An explanation of the concept of coaching and how it differs from mentoring and other L&D methods.

In general, there are significant differences between coaching and mentoring. Some of the differences are as follow:

 The same can be said about other L&D methods as well as they are long-term activities and aimed at the career development of a person. Meanwhile, coaching can focus on other aspects as well like issues faced by the person.

Descriptions of 3 different types of coaching and 2 different styles of coaching.

The three types of coaching include:

·         Executive Coaching: This type of coaching tends to focus on assisting senior leaders within a firm in improving their personal performance and leadership. It can enable an executive to have a specific thinking space to concentrate and focus on some specific issues.

·         Leadership Coaching: Leadership coaching generally has the objective of helping leaders in improving their leadership skills and capabilities. The coach often has more experience and knowledge than the leaders who need improvement in their abilities.

·         Career Coaching: In this area, a coach is focused specifically on the career development of the person. He is likely to utilize a diversity of skills such as mentoring, consulting, and advising in helping the individual in getting additional insights (David Megginson, 2005).

Meanwhile, two different coaching styles include:

Autocratic: In such a style, decisions are made by coaches and individuals have to follow the orders. The control is solely practiced by the coach.

Democratic: It is quite different from the autocratic style as it is focused on shared decision making and control. Perspectives of participants are also valued in this style. This is a common type of coaching style as it results in better outcomes and innovation.

An analysis of the stages in a one-to-one coaching process and the roles of coach and coachee.

The stages in a one-to-one coaching process include:

Analyzing: The first stage is concerned with collecting and interpreting the data of a coachee. Unique habits and issues are identified for ensuring that coaching intervention can be effective.

Preparing: The second stage is all about setting the objective of coaching session, focusing on behaviors of the coachee in each meeting, planning the interaction, and anticipating the objections. The required feedback is also planned which has to be delivered to the coachee.

Conducting: At this stage, questions are asked for opening the dialogue and sharing both ingihts and perspectives. In addition to it, it also involves extensive communication between both the coach and coachee to ensure that issues are not faced by the coachee.

Documenting: In this stage, measureable goals are set and specific steps are chosen for further improving the performance of coachee (Renton, 2010).

Following Up: The last stage is all about reviewing and repeating if an issue needs more attention.

A coach has a role similar to that of a mentor and he/she assists a coachee in reaching his full potential or resolving an issue. Meanwhile, a coachee is the person or apprentice who requires the assistance of coach to explore his skills or resolve an issue.

An explanation of the potential benefits of coaching for coach and coachee.

Following are the benefits of coaching for a coach:

·         It will enable a fuller utilization of potential and talents of the coach.

·         Helps him to learn new things through different experience of the individuals

·         Also helps him to increase personal learning skills and development

·         Through coaching the individual is able to enhance skills regarding achieving goals and targets

·         Moreover, the person is able to gain the ability to identify a new solution for the issues

·         Furthermore, the person is also improving its self-awareness skills by communicating and training

·         The person is also able to communicate in a more efficient way with others

·         The person is also able to contribute to different activities in a proper way

·         The person is also able to act more positively in achieving different goals

·         Also, the individual is able to enhance his social skills

·         It can be noted that coaching is a safe place to increase  perspective (Parsloe & Leedham, 2009)

·         One of the huge advantages of coaching is that it will help the coach to increase his deeper level of learning new things.

·         It will also help the individual to enhance specific skills that will change the nature.

·         With coaching the individual is able to identify high-quality skills in their employees

An explanation of the concept of mentoring and the nature of the relationship between mentor and mentee

The concept of mentoring is quite unique. It is the main process in which an experienced member of the organization is assigned to give a demonstration to an inexperienced member of the organization and trained that individual according to the nature of the organization. It is also one of the most important forms of teaching in which an individual check and analyze the performance of his team that is working in the organization (David Megginson, 2005).

Moreover, in many organizations, there are some mentoring programs that are only designed for promoting the performance of their employees.

Relationship between mentor and mentee

This can be explained through the help of a simple explanation, and the mentor is that person now has the ability to train mentee. Therefore the mentor is the main gate for the success of the mentee. If any mentee wanted to gain success and honor in his life, then he must have to give proper and absolute respect to his mentor. The mentor is the person that is involved in giving proper direction to the mentee. On the other hand, the mentee is able to gain proper knowledge from the mentor to gain proper success in his life. The mentor relationship must contain such elements as personal connection and shared values.

Descriptions of a typical mentoring process and the roles of mentor and mentee

The mentoring process is quite simple in that process. There are about five main steps. In the first step, the mentor needs to understand the mentee in a proper way. He has a sound knowledge about mentee. In the next step, the mentor will work on shaping the main goals for the mentee. Moreover, in the next step, the mentee has to check out the daily progress of its mentee and also highlight its main mistakes. In the fourth step, the mentor has to give proper feedback on the progress of the mentee and give essential suggestions for the future. In the last step, he just has to conclude the main goals of the mentor (Western, 2012).

Roles of mentor and mentee

·         There are a lot of roles of mentor and mentee some of them are given in the section below

·         Mentee roles

·         The mentee has to take proper charge on its personal development

·         The mentee also has to carry out all tasks in an essential way

·         The mentee should able to reflect and relate his own skills

·         Mentee also has to listen to its mentor

Role of mentor

·         He has to create positive counseling for his mentee

·         He also has to work on the professional growth of his mentee.

An explanation of the potential benefits of mentoring for mentor and mentee

There are some potential benefits of mentee and mentor that are given below

Mentee’s benefits

·         He is able to gain practical advice for supporting and encouragement.

·         He is also able to learn a different kind of things through experiences.

·         He is also able to enhance his personal skills

·         Being a mentee, he can easily improve his academic and social skills for the future

·         The mentee is also able to increase his communication skills and his confidence

·         He can easily identify different goals and also work for achieving

·         He is also able to make new friend and groups with others

·         He is able to solve different problems regarding studies

Mentor’s benefits

·         The mentor is able to increase its personal skills

·         He can easily enhance his communication skills

·         One of the major advantages of being a mentor is that he can easily develop leadership and management skills.

·         It will be easy for that person to enhance his confidence and motivation.

·         A mentor is also able to gain benefits from enhancing his personal growth.

·         He can easily increase the main circle of his friends.

·         The mentor is able to enhance his CV in a proper way (Parsloe & Leedham, 2009).

Explanations of 2 models and 2 techniques which can be used in coaching and mentoring and how these can support individual learning

The two main models of coaching and mentoring are Grow and Fuel model

 Grow model

It consists of 4 parts in which

G = Goal

R =Reality

O = Options

W = Will

This is also one of the most important models for coaching. At the start of the model, the organization looked for the main objectives and then after this, and they will analyze these objectives for checking its reality. After this, they worked for the main obstacles that are present in it, and the last stage of this model will figure out the main processes and other things that will help to carry out the project.

Fuel model

This model also consists of four main stages. In the first one the coaches are involved in farming the main conversation with the mentees in detail. Through this, they can be easily able to analyze the need for required training for achieving the objective.

Techniques

The two main techniques that are used by the mentor and coaches are

Devising of clear goals of the organization that contain deadlines and benchmarks

The next technique is related to time management, and the coaches must be prepared according to the situation and also react properly (Renton, 2010).

Part 1

Provide a short introduction to the organization

According to the situation, the HR director of the organization is wanted to apply a new HR strategy for the next 12 months. In that case, she wanted to identify one team that can easily able to handle these tasks in a perfect way. She just wanted to train her team so that they are able to support the anticipated change in the organization. According to that, she has assigned me an important task that is related to the development of the team. For that, there is a need for proper research that can easily able to develop some important resources and also support away day for the HR team. There are also some important tasks in the away day that are related to change in the organization. The HR department of the organization just needs to adopt these new changes and also support their employees according to it. The main task is that the HR department has to train its employees according to the change process in the organization. the reason is that through this training it would be quite easy for the employee to adopt such changes in an effective way.

Refer to at least 6 factors (this must include both internal and external factors) that explain why organisations need to change

There are 6 factors that will give proper information about why there is a need to change process in the organization. All of these factors may be related to internal and external

Control

This is the first factor because things were going out of control, and the organization is unable the meet the demand of the customers so this is why there is a need to change process.

New technologies

In the world of technology, many companies are adopting new technologies regarding new software applications or machines for carrying out all tasks in a proper way.

Crises

The next factor is related to the crises, the organization is dealing with some problem, and that can be solved through the help of the change process.

Pressure

Another important factor is related to the market pressure. The HR director has a sense of huge market pressure. Due to this, she had applied new changes in the management system of the organization so such problems can be minimized easily.

Time management

There were a lot of problems that occurred due to bad time management due to this there is a need to change process so such risks can be minimized easily.

Organizational climate

There is a need to change the climate of the organization (Beerel, 2009).

Identify 3 ways that your organisation might be impacted by these changes, referring to models as appropriate

There are many ways through which the organization is able to impact changes in the organization.

From them, there is some important model for the change in the organization are explained in a proper way.

McKinsey 7 S model

This is one of the most important models for change in management. This model consists of six important stages. The first stage is related to the strategy. In that stage, there is a need to plan the change that is going to implement in that organization. Now in the next stage, there is a need to make a proper structure of the plan. Then implement some system and shared values for carryout the main tasks. The last two stages consist of style and staffing.

Kotter’s change management theory

This model is one of the most used in many organizations when there is a need for any change management. The main idea behind this model is related to management. It will help the organization to apply any change in an effective way.

Lewin’s change management model

It is also a popular and most used model in organizations. The main reason is that through this model, it would be quite easy to make some changes and also able to understand the main culture of the organization.

Explain four factors that will be involved in the change process

There are a lot of factors that are included in the change management, but according to the nature of the organization.

From them, one of the most important factors is related to the active executive support in the organization. , working on a change in the management system. For that case, if the HR department of the organization is active enough, so this department is able to implement any kind of change in a perfect way. Moreover, due to this factor, it will be quite easy for the organization to carry out different functions.

The next factor is changing management leadership. If this factor is strong, then it will be extremely easy to implement any kind of change in the organization. The reason is that high-quality leadership will high-quality with all tasks in an effective way and also helps the organization to carry out all tasks. Moreover, if the leadership is powerful, then there will be no mistakes while completing different tasks (Reiss, 2012).

Another factor is dealing with the engagement of employees in supporting the change. If the employee of the company is active and also sincere, then it will be for them to implement any change in the organization. The main reason is that active employees are always working according to the requirement of the organization. Therefore, they will support that change and work efficiently.

The last factor is ideal communication with the employees. This means that if the member of the organization is involved in effective management through communication so any change can be implemented easily. In that case, the organization must have to give proper information about the change with the best way of communication. This will help the employees to deal with any kind of change in a proper way (Frank Voehl, 2017).

Explain and compare 3 different approaches your organisation could take in managing change and the approach to change management you would recommend for your own organisation

There are about three different approaches through which the organization is able to manage any kind of change in the organization. The three approaches are tools, turnaround, and transformation. If there is any need for an internal change management system of the organization, then they focus on the turnaround. The reason is that this approach only deals with internal management change. The main reason is that this approach is able to manage any change in an efficient way for welfare if the organization.

Moreover, there are many organizations that are using tools and techniques to implement any change. These kinds of tools are helping organizations to apply any change in a successful way. This is because, through these tools, it would be quite easy to manage the change.

Furthermore, the next approach is related to the transformation of implementing change in the organization. This is because it is just targeting the main behavior of the employee and also increase their capabilities that will help him to achieve the main goal of the organization. Also, it can be seen that this approach is overlapping with the implementation of tools for the change in the organization. Moreover, turnaround is also overlapping with transformation (Little, 2014).

Part B

Describe 3 different behavioural responses seen when change takes place in an organisation

In many organizations there are many employees that are not agree with any kind of change in the organization. The main reason is that they don’t want any kind of change in the organization. From them, one of the huge and common behavior responses of the employee is related to their anger. There are many employees that get angry after any change in the organization. Some of them get frustrated after the change and started work with an upset mood. Most of them tried to overreact and also take work stress after that particular change.  Due to this anger, they thought that due to such action, their job might be getting into danger.

After this, their next response is related to started make gossip about that change in the management. The reason is that they are not agreeing with that change and also no accepting that change in the organization. Therefore, they started to talk about that change in a proper way. They started to talk about the issues related to this change and also how they are able to control that change in the organization. Many employees were talking about the new change in the organization, and they decided how this change will represent the nature of their work.

The next thing is that the employees of the organization try to resist that change. This kind of behavior response is extremely common in most of the organization. The main reason is that they are not trying to accept this change. They thought that it would lead the individual towards failure. The employee of the organization thought that they might be lost face a lot of failure after the implementation of that change. Also, they thought this change might harm their personality and also their future condition of their job. Therefore, they started to show rude behavior in the organization and also not agreed with the term and condition of the change. In some organizations, there are such employees that started turnover after the change in management. Many employees leave the organization after that particular change because they don’t want to take any kind of job stress (Frank Voehl, 2017).

Explain 3 ways that HR can support individuals during change

There are different ways through which the HR department of the organization is able to help its employees to adopt these changes in a proper way. From them, these three ways are discussed in the below section

Addressing issues

In that case, the HR department has to listen to all issues regarding the change in management. For that, the HR department has to create a proper paper for the employees in which they will mention all issues. Then after this, this department has to analyze these issues in an efficient way. When this department is able to figure out these problems after the change, then they must have to work on solving these issues regarding these changes. The HR department has to work on the changes in a proper way so that there will be no pressure on the employee regarding that change (Beerel, 2009).

Enhancing communication

The HR department has to increase the level of communication with their employees. The reason is that the employees are not satisfied with the change in management in the organization. There must be a lot of problems with the employees regarding the changes. Such problems can be minimized easily after successful communication. This department has to communicate with each employee of the organization and relates its main problems regarding the new system. After listening to these issues, then this department has to solve this problem with effective communication. If the level of communication is high, then it will be quite easy for the organization to implement any kind of change in the organization.

Training

This is one of the best ways to implement any change in the organization. The HR department must have to give proper training to their employees after the change. The main reason is that through this training, they can easily adopt any change in the organization.

The main problem is that the implementation of training is not simple for this department. The main reason is that the HR department has to plan the training in a proper way. Then after this, the HR department has to make a proper schedule for conducting the training by consulting the employees. Then after this, this department must have to analyze the performance of their employees. They have to divide this training into different parts, and according to that, they have to check the main progress of their employees. There are some employees that are weak in the training the HR department has to work with them and solve their problems (Little, 2014).

References on an explanation of the concept of coaching and how it differs from mentoring and other L&D methods.

Alfes, K., & Catherine Truss, a. J. (2010). The HR manager as change agent: Evidence from the public sector. Journal of change management .

Beerel, A. (2009). Leadership and Change Management. SAGE.

David Megginson, D. C. (2005). Techniques for Coaching and Mentoring. Routledge.

Frank Voehl, H. J. (2017). Change Management: Manage the Change or It Will Manage You. CRC Press.

Little, J. (2014). Lean Change Management: Innovative Practices for Managing Organizational Change. Amazon Digital Services LLC - Kdp Print Us.

Millar, C., & Patricia Hind, A. v. (2012). Change agent sensemaking for sustainability in a multinational subsidiary. Journal of Organizational Change Management.

Parsloe, E., & Leedham, M. (2009). Coaching and Mentoring: Practical Conversations to Improve Learning. Kogan Page Publishers.

Reiss, M. (2012). Change Management: A Balanced and Blended Approach. BoD – Books on Demand.

Renton, J. (2010). The Economist: Coaching and Mentoring. Profile Books.

Western, S. (2012). Coaching and Mentoring: A Critical Text. SAGE.