Effective ways of Coaching and mentoring

Coaching and mentoring means to develop the people skills and knowledge in order to enable people to perform their job effectively. Generally, it is done in form of one to one meeting to identify the skill gaps and derive a development plan. Coaching activities have both organizational and individual goals. It provides people with the opportunity to better assess their strengths as well as their development areas. It needs specific skill sets, which should be delivered by people who are trained to do so. This can be HR or line managers and others trained in coaching skills.

On the other hand, mentoring in the workplace tends to describe a relationship in which a more experienced colleague shares their greater knowledge to support the development of an inexperienced member of staff.

Difference is that mentoring relationships tend to be longer term than coaching. Caching can be directive and mentoring can be indirective and long-term. In mentoring both parties have a discussion and learn from each other.

Coaching helps in:

  1. Improvement of performance
  2. Supporting Learning & growth

How to incorporate coaching culture in organization?

Experts aiming to develop their organizations approach further. It’s important to consider a range of ‘points’ that are all driven by organizational environment. These will include as a minimum:

  1. What is the organization’s strategy?
  2. How does the organization position itself?
  3. What priorities does the organization have?
  4. Who supports coaching and mentoring?

Coaching is generally carried through experienced external coach, direct supervisor (line manager) who can guide on how to improve specific skill set. HR specialists having expertise in facilitating discussions and guidance. It is one of the learning & development strategies. Employee preferences also play a part. There is a danger that coaching can be seen as a solution for all kinds of development needs, whereas it must only be used when it is clearly seen as the best way of helping an individual learn and develop.

It can be majorly used in when:

  • Assisting technical experts develop better interpersonal skills.
  • Supporting an individual’s potential and providing career support.
  • Developing a more strategic viewpoint after a promotion to a more senior role.
  • Handling conflict situations so that they are resolved effectively.
  • Dealing with the impact of change on an individual's role.

It is also noted that individual needs vary as preferences are different. For example, coaching may not be an appropriate intervention if the individual is resistant to coaching.

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