Introduction My opinion prior to taking this course and subsequently researching my first assignment is that the purpose of coaching is to collaborate with an individual either in a one on one setting or group setting with someone who will guide you and hold you accountable for what you know within yourself is needed for one to grow and succeed both personally and professionally. From what I have experienced within my current organization, coaching was only extended to senior leaders within the organization, while mentoring was offered to employees who were selected via an application process. In recent years this has changed with the creation of several Business Resource Groups (BRGs) that started offering mentoring/coaching to …show more content…
There is ongoing debate over the definition of coaching and mentoring. Not only does coaching differs from mentoring it also varies differently from managerial approaches.
Several organizations have adopted the process of coaching and mentoring as development tools to develop those employees who are seeking future advancement. Also, they are setting the foundation for future leaders. The adaption of these developmental tools within an organization is providing employees with the necessary feedback and support to establish and plan their career. Coaching and mentoring provides an employee with the necessary leadership and management skills they would need to endeavor in order to climb the career ladder within an organization. These processes are both helping activities, employed either as distinct interventions or together as part of a package of personal development. Coaching and mentoring are deemed a highly effective way to help employees through talking, sense of direction and guidance, self-esteem, efficacy and accomplishment.
Reflecting on coaching.
Coaching is the developing of a person’s potential and capability to the highest level attainable within their environment (Flaherty, 2010). While there exists a myriad of approaches to the manner in which coaching ought to be carried out, there exists consensus on the primal duties of a coach
I think it is safe to say that the coach has several roles to perform; with the main objective being to develop the person being coached. This can be achieved by increasing self-confidence, identifying relevant and suitable topics for coaching as well as agreeing the setting of suitable planned tasks to support the learning process.
A coach or mentor can help to give guidance and support as challenges are faced, assisting staff in negotiating challenging situations with increased confidence.
I find this an excellent definition & explanation of what coaching is because to me coaching is about facilitating others to find their own paths through life, assisting them to reach their own answers & way forward by using open questioning, active listening & feeding back,
Coaching and mentoring are not about learning to do something the right way, but are about helping to lead an individual to find their own way of doing it practically and efficiently. Coaching and mentoring sessions are guided with theoretical models, which help focus both the coach and the coachee in attaining desired outcomes for problem situations. However, even with the aid of theoretical models not everyone can coach another person. The first and far most important attribute of a coach is the ability to build relationships with the coachee
Watt, L. (2004). Mentoring and coaching in the workplace: an insight into two leading leadership
This report will determine the value of coaching and mentoring; highlight some factors to consider when developing coaching and mentoring and show models and methods
Learners/ Employees will be trained and supported by a senior or experience individuals, who may be counselors or advisors.
There are a number of definitions to what coaching is; I feel that I can personally relate to the following definition:
Susan M. Heathfield a Human Resource expert states that “the goal of performance coaching is not to make the employee feel badly, or show how much Human Resource professional or supervisor knows. The goal of coaching is to work with the employee to solve performance problems and improve the work of the employee, the team, and the organization.
Coaching is the art of facilitating another person’s learning, development and performance. Through coaching people are able to find their own solutions, develop their own skills and change their own behaviors and attitudes.
Coaching at it’s roots is just another form of teaching about the adversity and unpredictability of life. The opportunity to be a coach is a tremendous honor and responsibility no matter the age, skill, or seriousness of the team/athlete. Players are placing their trust in your ability to help them achieve success whether it be by personal or collective gain. Furthermore, players look to a coach to be a role model, so coaching demands tremendous character at all times. Because I played on a multitude of sports teams in my playing career, I have been exposed to many different coaches and coaching philosophies. Some have been good experiences and others not as much, but irregardless they have all taught me something about coaching.
The objective of this study is to critically evaluate the main approaches and theoretical models in coaching and mentoring and to justify their deployment in selected organizations. In addition, this work will identify and analyze the potential barriers to the design and implementation of an effective strategy for coaching and mentoring and evaluate strategies to ensure successful coaching and mentoring outcomes. This work will additionally identify and critically analyze information required to establish and implement effective strategies for coaching and mentoring and identify and evaluate suggestions for improvement in coaching and mentoring practice. Finally, this work will critically assess the contribution of coaching and mentoring to effective knowledge management and organizational learning strategies in selected organizations.
The main purpose of this reflection statement is to demonstrate coaching/mentoring relationship as an in depth case investigation that involves an account of reflective learning. While case investigation it is identified that coaching and mentoring culture as well as relationship is expanding excessive with both business and academic concern. Coaching and mentoring relationship can be determined as the manner of facilitating the performance, development and learning of other involved individuals. The main focus of coaching and mentoring relationship is to significantly assist personal development of individual. There are varied approaches relating to coaching and mentoring relationship. In the specific context, coaching and mentoring association is efficiently derived from the principles as well as practices of differentiated perspectives including cognitive
As previously mentioned, the concept of workplace coaching can be defined as the knowledge, skills, and processes through which people engage themselves in making the maximum impact and continually developing themselves and organizations in light of constant change. While this coaching process utilizes similar communication processes with therapy or counseling, it is not the same as counseling or therapy. The difference between the two is attributed to the fact that therapy focuses on resolution and healing of the past while workplace coaching focuses on creativity, action,
Mentoring and coaching: mentoring is when an experienced employee takes charge of the training and development of a new employee. The mentor acts as an adviser and protector to the trainee. Coaching in another hand is when a manager takes an active role in guiding another manager. The coach gives guidance through direction, advice, criticism, and suggestion in an attempt to aid growth of the employee.