COACHING AND MENTORING

Coaching and Mentoring System

Executive Summary

Mentoring refers to a reciprocal learning relationship in which mentors and mentees agree to a partnership in which they work collaboratively toward the achievement of mutually defined goals to develop a mentee's skills, abilities, knowledge, and thinking. While coaching is typically used for repetitive tasks and of a similar nature, mentoring is an approach to employment training to persons holding senior positions in more complex situations. This paper aims to provide an overview mentoring and coaching concept, reason and way of implementing coaching and mentoring system for the effectiveness of organizations mainly this coaching and mentoring system is designed for higher positions in the organization. The basis behind establishing coaching and mentoring system for high for highly skilled positions in the organization is because it is part of process of generatively of an organization and Increases its effectiveness when individuals in deepen learning. Coaching and mentoring, whether in the executive or staff of the whole, are increasingly recognized as important in the development of employees. It is recognized by senior management in many organizations that their business will prosper only if they offer some form of coaching and mentoring to their staff. For any single coaching and mentoring goal there is a cycle of six basic stages, each of which hinges on effective questioning, active listening, clear feedback, and well-organized sessions, with these six steps organizations can give quality coaching and mentoring to employees. Coaching and mentoring system has more advantages than its cost. In addition we have also found some KPIs for measuring the effectiveness of coaching and mentoring program.

TABLE OF CONTENTS

Introduction1

Coaching1

Example of Coaching2

Mentee3

Mentor3

Mentoring4

Mentoring Coaching5

Difference between Coaching and Mentoring6

Do the differences matter?7

Rationale8

Benefits8

Retention9

Job commitment9

Performance10

Cost Effective Program10

Coaching and Mentoring Theory11

WHY Coaching and Mentoring?12

Delivering Mentoring and Coaching13

The leader as coach15

Key Performance Indicators16

Measuring the impact of Coaching and Mentoring17

Conclusion18

Coaching and Mentoring System

Introduction

Ask an assembled group of managers how many have a clear perception of the difference between coaching and mentoring and at the least a substantial minority will admit that they are very confused. The two terms are often used interchangeably. Members of a particular professional group may attempt to seize the practitioner high ground by depicting coaching as a highly skilled, non-directive Endeavour and mentoring as a directive, instinctive form of advising; only to be refuted by another group, which entirely reverses the definitional characteristics (Tepper, 2005, 1191). Even the European Mentoring and Coaching Council, the most active body in bringing the worlds of coaching and mentoring together, cannot achieve a single definition acceptable to all. This paper aims to provide an overview of two closely related and often confused forms of developmental intervention within organizations. Both coaching and mentoring appear in a number of forms, influenced by culture, context and purpose. We explore the origins of supported mentoring and coaching, the applications, the benefits, competencies and some aspects of efficacy.

Coaching

Coaching supports the job-embedded, context-specific, and results-driven principles of effective professional development. In a situation of coaching, a person, an employee or manager, tells of a ...