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The coaching is a process through which a
coach provides help to another individual so that the individual can achieve
its goal by performing well. Usually the coach is employed by another
individual who helps them in their career, business, or leadership. Sometimes
coaching and mentoring are considered similar to each other, but there is a
huge difference between coaching and mentoring. Coaching is done for short time
period or for limited period. On the other hand, the mentoring is long term
process. Mentoring is actually an association between the mentee and mentor.
The approach of coaching is more formal and structured than mentoring as it is
for a specific period of time with short time set goals
The coach designs the whole program for
coachee whereas mentor does not need any kind of preparation. The coach
performs the assessment to identify the outcomes of the coaching program
whereas the mentor does not perform any kind of assessment. The coach takes
feedback from the individual regarding the things which they have learned and
whether the coaching program has enhanced their skills or understanding or not.
However mentors do not take any feedback from their mentee. In short the
coaching and mentoring process are quite different from each other.
The coaching is a sort
of training process that helps the learner to increase their professional and
personal skills, the coach analyzes the gaps in the learner’s skillset and
provides his services that based on the knowledge, experience and understanding
of the specific filed in which he is training for. He provides the training
program in specific period of time to eliminate the gaps in the learner.
Whereas the mentor is the idealized person of the learner that has the
expertise in the specific background of the study. The mentor describes the
questions related goals with clarity and provides his suggestions how the
mentee will achieve his goals. He enhances confidence and provides suggestion
based on expertise and knowledge. The time period of coaching is more than
other training program. It is different from the mentoring and training program
in this way that the learner is taken as the expert in coaching while the
mentor and trainer is the expert with respect to their program.
In mentoring the relationship is life as well
as it makes on the personal basis. While coaching the relationship with coach
and learner is based on the professional experiences and the learner is the
owner of the coaching program
Descriptions of 3 different types of coaching and 2 different styles of
coaching (AC 1.2)
There are different types
of coaching which the coach provides to their clients or individuals who employed
them. The coach is specialized in their field regarding whom they provide
coaching to their clients. Some of the most common types of coaching include
business coaching, leadership coaching, and career coaching. The business coach
provides information regarding entrepreneurship and how to establish the
business. Career coach guides their client regarding the career which is best
suitable for them. The leadership coach develops leadership skills in their
clients. The leadership coach increases various skills in the individual which
are highly essential for becoming a good leader
The coach utilizes
various coaching styles for providing coaching to the individuals. There are 4
types of coaching styles, which include dominance, influence, steady and
conscientious. Many coaches around the world use influence style of coaching.
The reason for using influence style is because they want to influence their
clients so that they can achieve their goals. The coach interacts with their
clients and convinces them to perform certain tasks, which will lead them to
success. Some coaches use steady style of coaching in which they listen to
their clients and then give them necessary information regarding how they can
achieve their life goals.
The autocratic and democratic styles are
both used in the coaching as well as in mentoring. It depends upon the coachee or
mentee and their specific outcomes. The effectiveness of both types is related
to the situation. In the democratic style, the decision is made with the
consent and participation of the whole team, while in the autocratic practices
the coach or mentee is all in all in the providing training as the decision is
made by one person. Usually for the young and inexperienced learner, autocratic
style is more effective than democratic as they have less experience and they
are on the track of learning. On the other hand, in the case of experienced coachee
or mentee, the democratic style is impactful that is aimed to create more
confidence and performance consistency by working on the loops holes in
performance.
In the directive coaching style, the coach or
mentor directly participate in the process of the achieving set-goals of
performance. They assist and give the instruction, guidance, advices, and help
to make the road map to the learner, therefore, they role is more influencing. In
the directive approach the mentee is benefited with the shared experience and
the solution is also suggested by the mentor or coach.
On the other hand in the
non- directive approach the coach and mentor plays a supportive role in
achieving the set-goals. The mentee just gets help from the coach or mentor to
achieve his decided goals. The mentor and coach just help the mentee/coachee in
diagnosing his issue and problems by getting knowledge and information by the
coach and find their way to resolve the issue. Both approaches of coaching depend
on the level of understanding, experience and nature of goals he aimed to
achieve
An analysis of the stages in a one-to-one coaching process and the roles
of coach and coachee (AC 1.3)
CIPD Comment
The coaching process has
5 stages, which include planning, observation, analysis, evaluation, and
feedback. In the planning stage the coach plans the coaching program and
designs the whole program for the coachee. In this stage the coach provides the
initial information to the coachee. In this stage the coach guides the coachee
regarding how it can achieve its desired goal and what are the ways of
achieving goal. The second stage is the observation stage in which coach
enhances the knowledge and skill of the coachee. In this stage the coachee
learns new skills which are necessary for the coachee to achieve its goal.
The third stage of the
coaching process is the analysis stage in which the coach analyzes the
performance of the coachee to know whether the coaching program has
successfully carried out or not. After the analysis the coach evaluates the
performance and skills of the coachee. In this stage the coach evaluates how
efficiently the individual has learned the skills. The last stage of coaching
process is the feedback stage in which coach takes the feedback from the
individual. The positive feedback means that the goal of caching program has
successfully been achieved.
The
role of the coach at every stage is considerable as at the initial stage of
observation, the coach focuses on to find the loop holes that are needed to be
filled to achieve the goals of the Coachee. Following this, the coach plans for
the improvement of the performance and he selects different models and
techniques to achieve the focused goals. At reaching the third stage, the coach
implements the decided solution. After he evaluate the impact of the applied
models and techniques whether they are effective in achieving the set-goals or
there is need to make further improvement. At the final stage, the coach take
the feedback of the after in terms of the performance of the coach.
Similarly,
in the coaching process, the role of coachee is also important as at every
stage, his active participation is required to achieve the goals. The coache
take part in the coaching process by acting and practicing on the models and
techniques that are facilitated by the coach as a way to reach the decided
goals. The coach’s performance also depends on the Coachee response and
efforts. The feedback of the coach’ efforts appeared in terms of the coachee
performance
6. Descriptions of a typical mentoring process and the roles of mentor
and mentee (AC 2.2)
The mentoring process has
basically four phases, which include Preparing, Negotiating, Enabling, and
closure. In the first phase the mentor provides initial guidance to the mentee.
It is the stage of discovering the mentoring relationship. In this phase the
mentor tries to build relationship with the mentee. The mentor tries to build
trust between them so that mentee can be influenced to achieve its goal. The
context is developed for the learning partnership. The second phase of the
mentoring process is the negotiation phase. It is the business stage. In this
phase mentor share their own experience with the mentee so that the knowledge
and skills of the person can be enhanced. The mentee takes guidance from
mentors and increases its knowledge. A learning agreement is created to set
ground rules and shared responsibilities. The working boundaries are also set
The third phase of the mentoring process is enabling. It is the working stage. In this phase the mentor influences its mentee to make decisions through which it can achieve its desired goal. The mentor assists the mentee in making the right decision, which will allow mentee to achieve success. The learning challenges of the mentee are also addressed. The mentor provides guidance and expertise so that the mentee's performance and knowledge enhance with the passage of time. The last phase of the mentoring process is closure. It is the reflecting stage. The values of the relationship are assessed. Areas of learning and growth are identified. The learning outcomes are celebrated. The relationship between the mentor and mentee is for a long time and depends on mutual trust and honesty.
8. Explanations of 2 models and 2 techniques which can be used in coaching
and mentoring and how these can support individual learning. (AC 3.1)
The OSCAR model of
coaching & mentoring can be used for providing coaching to individuals. The
OSCAR model was developed by Karen Whittle worth and consider among the most
used models. The Oscar model is an acronym of Outcome, Situation, Choices,
Actions, and Review. In the first step identify the outcome which the
individual wants to achieve. Then clarifying the salutation of the individual
is necessary. In the third step different choices are considered from which the
best chic is chosen in the action step. After that the choice is then reviewed.
Another model that is
used for implementing the coaching and mentoring process is the GROW model of
coaching and mentoring. The GROW model stands for Goal, Reality, Options, and
will. This model is similar to OSCAR model because the OSCAR model is the
enhanced form of GROW model.
There are some techniques
that every mentor or coach has to use for couching. The first tool is related
to the coaching tool. The couch has to give five minutes per session that the
couches are able to analyze the progress. The next technique is that the couch
has to set a SMART goal for couching. The reason is that through this, he is
able to complete his task in the required time. Moreover, the next technique is
related to effective coaching. In that technique, he has demonstrated how the
members are able to share their knowledge in an effective way. The couches must
have to use another technique that is related to writing. He must have to write
the strength and weakness of every member and then deal with the member
according to its power.
The
Johari funnel interview is used as a technique in coaching and mentoring. In
the Johari funnel interview the process based on the following model;
As
per the above funnel technique it can be seen that the process is based on the
4 stages of development in which the at the initial stage the introduction
takes place between the coach/mentor and coachee/mentee. The purpose of the
coaching and mentoring are discussed to an understanding about the goals.
The
second stage of the research is based on the general discussion about the
focused topic along with the question/answers session about the attitude and
aims towards the goals.
The
third stage is about the awareness where the development process starts by
discussing the ultimate goals and objectives. The attitude towards the proposed
goals is analyzed.
At
this stage, the coach and mentor suggest the specific solution towards the
proposed goals
You should also include 3-5 references from up-to-date and relevant sources in order to support your findings. Please ensure that all reference sources are acknowledged correctly within the text and on a reference list provided.
Jones, R. J., & Guillaume., Y. R. (2016). The
effectiveness of workplace coaching: A meta‐analysis of learning and
performance outcomes from coaching. Journal of Occupational and
Organizational Psychology, 89(2), 249-277.
MacLennan, N. (2017). Coaching and mentoring.
Routledge.
Russell, M. L., & Russell, J. A. (2011). Mentoring
Relationships: Cooperating Teachers' Perspectives on Mentoring Student Interns.
Professional Educator, 35(1), 1.
Salehzadeh, R. (2017). "Which types of leadership styles
do followers prefer? A decision tree approach. International Journal of
Educational Management, 31(7), 865-877.
Stenbom, S. M. (2016). Revising the community of inquiry framework for the analysis of one-to-one online learning relationships. The International Review of Research in Open and Distributed Learning, 17(3).
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