Assignment -Unit 2547
This Unit requires you to:
1.1 Analyse the difference between coaching and mentoring
– What is coaching and mentoring. You will need to identify the essential difference between coaching and mentoring
The definition of couching stated by Eric Parsloe is:
“a process that enables learning and development to occur and thus performance to improve. To be a successful a Coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place”
The definition of mentoring stated by Clutterbuck, D & Megginson,D is:
“Off-line help by one person to another in making significant transitions in knowledge, work or thinking”
“A coach has some great questions for your answers; a mentor has some great answers for your questions.”
Coaching is task oriented. The motivation is to accomplish extra proficiently, expressing more fluently, and learning how to think favourably. This adopts a trained (coach) who can guide the learner how to strengthen the aptitudes.
Mentoring is relationship oriented. It requests to offer a secure setting where the learner reveals problems that disturb her professional and personal accomplishment. Even if specific insight aims or proficiencies could be driven for generating the connotation, its focus drives outside these arrays to embrace effects, such as work vs. Life balance, self-assurance, awareness, and how the personal influences the professional.
Coaching is short term. A coach can magnificently be involved with an employee for a short period of time, maybe even just limited gatherings. The coaching lasts for as long as is needed, depending on the purpose of the coaching relationship.
Mentoring is always long term. Mentoring, to be effective, requires time in which both allies can learn about one another and shape an atmosphere of trust that generates an environment in which the learner can feel safe in showing the factual problems that influence his or her achievement.
Coaching is performance driven. The purpose of coaching is to improve the individual’s performance on the job. This involves either enhancing current skills or acquiring new skills. Once the employee effectively acquires the skills, the coach is no more required.
Mentoring is development driven. Its purpose is to develop the individual not only for the existing job, but also for the future. This difference distinguishes the role of the direct manager and that of the mentor. It also decreases the possibility of generating conflict among the employee’s manager and the mentor.
Coaching: helping somebody to improve awareness, to establishe and accomplish goals to improve a behavioural performance.
Mentoring: helping to proceed an individual’s views and standards in a constructive mode; often a longer-term career relationship from someone who has ‘done it before
1.2 Explain circumstances when coaching would be an appropriate method of supporting learning at work
A successful coach constantly obtains from his team performances of which them may not have known they were gifted. The coach does this through an amalgamation of inspiring, encouraging and motivating people to progress.
This is what a manager is trying to achieve in the work place: obtaining the maximum from his team through individual and collective performances; helping the team to reach its full potential. Coaching is used when an employee has the knowledge and ability but is not using it fully or when performance has dropped, and expectations are not being met.
A critical characteristic of working with a coach is to know what a good use of a coach is. Employees may choose to work with a coach when they: identify the necessity to improve their performance and that it requires more than the acquisition of new knowledge or the progress of new skills; are ready and wanting to take part in a tough and frank self-appraisal; recognise the need and are keen to ask for support to develop more effective; are keen to dedicate the time, energy, and resources to work with the coach to make changes over a period of months; are confident to follow and openly talk about their strengths and challenges with another person .
1.3 Explain circumstances when mentoring would be an appropriate method of supporting learning at work
Despite the challenges involved, professional mentoring remains an important strategic tool for companies to attract and retain a diverse workforce and move that talent throughout the organization where it is needs.
Mentoring is an appropriate method of supporting learning at work in the following circumstances:
• When an employee needs support to eliminate barriers that delay his/her accomplishment
• When an employee is committed learn, gaining new skills/competencies
• When an employee needs help to realise his/her potential, dealing sensitively with beliefs, capabilities, aspirations and learning styles
• When a company wants to create a workforce that balances the professional and the personal
1.4 Explain circumstances when coaching and mentoring complement other methods of supporting learning
The most successful people have a network of mentors and coaches advising them on any number of things. You’re sometimes lucky enough to find individuals who are both.
Having somebody in your corner who’s both a coach and mentor is tremendously advantageous. A talented coach/mentor knows which hat to wear in each situation and can seamlessly shift from general mentor to proactive coach, depending on the circumstance. Mentoring and coaching can be unconnected activities, or they can be used to match each other to challenge subjects corresponding developing vocations, solving problems, overcoming conflicts and re-motivating staff. The purposes of coaching and mentoring are the similar as those of decent management. Both will try to exploit their team potential. To be a good mentoring/coaching and good management you must be:
• Ready to listen, open to new ideas, a challenging way of thinking, to be enthusiast, to inspire team to participate in new work experiences.
• Providing coaching and mentoring it certifies that all team are given the opportunity to express their views and desires.
• Training and evaluating training courses are other methods of supporting learning.
• Coaching and mentoring complement these other approaches as they all support on given performing team feedback.
The feedback received from other adults is vital in building up of confidence, performance and competencies. We try to give positive feedback to staff at every opportunity and when staff are struggling we help them to look at why they are struggling and together we come up with an action plan a and a strategy to daze any difficulties.
1.7 Explain how coaching and mentoring in the work setting can contribute to a learning culture
It is proved that Mentoring and coaching to have a major impact on people and their learning but in the same time even on organisations.
One important benefit of coaching and mentoring is that employees will commence to take ownership and accountability for their actions and self-development. The result of this benefit is that the manager will be listening extra carefully to the team, thinking, reflecting and questioning them to bring out their answers, ideas, solutions and to put them in practice. Using coaching and mentoring methods such as listening and effective questioning skills will generate an open and honest atmosphere for team to reflect on their learning. Coaching works great when you can generate a peaceful and stress-free 1:1 session where matters can be discovered, discussed and workers supported. The 1:1 sessions permit the team to express concerns in an equitable place. The team are then keener to take charge for their development and feel determined when they are stimulated and appreciated. Effectively delivered coaching and mentoring can significantly increase the self-belief and motivation of team, predominantly in times of transitions and ambiguity.
Coaching the team to believe in their progress can be achieved by managers so that they can coach their team brilliantly:
• ensuring there are clear agreements and confidentiality
• creating and maintaining the energy and space for them to further their own potential
• encouraging them to take calculated risks
• challenging their negative beliefs
• enjoying with them the sense of achievement.
• working with them to enhance their potential
Empowering team to boost their skills and knowledge by asking for training and mentoring is also so efficient. A study by the International Personnel Management Association noted however, that ordinary training typically increased productivity by 22%, while training combined with coaching increased productivity by 88%.
Then again as a manager using coaching skills in the workplace can considerably increase the motivation and commitment of team to take charge of their development.
2.4 Explain the different types of information, advice and guidance that can support learning in the work setting
The most important part of information, advice and guidance that can support learning in the work setting is communication. A good communication experience enhances our self-esteem and feelings of self-worth. Communicating means shears information. My role as a Deputy Manager is to recognise, consider and identify learning opportunities, particular learning interests or needs and entitlements to learning during Spot checks, Audits, Supervisions and Appraisals regular and consistent performed. The Company designed and delivered in house training session to support team understanding of the company’s vision and values and to develop their skills and gain competencies.
1.5 Analyse how coaching and monitoring at work can promote the business objectives of the work setting
– identify the factors that may be holding the learners back from being more committed
-helping them to identify the support they need to achieve the goal. This will increase the possibility of accomplishment
-ask direct questions to establish the outcome the employer wants. Listen to them, write notes, consider before asking the next question.
1.6 Evaluate management implications for supporting coaching and mentoring in the work setting the
Consider your own management role, what implications would be supporting coaching and mentoring have on
Training for coaches and mentors
Paid coaching and mentoring session time
1.8 Explain the importance of meeting the learning needs of coaches and mentors
Meeting the learning needs of coaches and mentors into nursing organisation is vital due of the major impact on the individuals and the organisation by increasing the job satisfaction, self-confidence and self-esteem, reducing the frustration. The organization will benefits of an advanced employee retention, considerable chances of reaching objectives, comprehensive utilisation of human resources,
4.3 Explain the support needs of those that are working with peers as coaches or mentors
People that are working with peers as coaches or mentors benefits from trainings that covers:
-communication and performance drive
-one-to-one mentoring and coaching activities, framework, goals and methods
-setting objectives and giving feedback
Having identified staff to act as mentors and coaches – why is important to also meet their learning and development needs?
Any organisation should select and train suitable team to be mentors and coaches who can demonstrate strong skills in verbal and written communication, give confidence to peoples to speak, handling divergences and challenging people, ability to preserve confidentiality. The Company requires to organise trainings for this possible coaches and mentors so they can progress personal and professional and develop skills necessary to deliver coaching and mentoring.
5.1 Review how the use of coaching and mentoring in the work setting has supported business objectives
As a manager I would like to have my team dedicated and loyal to our nursing home .This can be real by coaching and mentoring them effectively. When I coach my team I look to accomplish the following results:
-empowering team to make judgments that will improve their life and progress, their skills and aptitudes.
-build bridges with my team to optimise the custom of my time so that I can enjoy an extraordinary outcome
-create a safe environment to increase productivity by using the full of existing assets
-deliver leadership to maintain ethical and professional behaviour in accordance with relevant codes and conduct and to maximise quality performance that encounter the needs of the team and company.
-drive and challenge the team to accomplish to their top performance
-investing positively in relationships with my team to create new responsibility and commitment
5.2 Evaluate the impact of coaching and mentoring on practice
Coaching and mentoring offer new perspectives to organizations and companies predominantly for professional development, improving performance and, develop great working relationships .Coaching and mentoring accomplish an essential role in transferring knowledge to the learners and supports to boost their capabilities to complete and be more valuable in their job.