This document discusses coaching, counseling, mentoring and their advantages for managing employee behavior and performance. It defines coaching as helping employees develop skills through feedback, and counseling as discussing attitudes and values during poor performance. Mentoring involves experienced employees training others. The advantages include empowering and inspiring employees, building skills, resolving issues, and strengthening teams and the organization. It provides tips for both functions like preparing, listening, identifying solutions and celebrating successes.

1. Coaching and Counseling
By: Atty. Christine P. Carpio

2. References:
 Atty. Josephus B. Jimenez, The Seven Secrets
for SUCCESS in EMPLOYEE DISCIPLINE
and DISMISSAL.
 Noe, Hollenbeck, Gerhart, Wright, Human
Resource Management, 2005 International
Edition.
 Arthur R. Pell, PhD., Complete Idiot’s Guide
to Team Building, 1999.

3. Introduction

4. Introduction
 If misbehavior is due to
wrong attitude, values
or habits, a counseling
session facilitated by a
skilled manager may
help provide both the
manager and the
employee concerned
with a common desire
to improve the situation

5. Introduction
 If misbehavior is due to
lack of skills,
knowledge, insufficient
prudence or foresight,
mentoring or coaching
sessions can help,
provided that the
manager knows what
and wants to teach and
the employee agrees to
learn

6. Introduction:
 If the employees are insufficient in
KNOWLEDGE and SKILLS but high in
ATTITUDES and HABITS, the proper
management intervention is
MENTORING/COACHING. Managers must
be good coach or mentor. They can only be
such if they have gained a certain level of
expertise and proficiency that can inspire
respect among personnel.

7. Introduction:
 If the employees are insufficient in proper
ATTITUDES and HABITS, even HIGH in
KNOWLEDGE and SKILLS, the appropriate
management action is COUNSELING.
Managers must be good counselors. The best
form of counseling is by example.

8. Introduction:
 In other words, counseling and
coaching/mentoring are viewed as
developmental programs and are considered
positive approaches in aligning employee
behavior with employer’s expectations, goals
and organizational vision, an element of a
continuing process of employee discipline.

9. Elements of employee discipline:
1
RULE/NORM
(Desired / Expected Behavior)
2
VIOLATION /
DEVIATION
(Actual Behavior)
3
DAMAGE / IMPACT
(Result)
4
PENALTY /
SANCTION
(Revolution)

10. The Philosophy of
Coaching/Mentoring and Counseling
 To empower the organization
 To express management’s concern
 To uplift the spirit
 To empower individual
 To inspire the spirit
 To build a team
 To spread competence

11. Desired combined results of mentoring
and counseling
 A caring organization
 Employees with high morale
 An empowered workforce
 Inspired and passionate individuals
 An entire workforce working as a team
 A widespread competence
 An empowered organization

12. Counseling

13. Definition: Counseling
 Employee Counseling is defined as a discussion
between the employer and the employee about the
real or perceived performance deficiency or job-
related behavior; the employee's perception of the
identified behavior and the employer’s involvement
in helping the employee correct these behaviors; and
the employee's attempt to reduce or eliminate the
misconduct or incompetence.

14. Advantages of counseling:
 It is a better form of
caring.
 Listening to frustrations
of employees makes
managers express
empathy and sympathy
 Giving sound advice and
counsel, emits positive
vibrations and give out
sparks of wisdom

15. Advantages of counseling:
 It empowers the soul
and inspires the
heart
 What is motivated
and inspired is not
only the physical
aspect but also the
hear and the spirit of
a person

16. Advantages of counseling:
 It resuscitates a
sagging self-esteem
 A self-esteem that
suffered a series of
traumatic pressures
needs some form or
revival and
revitalization.

17. Advantages of counseling:
 It heals the wounds
of past
disillusionments
 Counseling provides
healing process to
remedy all these
pains

18. Advantages of counseling:
 It minimizes, if not
removes the
bitterness of
rejection
 Whenever
management rejects
an employee, he
suffers. Counseling
alleviates these
sufferings.

19. Advantages of counseling:
 It is a powerful means
of team-building
 Counselor and
counselee spend time
together and share
information.
 Powerful means to
build strong
relationship

20. Advantages of counseling:
 A powerful
mechanism to
empower the
organization
 Once pains of
employees are healed
and cured, people can
unleash positive
energies and constitute
a power that can create
strong values to the
entire organization.

21. Steps in counseling:
 Listen, observe and analyze.
 Empathize
 Identify the problems / issues
 Generate the alternatives
 Assess each alternative
 Let the person choose his alternative
 Assist the person in implementing it

22. Tips in counseling:
 Prepare in
advance for
counseling
sessions.

23. Tips in counseling:
 Conduct the
counseling session
in privacy.
 Do not allow
outside
interruptions.

24. Tips in counseling:
o Focus your attention on
the employee's
behaviors and
performance indicators
that led to this
counseling session.
o Discuss only these
behaviors and indicators
and not the employee's
character, morality, or
personality.

25. Tips in counseling:
 Be direct and honest.
 After welcoming the
employee, go directly
to the reason for your
meeting.

26. Tips in counseling:
 Remain objective
without showing
emotion.
 Even though some
employees may be
hostile, remain calm,
speaking in a measured
voice

27. Tips in counseling:
 Keep an open
mind.
 Look for a
solution or set of
solutions.

28. Tips in counseling:
 Allow the
employee an
opportunity to
talk.
 You must be a
good listener.

29. Tips in counseling:
 Never
characterize the
counseling
session as
"discipline."

30. Tips in counseling:
 Do not speak in
a punitive or
derogatory
manner to the
employee.

31. Tips in counseling:
 Be sure to thank
the employee for
meeting with you
and make it clear
you are available
for further
discussion or
help.

32. Coaching and Mentoring

33. Coaching vs. Mentoring
 Coaching is a process where a peer or
manager works with an employee to motivate
her, help develop her skills and provide
reinforcement and feedback
 Mentoring is a process where and experienced
productive senior employee who helps
develop a less-experienced employee.

34. Advantages of Coaching / Mentoring:
 It is a form of caring.
 Whenever managers
and supervisors mentor
/coach, they give
something of
themselves to the
employee.
 They express a
concrete form of
concern, caring, loving

35. Advantages of Coaching / Mentoring:
 It is an effective approach
at empowerment
 It gives them preparation
and the confidence to just
do it and achieve what are
expected of them.
 Before employees are
expected to deliver results,
they should be equipped
with the needed skills to do
their jobs.

36. Advantages of Coaching / Mentoring:
 It is a means of
strengthening the
mental faculties.
 This shall train the mind
to think as much as the
muscle to perform the
task.
 People who are coached
or mentored are expected
to think better and do
more.

37. Advantages of Coaching / Mentoring:
 It is a way of
enhancing physical
ability
 It is a way of building
up physical
capabilities, strengthen
their stamina, sharpen
their skills and improve
knowledge level.

38. Advantages of Coaching / Mentoring:
 It is a team-building
mechanism
 The relationship share
hours of working
together, and solve
problems jointly. They
consult, discuss and
collaborate.

39. Advantages of Coaching / Mentoring:
 It is a way of
democratizing power.
 To create a really
powerful organization,
every single member of
the organization should
have more knowledge
and more competence.

40. Advantages of Coaching / Mentoring:
 It is a way of strengthening the whole
organization
 When even the lowliest clerk has competence, the
whole organization stands to benefit.
 Whenever one resigns or retires, another equally
competent guy is ready to take over.
 The organization will not crumble when one leaves
because everyone is ready to fill the gap.

41. Steps in Mentoring/Coaching
 Let the employee observe how you work
 Break up the work into steps
 Explain the rationale for each step
 Allow the employee to do it step by step
 Allow the employee to identify successes and
improvement ideas
 Allow the employee to formulate improvement steps
 Assist the employee in perfecting his work.

42. Tips in Mentoring / Coaching
 Know your work.
 Review the basics.
 Be prepared to
answer questions
about every aspect
of the job

43. Tips in Mentoring / Coaching
 Know your
company
 Help the trainee
overcome the
hurdles of
unfamiliar company
policies and
practices

44. Tips in Mentoring / Coaching
 Get to know
your protégé.
 Learn as much as
you can about the
person you are
mentoring

45. Tips in Mentoring / Coaching
 Learn to teach.
 If you have minimal
experience in
teaching, pick up
pointers on teaching
methods from the
best trainers you
know.

46. Tips in Mentoring / Coaching
 Learn to learn.
 Never stop learning –
not only the latest
techniques in your own
field, but developments
in your industry, in the
businesses, and in the
overall field of
management.

47. Tips in Mentoring / Coaching
 Be patient.
 Patience is key
to success

48. Tips in Mentoring / Coaching
 Be tactful. Be kind.
Be courteous. Be
gentle.
 But be firm, and let
the trainee know
you expect the best

49. Tips in Mentoring / Coaching
 Do not be afraid to
take risks.
 Give your protégé
assignments that will
challenge his or her
capabilities.
 Failures may occur, but
we learn from our
failures

50. Tips in Mentoring / Coaching
 Celebrate
successes.
 Let the trainees
know you are
proud of their
accomplishments
and progress
made.

51. Tips in Mentoring / Coaching
 Encourage
your protégé
to become a
mentor or
counselor.
