOPMENT TASK
  4. 4. THE MENTOR WHAT DOES IT TAKE TO BE A MENTOR?  DESIRE  TIME  REALITY CHECK  INDIVIDUAL CAREER DEVELOPMENT PLAN FUNCTIONS:  COACHING  ROLE MODELING  COUNSELING  FRIENDSHIP  EXPOSURE AND VISIBILITY BENEFITS:  PASS ON SUCCESSES  PRACTICE INTERPERSONAL & MANAGEMENT SKILLS  BECOME RECOGNIZED  EXPAND THEIR HORIZONS  GAIN MORE THAN THE PROTÉGÉ DOES
  5. 5. THE PROTÉGÉ RESPONSIBILITIES:  WILLING TO LEARN  ABLE TO ACCEPT FEEDBACK  WILLING TO “STRETCH”  ABLE TO IDENTIFY GOALS BENEFITS:  LISTENING EAR  VALUABLE DIRECTION  GAPS FILLED IN  DOORS OPENED  DIFFERENT PERSPECTIVE
  6. 6. COACHING • AN APPROACH TO MANAGEMENT - HOW ONE CARRIES OUT THE ROLE OF BEING A MANAGER. • IS A SET OF SKILLS FOR MANAGING EMPLOYEE PERFORMANCE TO DELIVER RESULTS • IS A PERSON TO PERSON TECHNIQUE – TAKES PLACE INFORMALLY • TO DEVELOP INDIVIDUAL KNOWLEDGE, SKILLS & ATTITUDES • IS A SKILL OF FACILITATING THE LEARNING, THE DEVELOPMENT & PERFORMANCE OF ANOTHER PERSON
  7. 7. YOUR AIMS AS A COACH – A DIRECTIVE APPROACH • PROVIDE GUIDANCE ON HOW TO CARRY OUT SPECIFIC TASKS – TOWARDS LEARNING • HELP PEOPLE BECOME AWARE OF HOW WELL THEY ARE DOING AND WHAT THEY NEED TO LEARN • USE WHATEVER SITUATIONS ARISE AS LEARNING OPPORTUNITIES
  8. 8. THE COACHING SEQUENCE • IDENTIFY AREAS OF KNOWLEDGE, SKILLS OR CAPABILITIES WHERE LEARNING NEEDS TO TAKE PLACE • ENSURE THAT THE PERSON ACCEPTS THE NEED TO LEARN • DISCUSS WITH THE PERSON WHAT NEEDS TO BE LEARNT & THE BEST WAY TO UNDERTAKE LEARNING • GET THE PERSON TO MANAGE THEIR OWN LEARNING • PROVIDE ENCOURAGEMENT & ADVICE • PROVIDE SPECIFIC GUIDANCE WHEN REQUIRED • AGREE HOW PROGRESS SHOULD BE MONITORED & REVIEWED
  9. 9. THE “GROW” MODEL • G – GOALS = AGREE ON COACHING AIMS • R – REALITY = ADDRESS REAL ISSUES • O – OPTIONS = IDENTIFY & EVALUATE APPROACHES AVAILABLE • W – WILL = HELP PERSON TO WORK OUT HOW LEARNING WILL BE APPLIED GROW Goal Reality Options Will
  10. 10. THE “GROW” MODEL WILL What will you do next…? How, when, with whom…? What do you need from me? OPTIONS What could you do to move yourself just one step forward…? What are your options…? How far towards your objective will that take you…? REALITY What is happening now that tells you…? Describe the current situation… What made you realise that you need to do something different? GOAL What do you want to move forward on…? What can we achieve in the time available…? What would be the most helpful thing for you to take away from this session? TOPIC Tell me about… What would you like to think/talk about…? Give me a flavor in a few short sentences... T G R O W
  11. 11. CREATING A COACHING CULTURE • HAVE A COACH CONVERSATION EVERY DAY • LIVE COACHING, DON’T PRETEND IT • MAKE SURE YOU HAVE A COACH FOR YOU • BUILD RELATIONSHIPS, THEN COACH • REMEMBER COACHING IS LISTENING, NOT TELLING • BUILD ON STRENGTHS, CREATE ENERGY FOR POSITIVE CHANGE • VALUE EVERYONE’S DIFFERENCES AND UNIQUENESS • HAVE REGULAR, CONSISTENT, STRUCTURED CONVERSATIONS WITH EACH PERSON • PLAN AND AGREE ON STRETCH GOALS; REVIEW FREQUENTLY
  12. 12. THANK YOU!!!

×