Coach n mentor


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Coach n mentor

  1. 1. Definisi Coach… seseorang individu yang memberi bimbingan khusus kepada sekumpulan individu lain. Mengambil berat mengenai pencapaian menuju ke arah objektif yang ingin dicapai oleh kumpulan Cth: pengajar kepada pelajar
  2. 2. Mentor… seseorang yang boleh dipercayai seperti pengajar, kaunselor dan selalunya individu yang lebih berpengalaman. Berkongsi maklumat dan pengalaman, melatih pada tahap tekanan yang rendah dan menggunakan pendekatan mencari jawapan secara sendiri dengan bantuan.
  3. 3. Perbezaan Mentor danCoach Mentor Coach Focus perseorangan Pelaksanaan/ pencapaian Role Tiada agenda Mempunyai tertentu agenda tertentuRelationship Pilihan Datang Sendiri bersama- sama tugas
  4. 4. •Coaching …  kaedah menjalani sesuatu latihan secaralangsung kepada sekumpulan individu bagi mencapaisesuatu objektif atau bagi tujuan mengembangkan lagikemahiran tertentu.•Mentoring ...  Kaedah melibatkan seseorang individuyang mempunyai kelebihan ilmu atau pengalamanmembantu individu yang kurang ilmu dan berpengalaman
  5. 5. Apa itu Coaching dan Mentoring? Membantu di dalam memenuhi proses yang melibatkan keperluan, motivasi, keinginan, kemahiran dan pemikiran terhadap seseorang individu untuk berubah. Menggunakan kaedah menyoal bagi membantu pelatih berfikir di dalam mengenalpasti penyelesaian dan tindakan daripada menerima sahaja pandangan orang lain. Membantu pelatih dalam menetapkan objektif dan kaedah yang bersesuaian. Melihat, mendengar dan berkongsi maklumat dengan pelatih bagi memahami situasi.
  6. 6. COACHING
  7. 7. COACHINGInstructional AimsThe participant will be able to:-1. Identify the approach of coaching style2. Name the characteristics of coaches3. List the strengths and weaknesses of coaching.
  8. 8. DEFINITION OF COACHING  Coaching is the art of improving the performance of others  Coaching is essential a conversation dialog between a coach and a coachee within a productive, result –oriented context  Assisting with Personal Development & Better Performance.
  9. 9. The Coaching Process Structuring Coaching DEFINITION Determine goals ANALYSIS Understand the present EXPLORATIONExplore option to achieve goals ACTION Say when task will be done IMPLEMENT Implement agreed sections FOLLOW UPReview progress at next session
  10. 10. ORIENTATION / APPROACH  People learn best by doing  They will do best what they want to do  People will learn what is practical.
  11. 11. COACHING PROCESS  The coaching process divides into three main areas:-  Planning  Conducting  Evaluating.
  12. 12. COACHING SKILLS Know how to communicate effectively Understand the learning process and training principles Understand and implement appropriate teaching methods Understand the various coaching styles Understand the capabilities of growing children Understand the causes and recognise the symptoms of over-training Prepare training programs to meet the needs Assist trainees to develop new skills
  13. 13. Cont… Use evaluation tests to monitor training progress and predicting performance Advise trainees on their nutritional needs Understand and know how to develop the trainees energy system Advise trainees on relaxation and mental imagery skills Advise trainees on the use of legal supplements Evaluate the trainees competition performance Evaluate trainee/training and trainee/coach performance.
  14. 14. Primary coaching skills Need to develop the skills of providing instruction and explanation, demonstrating, observing, analysing and providing feedback. Think about and plan what you are going to say, gain the trainees attention, keep it simple and to the point and check they understand. In providing demonstration make sure you are in a position where the trainees can clearly see you, focus on only 1 or 2 key points, repeat the demonstration 2 or 3 times. (let them practice the skill). In observing and analysing break the action down into phases, focus on one phase at a time, observe the action several times from various angles. In providing feedback encourage the trainee to self analyse by asking appropriate questions, provide specific and simple advice.
  15. 15. Analysis of the last program Strengths  What were the best aspects of the program and why?  What did we do well and why? Weaknesses  Are there gaps in the program?  What did we not do very well and why? Opportunities  How can we enhance the program to the benefit of the trainee? Threats  What may prevent us achieving the short and long term objectives?
  16. 16. STRENGTHS  Emphasizes purpose  Challenge learners  Realistic  Lets people perform and make mistakes  Takes risks  Gives feedback  Builds confidence.
  17. 17. WEAKNESSES  Losses patience with slow learners  Intimidating  Insensitive  Competitive  Opportunistic.
  18. 18. PRINCIPLES OF EFFECTIVECOMMUNICATION  THINK clearly  LISTEN intelligently  SELECT appropriate MEDIA  TIME YOUR communication  USE APPROPRIATE language  OBTAIN Feedback.
  19. 19. Element of communication incoaching… Establishing trusting climate Listen Questioning skill Empathizing Communicating ideas clearly Ensuring confidentially Fostering self-awareness.
  20. 20. Conclusion ConclusionMentoring is a power free - mentor provides advice, shares knowledge and experiences, and teaches using a low pressure, self- discovery approach.The mentor is both a source of information/knowledge and a Socratic questioner.Coach is someone who concern in your performance, ability to adapt to change, and enrolling you support in the vision/direction for your work unit.