Professional Documents
Culture Documents
and support of the junior member” (Fowler and Gorman, 2004). It is a long-
and acting as a ‘friendly ear’ with whom to share sensitive issues that would
Coaching is about using day-to-day work experiences as a learning opportunity via the facilitation of an
experienced ‘coach’. It involves encouraging self-reflection to unlock a person’s potential to maximize his or her
own performance by helping them to learn from experience. Coaching typically has a practical focus aimed at
addressing real workplace challenges and can either be treated as a short-term intervention or a longer-term
developmental process.
A coach is someone who supports, explains, demonstrates, instructs and directs others via encouragement and
asking questions.
Creates the capacity for continuous improvement, development and success through supporting people and
organisations to make best use of their knowledge, insight, vision, creativity, sensibility, and vast ability to learn
and develop
Centred on goals
Counselling is not about giving advice but is about getting people to see
The counsellor would help The mentor would share The coach would seat you
you find out what might be her experiences of driving in the car, place himself in
holding you back from cars and the wisdom and the passenger seat, and
driving the car. He would lessons she had learned in encourage, endorse,
delve into your past to her more rich experience acknowledge and support
discover what kinds of with the matter. you until you felt
experience you have had comfortable enough to go
with automobiles. it alone.
Difference Between
Counselling & Coaching
Counselling Coaching
A counsellor typically works with a A coach works with a functional
dysfunctional person to get them person to get them to exceptional.
to functional. Coaching is required when the person
Counselling is required when the want to focus more on changing
person feels that something is future behaviour.
wrong with him Coaching focuses on actions and
Counselling focuses on the outcomes
“feeling” Coaching helps in understanding the
Counselling helps to understand past as the context in which future
and resolve the past goals are set
The counsellor is responsible for The coach is responsible for the
both process and outcome process; the employee for the results
Difference Between Mentoring &
Coaching
Mentoring Coaching
"A mentor is like a A coach is trying to direct a
sounding board, they can person to some end result, the
give advice but the person may choose how to get
protégé is free to pick and there, but the coach is
choose what they do. The
strategically assessing and
context does not have
specific performance monitoring the progress and
objectives. giving advice for effectiveness
"Mentoring may be and is and efficiency.“
OK to be biased in your Coaching is impartial, focused
favour. on improvement in behaviour."
In summary, the mentor The coach develops specific
has a deep personal skills for the task, challenges and
interest, personally performance expectations at
involved—a friend who
work.
cares about you and your
long term development
FEW RENOWNED EXAMPLES
• When the protégé goes off on his/ her own. If the mentor-
protégé relationship has not been successful this is the final
BREAK UP stage.
Good training can make all the difference to help both Mentors
and Mentees to get the most out of their relationship;
All mentoring programmes should have an evaluation process
built into them. This needs to be considered right at the start of the
programme when objectives are set. Thereby providing information
that can be used to make programmes more effective in the future.
CHARECTERISTICS OF A GOOD MENTOR
It can be an informal
practice or a formal program.
Mentors demonstrate,
explain and model.
ACTIONS THAT THE MANAGEMENT CAN TAKE
Key Benefits
Increased motivation.
Challenge.
Challenge.
Networking/partnership opportunities.
Known to Self
Open Hidden
Known to Others
Blind Unknown
12
GIVING FEEDBACK…
Known to Self; Disclosure
Known to Others; Feedback
Open
Hidden
Blind Unknown
13
OTFD MODEL
Observed
Think
Feel
Desire
THE FUNNEL – QUESTIONING MODEL
BUILDING RAPPORT, TRUST AND EMPATHY
• Rapport
• Rapport is a process of building a sustaining relationship of mutual trust, harmony and
understanding (when two people can see the other person's viewpoint, appreciate each
other's feelings, and be on the same wavelength.).
• Rapport is the ability to be on the same wavelength and to connect mentally and
emotionally.
• Having rapport does not mean that you have to agree, but that you understand where
the other person or people are coming from.
• Rapport – the Key to Influence
• Rapport is the key to influence. It starts with acceptance of the other person's point of
view, their state and their style of communication. To influence you have to be able to
appreciate and understand the other person's standpoint. And these work both ways: I
cannot influence you without being open to influence myself.
• Rapport – the Key to Building Trust
• We trust people who look at the world the way we do. If we feel understood, we give
people our trust and open up to them more easily. Taking the other person's perceptual
position will help you achieve rapport and build trust.
• Creating Rapport
• "To create rapport, it is important to mirror, match, and pace lead the person or
persons.
THE GROW MODEL
REALITY
GOAL What is happening now that tells
What do you want to move forward on…? you…? Describe the current
What can we achieve in the time situation… What made you realise
available…? What would be the most that you need to do something
helpful thing for you to take away different?
G R
from this session? O
T W OPTIONS
What could you do to move
TOPIC yourself just one step forward…?
Tell me about… What are your options…? How
What would you like to far towards your objective will
think/talk about…? that take you…?
Give me a flavour in a
few short sentences...
WILL
What will you do next…?
How, when, with whom…?
What do you need from
me? 21
MENTORING QUOTES
“There is no beginning too small.”
--Henry David Thoreau
UNREALISTIC EXPECTATION
BREACHES OF CONFIDENTIALITY
CONCLUSION
“ A mentor helps you master the unspoken rules of
a corporate. If you are energetic and
demonstrate initiative, a mentor welcomes the
opportunity to assist your growth. To accomplish
your mentoring goals, define what you want to
achieve and then select a mentor. A successful
mentoring relationship requires nourishing to
maintain—you must value your mentor's time
and demonstrate appreciation. When you no
longer require your mentor's guidance, you can
end the mentoring phase of the relationship with
honesty and appreciation. “
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