Coaching & Counselling

Presented By: Vandana Sachdeva 05215903910

Topics to be discussed
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15.

Definition: Coaching Opportunities for coaching Aims of coaching The coaching Sequence Benefits of coaching Definition: Counselling Aims of counselling Opportunities for counselling Stages of counselling Approaches to counselling Benefits of counselling Definition:Mentoring Steps to perform Mentoring functions Advantages & Disadvantages of mentoring

Definition: coaching is a directive process by a manager to train and orient an employee to the realities of the workplace and to help the employee to remove the barriers to optimum work performance.

Coaching is a person to person technique designed to develop individual KSAs. Effective coaching helps a subordinate to integrate with the organization and to develop a sense of involvement and satisfaction. Coaching only enhances competence, employee must already have the right character.

Opportunities for coaching

    

Appearing un-motivated Excessive errors Missing Deadlines Falling below standards Displaying need to fine tune skills

Aims of coaching


 

To help people become aware of how well they are doing, where they need to improve and what they need to learn. Put controlled delegation into practice. Managers and individuals can use the situations that arise as learning opportunities. Rather than spoon-feeding, only enable guidance on how to perform specific tasks.

The coaching sequence



   

Identify the areas of KSAs where learning needs to take place to qualify people to carry out the task, provide for continuous development, enhance transferable skills or improve performance. Ensure that people understand and accept the need to learn. Discuss what needs to be learnt and the best methods of learning. Provide specific guidance, encouragement and advice. Agree how progress should be monitored and reviewed.

Benefits of coaching


 

Coaching is the most effective way to develop employees. It is the key to manage multiple priorities. Coaching leads to improved employee performance, which leads to increased productivity and bottom line results. Coaching improves employee self-esteem and job satisfaction.

Counselling


Definition: is a supportive process by a manager to help an employee define and work through personal problems that affect job performance. Counselling can also be defined as any activity in the workplace where one individual uses a set of skills & techniques to help another individual to take responsibility for and to manage their own decision making, whether it is work related or personal.

Aims of Counselling


To encourage people to accept much of the responsibility for their own performance and development. What people feel and find out for themselves, with some guidance as necessary, is likely to make much more impact on their behavior than anything handed down to them by their manager.

Opportunities for counselling

  

Emotional outbursts Tardiness or absences Erratic behavior

Counselling Stages
 

Institute of Personnel & Development gives the following: Recognition & Understanding- recognizing the existence of problems & issues Empowering-enabling employees to recognize their own problem or situation and encouraging them to express it, work out a solution and take action to implement it Resourcing- managing the problem, deciding on any further help individuals may need from their managers, a specialist or an outside resource

Approach to Counselling


Follow a non-directive approach (do not tell people what their problem is and what they should do about it) Following steps must be followed: Listen with intelligence & understanding: be a sympathetic listener because attentive silence is often counsellors best contribution. Ask reflective questions ex. From what youve been telling me, am I right in believing that your situation/problem is? Avoid being judgmental: counselling session is meant to encourage people, not to criticize them. Define the problem: considerable amount of listening & questioning may be necessary before the point becomes clear, because clarity of expressions & strong emotions seldom, go together. Need to ask questions like: Is that the situation?, Is there anything else, that you want to tell me? etc.

 

Stay alert and flexible: pre-plan the flow of the meeting, but in light of any new information, the counsellor must be able to change direction Change the perspective: talking about a problem may change a persons perspective and lead towards the development of a solution Observe behavior: how the person talks, reacts and responds Conclude the meeting: help people to work out a solution to the problem that they can put into effect. They can be prompted by asking questions like: Well what do you think you should do now?, Where do we go from here? etc.

Benefits of Counselling

Mentoring
 

Definition: Mentoring is the process of serving as a trusted counselor or teacher to (another person). Mentor is an individual with expertise who can help develop the career of a mentee. The mentor guides, trains, advises, and promotes the career development of the mentee.

   

It is about learning not teaching and both mentors and those mentored grow from the experience. In mentoring, people develop a synergetic relationship through a conversation that enables them to set and achieve goals, make decisions and solve problems. Any person who has the skill to facilitate the mentoring process may be a mentor. Mentoring is enriching and satisfying for both partners.

Here are a few actions that mentors can perform:

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2. 3.

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They can choose challenging work assignments that will provide the mentee with opportunities to learn new skills. In this way the task becomes the teacher and the mentee learns by doing. Integration of the mentee into the network of professionals within the company, external agencies, customers, and subcontractors and vendors. Schedule times to discuss strategies for enhancing the mentee's professional and engineering skills development. Providing feedback and supporting actions that reduce unnecessary risks for the mentee. Sharing experiences with the mentee

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Taking the time to reflect on their own thought processes. Map problemsolving techniques (your expertise) by using a process flowchart to map out the mental steps they undergo while doing their job. Finding something of value in the mentee as a person. Finding ways to learn from their relationship.

Two types of mentoring functions:  Career  Psychosocial Career Functions: Help the mentee learn the ropes and prepare for career advancement.  Coaching  Challenging assignments  Exposure and visibility  Protection

Psychosocial Functions: Help the mentee develop a sense of competence and clarity of identity.  Role-Modeling  Acceptance and confirmation  Counseling  Friendship

Advantages


Advantages for the mentee:  Career advancement  Salary  Organizational/professional identification Advantages for the mentor:  Career enhancement  Passing the torch to a new generation  Learning from mentee new technologies, new developments, important features of next generation

Disadvantages


Disadvantages for the mentee:

  

Overdependence on the mentor. Micro-management from the mentor. Negative halo from mentor who fails.

Disadvantages for the mentor:  Mentee dependence on mentor  Time, energy commitment to mentee.  Negative halo from mentee who fails.

Thank You