In recent years there has been a significant rise in the demand for mentoring and coaching for professionals. The driving forces behind this are:
- Executives, managers and other specialists are required to demonstrate professional development.
- More competition in the workplace and business employment environment.
- Radical changes are being influenced by the emerging industrial nations. This is in relation to the skill mix required of managers and other professionals in the developed countries;
- A diverse range of personal and professional skills, knowledge and expertise are required in today’s competitive business environment.
As demand has increased, so has the diversity of roles played and the range of services offered. Furthermore, there are a wide range of variations and combinations of mentoring and coaching for professionals.
Workplace mentoring is, a structured, organised, element of the organisation’s training and development activity. However, organised training activities and the formal appraisal process carried out by Line managers are often carried out as separate entities from the mentoring. Therefore, alignment of these facets would be beneficial.
Mentoring takes the form of a confidential, one to one relationship, whereby an experienced, senior person will support and help a lesser experienced individual to progress in their career. In addition, planned development programmes, such as management fast-tracking are designed to help prepare individuals for a more senior post, or to lead a phase of workplace activity such as a project.
What does a mentor offer?
The mentor offers guidance and advice, in a supportive and non-threatening manner. The aim is to provide the recipient with support that will enable them to move forward confidently. Mentoring helps achieve workplace and organisational objectives. A good mentor will possess the following traits in order to help others succeed and fulfil their potential:
Coaching in an organisation has traditionally been part of the line-manager role or that of experienced employees. The aim is to enable less experienced colleagues to carry out an activity, or set of activities, competently. Furthermore it is part of the performance review process carried out by the Line Manager. The development of the individual’s skills and evaluation of their performance/progress are achieved through coaching.
What are the benefits of Coaching?
Coaching is a process aimed to improve performance. It focuses on the ‘here and now’ rather than on the distant past or future. Fundamentally, the coach helps the individual to improve their own performance in a personal and professional context. https://afcconsultants.co.uk/individual-coaching-programmes/
A Coaching Culture
In the current climate the expectations of employees are more demanding than ever. Responsibility of the leaders and managers to achieve results in the organisation has increased. Hence, this has an impact on the individual to perform at a greater degree.
Consequently, many organisations are establishing coaching cultures, where there is an expectation for ongoing coaching. Managers who have become accredited coaches or externally qualified coaches deliver the coaching programmes for individuals.
The Ideal Coach
The ideal coach is a person who has been trained in coaching techniques. They have a broad range of experience and expertise, and understand current business activity. Most noteworthy, they also identify trends and have the ability to tailor the personal development and ultimately the individual’s career. Mutual respect, trust and core values are pre-requisite characteristics in the coach and coachee relationship.
What does a Coach help to achieve?
A coach works with individuals and organisations to help them to achieve higher levels of performance and/or specific goals. First of all, they take pas performance and events into account. As a result, it helps the coachee focus on actions and goals for the future. The approach is action oriented, looking at where the client is now, where they want to be in the future, and how best to get them there. This framework is familiar to those involved in strategic planning or project management, as it is the foundation of both. The coach enables the coachee to build a development plan that will help them achieve their objectives.
Coaching & Mentoring key skills:
As discussed, there are similarities in the two roles, and, as a result, the differences are virtually indistinguishable. A combination of both skills are used to help the individual develop. Coaches and mentors are expected to have appropriate knowledge, experience, and be skilled in:
- listening actively; communication techniques;
- being able to understand the work and personal environment of the person being coached;
- building a rapport and developing a relationship;
- asking appropriate questions;
- directing the coachee to other sources of help when appropriate;
- identifying, agreeing and setting goals;
- helping to devise action plans to achieve the goals;
- helping to monitor and make adjustments to the plans;
- and finally, knowing when it is time to end the relationship.
The benefits are numerous for the individual , including:
- avoid making mistakes in their business or personal lives;
- achieve more, in less time;
- minimise current problems;
- effectively prepare for potential difficulties;
- be happier with their personal and-or work life;
- achieve career or personal development targets;
- change career or career direction;
- become more effective and influential in all areas of their life;
- be more attractive to others, in their career and professional development and/or their personal life.
For organisations, the benefits are similar. They include:
- learning from a person who has a broad range of knowledge;
- obtaining independent, unbiased, objective, advice and guidance;
- gaining improvements to productivity, quality levels, customer satisfaction, shareholder value;
- gaining increased commitment and satisfaction levels in operational and management staff;
- improved staff retention;
- supporting other training and development activity;
- visible evidence that the organisation is committed to developing and improving;
- establishing an effective process for organisational development.
The current role of Coaching & Mentoring
The role of mentoring and coaching has changed radically over recent years. However, the changes are generally accepted as being positive ones, and today coaches are accepted as an integral feature of the development process, both for individuals and for organisations.
As always, great care must be taken to ensure that the coach and any process that is undertaken is appropriate for the particular client, but with this caveat. Finally, in today’s business world, it is clear that coaches have an important role to play in the development of individuals and organisations.
Coaching & Mentoring for future leaders
In conclusion, coaching is a necessity as the pace of change and the complexity of business activity increases. https://afcconsultants.co.uk/developing-people/coaching-performance/
For more information on Coaching and Mentoring contact us today on: https://afcconsultants.co.uk/contact/ or call Andrée on 0845 6182879 or 07702 818665. We look forward to hearing from you and welcome a discussion regarding your coaching and development needs.