COACHING AND

MENTORSHIP
.
introduction
You might be a manager keen to support individuals in your team.
Part of your role may be to develop others or you may have been
approached to be a coach and mentor within your organization or
network.
 Coaching and mentoring is about encouraging and promoting
professional development based on existing capacities and the
potential for improvement.
Definition
Coaching refers to a method of training, counselling or instructing an individual or a
group how to develop skills to enhance their productivity or overcome a performance
problem.
A directive process by a manager to train and orient an employee to the realities of the
workplace and to help employee remove barriers.
Mentorship: Sharing ones knowledge, skills and experiences to help one develop and
grow
 A mentor is someone who shares their knowledge, skills and/or experience, to help
another to develop and grow. They’re often someone who’s gone down the same
road you’re on currently and is “there to advise you on what they’ve done and what’s
worked for them” ( Muse career coach)
. A coach is someone who provides guidance to a client on their goals and helps them
reach their full potential.
ASPECTS OF COACHING
Setting needed performance expectations
Providing necessary training
Monitor performance against expectations
Providing feedback on results
Provide support and encouragement
Help employees understand what they do well and where they need to
improve
Help employees determine how to make needed adjustments so they do
things right
Celebrate success
• Establish and act toward achieving goals
• Coaching gives the individual an opportunity to define their career goals in a realistic way. With the assistance of a coach, they can set these goals and then actively work
towards them. This will increase the likelihood that the goals will be achieved. It is common for goals to be centered around two aspects of an individual’s career. The first is
building skill sets, and the second is the individual’s professional behavior.
• Coaching software allows the individual to record these goals and the organization to track the progress. The individual is given checkpoints through the software to manage
their goal achievement and that progress is reported directly to their supervisor, their coach, and the administrator of the program.
• 2. Increased level of engagement

• Coaching engages participants with its unique one-on-one feedback and lots of encouragement. When an individual becomes engaged with their workplace, they can
contribute more effectively to the team and the organization. This engagement also helps to increase retention rates and productivity, benefiting their careers as well as
their overall organization.
• The level of engagement individuals reach in their coaching relationships can be supported by coaching software. This software can further increase engagement by giving
the organization a way to frequently check-in on the relationship and drive the progress.
• 3. Safe Place to Gain Perspective
• Having a coach gives the individual a safe space to go and talk through sensitive issues. The coach often is a third-party participant, and their ability to remain uninvolved
but give guidance allows the coachee to gain perspective without feeling intimidated by someone within their own organization. This is only made possible if there is a
secure way for the coach and coachee to communicate. Coaching software with direct messaging options allows that communication to take place.
• Using the safe place for encouragement and development is important. It allows for a more in-depth learning and higher levels of comfort with the skill. Once the individual
is comfortable with their skills, they can begin to use them in their careers and see the advantages they are gaining from their coaching relationship.
• 4. Deeper Level of Learning
• Corporate coaching isn’t just about improving an individual’s skills in the workplace; it takes learning to an even deeper level. Through coaching, an individual can learn
more about themselves, find out how they are perceived by others, and improve on areas of their personalities that they are not satisfied with.
• Further, coaching takes learning to a level beyond remembering and understanding. The individual can take the skills presented by their coach and apply them in new
situations within their safe learning space. Application in various situations will solidify the skillset in the individual.
• . Build Personal Awareness

• A coach can give their coachee ideas for ways to improve themselves, but more importantly they can help them become aware of their blind spots. These blind sports are areas of the individual’s work or personality that they may not see, but that need improvement. Once the
individual is aware of these areas, they can work with the coach to begin improving them.

• A great way to build personal awareness is through personality assessments. These assessments are easily administered, and the results recorded, using coaching software.

• Through building personal awareness, the individual can turn their unknown weaknesses into marketable strengths. This personal awareness is an important confidence booster for individuals in talent development programs and can help in future roles.

• 6. Support for Improving Specific Skills

• Having support for improving skills can be extremely beneficial. Simply knowing that someone is there specifically to help goal achievement is an important part of progress within the coaching process.

• As skill building is often the focus of coaching relationships, there should be specific emphasis on which skills to build so the coaching is efficient and directed. These skills can include communication, delegation, conflict management, team building, and persuasion, and they can be
managed with coaching software. Guided support will make the coaching relationship successful in its objectives
Aspects of coaching

1.Goal Setting: The coach and coachee work together to define specific,
measurable, achievable, relevant, and time-bound (SMART) goals that
align with the coachee's personal and professional development.
2.Assessment: The coach works with the coachee to identify their
strengths, areas for improvement, and potential obstacles to achieving
their goals. This may involve using various assessments and tools to
gain insight into the coachee's personality, skills, and preferences.
.
Action Planning: The coach and coachee work together to develop an action plan
that outlines specific steps the coachee will take to achieve their goals. The plan
includes specific timelines, milestones, and accountability measures to ensure
progress towards the desired outcomes.
Support: The coach provides support and encouragement to the coachee throughout
the coaching relationship. This may involve helping the coachee overcome
obstacles, providing resources and tools, and offering guidance and advice.
Evaluation: The coach and coachee regularly evaluate the effectiveness of the
coaching relationship and make adjustments as needed. This may involve measuring
progress towards goals, identifying areas of improvement, and refining the coaching
approach to better meet the coachee's needs.
Aspects of mentorship
• Adequate expertise
• Wiling ness to devote time and energy to advise
• Approachability and accessible
• Building on trust establishing goals
• Take action
• Celebrate success
Aspects of mentoring
6.Relationship Building: Mentoring relationships are built on trust, respect, and mutual understanding. The
mentor and mentee develop a relationship based on open communication, active listening, and shared
interests and goals.
7.Guidance: The mentor provides guidance to the mentee based on their own experience and expertise. This
may involve sharing knowledge, skills, and resources to help the mentee grow and develop in their personal
and professional life.
8.Support: The mentor provides emotional and practical support to the mentee. This may involve providing
encouragement, feedback, and advice to help the mentee overcome challenges and achieve their goals.
9.Networking: The mentor helps the mentee build their professional network by introducing them to people
in their industry or field. This can help the mentee expand their contacts, gain new opportunities, and learn
from others' experiences.
10.Career Development: The mentor helps the mentee develop their career by providing guidance on career
planning, setting goals, and developing new skills. The mentor may also provide feedback on the mentee's
performance and offer advice on how to improve.
11.Role Modeling: The mentor serves as
Difference between coaching and mentorship
Coaching Mentoring

Relationship is more likely to be short-term (up to 6 months or 1 Relationship tends to be more long-term, lasting a year or two,
Timeframe year) with a specific outcome in mind. However, some coaching
and even longer.
relationships can last longer, depending on goals achieved.

Mentoring is more development driven, looking not just at the

Coaching is more performance driven, designed to improve the
Focus professional’s on-the-job performance. professional’s current job function but beyond, taking a more
holistic approach to career development.

Structure Traditionally more structured, with regularly scheduled meetings, Generally meetings tend to be more informal, on an as need basis
like weekly, bi-weekly or monthly. required by the mentee.

Coaches are hired for their expertise in a given area, one in which Within organization mentoring programs, mentors have more
Expertise the coachee desires improvement. Examples: Presentation skills, seniority and expertise in a specific area than mentees. The
leadership, interpersonal communication, sales. mentee learns from and is inspired by the mentor’s experience.

The coaching agenda is co-created by the coach and the coachee The mentoring agenda is set by the mentee. The mentor supports
Agenda
in order to meet the specific needs of the coachee. that agenda.

Asking thought-provoking questions is a top tool of the coach,

Questioning which helps the coachee make important decisions, recognize In the mentoring relationship, the mentee is more likely to ask
more questions, tapping into the mentor’s expertise.
behavioral changes and take action.

Outcome from a mentoring relationship can shift and change over

Outcome from a coaching agreement is specific and measurable, time. There is less interest in specific, measurable results or
Outcome showing signs of improvement or positive change in the desired changed behavior and more interest in the overall development of
performance area.
the mentee.
OPPORTUNITIES/ why COACHING
Appearing unmotivated
Excessive error
Missing deadline
Falling below standard
Displaying need to fine tune skills
PURPOSE OF COACHING
Informs what they have done well and what they need to improve
Teaching providing with knowledge and skills they need
Guides and supervises
Recognize and build on their performance
Motivate and help develop greater levels of competence
Solve job problems and improve communication skills
Empower staff to work efficiently and be accountable for their own
performance
Develop their skills and abilities
Benefits of coaching
• Improves quality and productivity
• Boosts enthusiasm and morale
• Strengthens relationship and communication
• Increases job satisfaction
• Builds trust and enhances loyalty
Counselling vs Coaching
• Counselling coaching
1.Hurting people 1. Healthy people
• 2. Healing 2. Growth
• 3. The past 3. The future
• 4. Prescriptive 4. Collaborative
• 5.Functionality 5. Fulfillment