Mentoring Ob 2 Final

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