COACHING

AND
MENTORIG
COACHING
WHAT IS COACHING
 Means for Managers: guidance, insight and
encouragement
 Strengthens and enhances learning

 Conveys a set of beliefs, values, and vision

 Enables goal setting and action steps

 Builds skill sets

BENEFITS OF COACHING
 Reduces employees’ fear
 Enables workers to feel they are part of the
organization
 Endorses people’s skills and abilities

 Helps to overcome personal obstacles to

their success
 Improves team communication and manages
conflict
 Encourages others to coach

 Enhances organizational communication

SKILLS AND CHARACTERISTICS OF
EFFECTIVE COACHES
 A desire to bring out the best in others’
performance
 Ability to give negative(constructive) and
positive feedback
 Honesty and trustworthiness

 Willingness to not assign blame

SKILLS AND CHARACTERISTICS
CONTD.
 Good communication skills
 A parallel style of thinking and acting

 Responsibility and accountability

 Constructive conflict management

Effective coaching Behaviour
Face to face discussions are required
Doesn’t legislate quality ; they
model it
Contains high levels of supportive
behaviour

Non Supportive
COUNSELING
WHAT IS COUNSELING?
 Is used to address personal or attitudinal
problems rather than those related to an
individual’s ability
 Complex task and is best reserved for
professionals
 It involves listening skills, feedback skills,
trustworthiness, and a good deal of patience
 Counseling is different from coaching
MENTORING
What is Mentoring…………
 Mentoring is an enduring phenomenon that has
survived several major, historical paradigm
shifts. The fact that it has endured,
documented, for millennia …. suggests that
mentoring fulfills some deep, important
yearnings for connection between the
generations
What is Mentoring……
 Unique interpersonal relationship between
the mentor and the protégé.
 Mentor is the high ranking official with
knowledge and experience and is committed
to provide guidance and support to protégé’s
career development.
 Helps both ways.
 Example – IT coaching to seniors by their juniors.
Mentor Functions
 Career Functions.
 Aspects of relationship that enhance career advancement
such as sponsorship, exposure, visibility, coaching,
protection, challenging assignments and career
strategising.
 Psychological Functions.
 Aspects of relationship that enhance a sense of
competency, identity, and effectiveness in a professional
role, including role modeling, acceptance and confirmation,
counseling, friendship, support, and personal feedback.
Importance of Mentoring

 Investing in people is the mantra of today’s business.

 People as opposed to products are more important to
provide the competitive edge to organisations.
 Sharing knowledge provides added value in the
knowledge economy.
 Attractive in the recruitment market.

 Boundaryless career growth pattern.

TYPES OF MENTORING

 Formal mentors

 Informal mentors
 Informational peers
 Collegial peers
 Special peers
Mentoring Benefits to Protégés
 Career and leadership development – career preparation and
leadership training.
 Increased self-confidence, self-awareness and growth.
 Development of friendships that can provide valuable contacts
and expand associations in related networks.
 Development of interpersonal skills- by working with a more
experienced individual, protégés learn by observation and
practice.
 Protection for individual and oprganisation against potentially
damaging experiences.
 Gaining valuable inside information into the organisation.
 Saving time. No reinventing the wheel.
Mentoring Benefits to Mentors
 Experiences shared learning and positive results.
 Personal satisfaction.
 Develops patience, insight and understanding.
 Is exposed to cultural, social or economic characteristics different
from own.
 Improves leadership and communication skills.
 Gains personal experiences for future career options, including
training, teaching or counseling.
 Trains employees in ways to meet future organisation needs.
QUALITIES OF A EFFECTIVE MENTOR
 Career and leadership development
 Development of interpersonal skills

 Personal satisfaction

 Expertise & experience in their profession

 Ability to separate personal and professional

means
STAGES IN MENTORING RELATIONSHIPS

 Orientation

 Cultivation

 Separation

 Redefinition
LIMITATIONS OF MENTORING
 Dysfunctional relationships
 Time constraint

 Mismatch of goals, perceptions & personality

 Protégés could become over submissive

 Lack of minority role models

 Harassment and improper behaviour

MISPERCEPTION OF MENTORING
 Protégé as the only beneficiary
 Always a pleasant experience

 Similar relationships in all panoramas

 Mentors are available for everyone

 Finding a mentor escalates career

advancement process
CONCLUSION
“You cannot teach a man anything; you can only
help him find it within himself.” –
- Galileo Galilei