Coaching and Mentoring, Slides of Human Resource Management

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HRM & HRD: Coaching and

Mentoring

Coaching

• (^) Coaching is the ongoing process of helping people improve their

performance. A coach analyses performance, provides insight on how

to improve, and offers the leadership, motivation, and supportive

climate to help achieve that improvement.

• (^) Coaching is a personal (usually one-to-one) on-the-job approach that helps

people develops their skills and levels of competence. The need for

coaching may arise from formal or informal performance reviews but

opportunities for coaching will emerge during normal day-to-day activities.

Forms of Coaching

• (^) Informal Coaching takes place spontaneously between senior and more

junior employees.

• (^) Formal Coaching occurs through a program with an established

structure.

Objectives of Coaching

• (^) Helping employee to understand himself - his strengths and his

weaknesses.

• (^) Providing employee an opportunity to acquire more insight into his

behaviour, and analyse the dynamics of such behaviour.

• (^) Helping employee to have better understanding of the environment.
• (^) Increasing employee personal and inter-personal effectiveness through

effective feedback.

• (^) Encouraging employee to set goals for further improvement.
• (^) Helping him to review in a non-threatening way his progress in achieving

various objectives.

• (^) Providing empathetic atmosphere for sharing and discussing his tensions,

conflicts, concerns and problems

1. Performance coaching
2. Skills coaching
3. Career coaching
4. Personal or life coaching
5. Executive coaching Types of Coaching

Types of Coaching

• (^) Performance coaching: the activities here are aimed at enhancing an individual's performance in their current role at work. The specific issues covered by the coaching will vary, but the aim will always be to increase their effectiveness and productivity at work..
• (^) Skills coaching: This focuses on the core skills an employee needs to perform in their role. Skills coaching provide a flexible, adaptive, ‘just-in-time’ approach to skills development. Coaching programmes are tailored specifically to the individual and are generally focused on achieving several skill development goals that are linked to the needs of the organization.

Executive coaching: by improving the performance of the most influential people within the organization, the theory goes that business results should improve. Executive coaching is often delivered by coaches operating from outside the organization whose services are requested for an agreed duration or number of coaching sessions. Types of Coaching…

The concept of mentoring

• (^) Mentoring is a formal or informal relationship established between an

experienced, knowledgeable employee and an inexperienced or new employee.

• (^) Mentoring can involve a formal exchange of knowledge and information and can

be evaluative in nature to assess the assimilation of the new employee in his or her

new role. Mentoring is provided in addition to your new employee on boarding

process and should have different content and goals.

• (^) The best mentoring relationships involve the exchange of a particular body of

knowledge that helps the new employee quickly come up to speed as a contributor

within your organization. Mentoring helps the employee navigate the learning

curve inherent in any new role and relationship.

Mentoring  (^) Mentoring is predominately a one to one activity which begins with rapport.  (^) Mentor develops protege by sharing knowledge that provides opportunities for networking teambuilding, leadership development, and career mobility.  (^) Mentoring enhances communications skills, develops interpersonal skills and builds self- confidence.  (^) Mentoring is a powerful personal development and empowerment tool.  (^) It is an effective way of helping people to progress in their careers and is becoming increasing popular as its potential is realised.  (^) It is a partnership between two people (mentor and mentee) normally working in a similar field or sharing similar experiences.

Processes of Coaching and Mentoring Communication Influencing Helping Empowering Listening Responding Feedback Empathy Mutuality Positive Rein Identification Independence

BASIS FOR COMPARISON COACHING MENTORING Meaning Coaching is a method in which an individual is supervised by a superior person to improve his competencies and capabilities. Mentoring is an advisory process in which a fresher gets support and guidance from a senior person. Orientation Task Relationship Emphasis on Performance Career Time Horizon Short Term Long Term Superior Coach Mentor Specialization A coach who imparts coaching has expertise in the concerned field. A mentor is a person having good knowledge and experience. Type Formal Informal Objective To analyze the performances of the subordinates and improve them. To help an employee to attain psychological maturity and effectiveness.