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Developing Skills is important to carry out different task within given time. Read this document to know about different approaches to enhance your developing skills by experts of Assignment Desk.
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Coaching and Mentoring Coaching and mentoring are the important tools which help in development of the organization. It assists both individual and business to be productive, efficient and also provides way to employees to develop themselves and grow within the company and achieve their career • goals. Coaching can be defined as a method that helps the individual to learn, grow and improve their performance in work place. Coach is required to provide knowledge, information, skills and techniques to learner which will help the employees to develop their overall performance. •
Mentoring includes questioning, listening, clarifying and re-framing related to coaching. These are the learning relationships which help the organization to develop their employees and also individual to grow and identify their own skills which can give positive outcome to the person and company. •
Difference between Coaching and Mentoring Coaching Mentoring It is a planned and schedule activities on the It is not planned, if mentee needs some advice, regular basis. support then mentors are required to arrange informal meeting with them. Coach does not require knowledge of client's Mentor needs to have experience and detail and information, he just need specific knowledge so that he can answer the questions knowledge related with particular topic. of mentees.
Benefit of coaching and mentoring Significance: It helps the new employees to adapt with the environment and culture of the organization. Existing worker guides new employees and, make him understand his duties and responsibilities so that he can adjust in such environment. • Employee growth and development: Coaching and mentoring activities help the employees to grow and develop themselves. Both the programs provide guidelines which assist the human resource to understand the difference between real world and education theories. This enhances the skills of individual by remaining in touch with other professionals. •
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Company culture: It also enhances the culture of the company so that new employees can adjust in the organization's practices. • Professional satisfaction: This helps in developing the skills of employees and increases the professional satisfaction by sharing knowledge and experience with new employees. • Workers morale: These activities help to enhance the morale of the manpower. Workers feel satisfy with the jobs and like their responsibilities and culture of the company. So due to high satisfaction with jobs, it decreases the jobs turnover and make employees more productive. People work in workplace for a long time which reduces the cost on hiring new people in the organization. •
Company goal: In this competitive era, if people are more productive and enthusiastic then they will be more productive so by this way organization will be able to achieve its goal. • Retention: It provides benefits. It encourages people and enhances their loyalty towards the company. So the people feel comfortable and have effective coordination with other employees. • Team efficiency: Coaching and mentoring programs help to increase communication between employees. So that they can coordinate effectively with one another and it increases the team efficiency among employees. •
Models and Approaches of Coaching and Mentoring There are many approaches and models related with coaching and mentoring. Approaches have basic two elements: Mentors or coaches are needed to understand the actual motive of such activities in an organization. • It focuses on talents and resources of the company that is employees; they should be developed by such programs. •
Grow model Grow model: It is the model which helps to understand the value of coaching and mentoring programs in the company. Grow refers to goal-reality-option-will (Wrap-up). It means it focuses on what the objective of the firm, what actually it wants. Second, it emphasizes on what is happening in the organization recently. Third various options available for company and what it will do in the future. This model helps to identify the problems in the company and identify suitable solution to resolve such issues in the firm. Grow model follow learning through experience, reflection, insight, making choices and pursuing them.
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Steps of grow model Goal: First step of grow model is to decide the actual goal of the company for arranging such coaching and mentoring programs. Objectives could be long term and short term. Goal should be specific, measurable, acceptable, realistic and timely. • Reality: Coach used to do self evaluation to identify the actual position of the company and its culture. Coach is required to understand the resistant of company and need to fulfill such gap. • Options: Third step of grow model is to generate the ideas which can help to solve the problems effectively. Coach can suggest options which can help to resolve the issues. • Will: It will help to execute the plan of action. Coach motivates the employees to perform better in the workplace. • Employees can use such model to improve their performance so that they can grow and get personal success. Another model of coaching and mentoring is the skilled helper model. •
The skilled helper model It has three steps which can support employees Current scenario Preferred scenario Action • • • Stage 1: Current scenario: It defines the current situation of the company for the workers. It builds trust between employees and employers. • Stage 2: Preferred scenario: It helps to identify the wants of workers in an organization. It also provides options for employees how they can develop themselves. • Stage 3: Action: It gives such possible outcomes to employees through which they can enhance their knowledge and develop themselves. •
Non-directive approach and OSKAR coaching model Non-directive approach It has two various elements: Push and Pull. Push element; this push the solve problem from the provided solutions by the coach. One own solutions. Pull; this seeks to help employees provided one. employee to • cannot solve issues by their by finding their own solution rather than OSKAR coaching model This framework defines that organization need to focus on solution of the problems rather than emphasizing problem itself. It defines as; Outcome-Scale-know how-Affirm+action- review. Outcome means what the objective of such coaching session and what actual exception of coach and team member by this session. •
Benefit of such model is that it focuses on solutions rather than concentrating on problems. It has a strong fundamental theory that by making least changes, organization can get great results. There are some limitation that it focuses on problems majorly. It is too lengthy process so many times organization ignore to follow this model. • There are so many other models like The Inner game, Kotter's 8 steps etc. are various model which are helpful to develop coaching and mentoring process in organizations. •
Stages of coaching culture: There are several stages to build a coaching culture in an organization. First it is need to identify the need of coaching in the company. • Next step is to create link between organization strategies and coaching strategy. • Identify the current views in the firm and what needs to be developed. • Now it is required to consult with leader so that he can suggest the areas where coaching is needed rather than directly pushed on employees. • Next step is to develop communities of external coaches, Coaching is not for individual person so it is required to select such coach who can train people well and having maximum knowledge. •
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Need to develop a internal coaching capabilities in the organization. • Next stage is to train managers that they can coach their executives as well. • Organization need to endure that coaching is built into HR process also. • Company need to ensure that approach used by staff at all levels. • Last stage is to take review about the coaching process and find that how much it was beneficial. • These steps are useful for developing individual. Coaching culture is very important in an organization that help in making changes in existing culture. It increases the involvement of staff in the company and also it supports the firm to make its strategies in a good way. This is beneficial for those organizations those which follow such process from start till end. •
REFERENCES Chhokar, J.S., Brodbeck, F.C. and House, R.J., 2013. Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Eisenbeiss, S.A., 2012. Re-thinking ethical leadership: An interdisciplinary integrative approach. The Leadership Quarterly. 23(5). pp.791-808. Hargreaves,A. and Fink, D., 2012. Sustainable leadership . John Wiley & Sons. Hwang, C.L. and Masud, A.S.M., 2012. Multiple objective decision making—methods and applications: a state-of-the-art survey. Springer Science & Business Media. Légaré, F. and Witteman, H.O., 2013. Shared decision making: examining key elements and barriers to adoption into routine clinical practice. Health Affairs. 32(2). pp.276-284. • • • • •
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