Mentoring & Coaching Presentation

1. MENTORING AND COACHING
• MENTORING IS WIDELY RECOGNIZED TODAY AS AN EXTREMELY BENEFICIAL CAREER DEVELOPMENT
TOOL.
• STUDIES HAVE SHOWN THAT HAVING A MENTOR IS A TOP FACTOR AFFECTING A MENTEE’S SUCCESS,
CAREER SATISFACTION, AND WHETHER THEY STAY WITH AN ORGANIZATION.
• MENTORING INCREASES THE LIKELIHOOD OF SUCCESS AND THE LEVEL OF ACHIEVEMENT.

2. ROLE DEFINITION
PROTÉGÉ
Junior member of
organization / fresher
MENTOR
Share values and
career counseling
CAREER
SUCCESS
SATISFACTION

3. MENTORING
• THE MENTORING PARTNERSHIP IS AN AGREEMENT BETWEEN TWO PEOPLE
SHARING EXPERIENCES AND EXPERTISE TO HELP WITH PERSONAL AND
PROFESSIONAL GROWTH.
MENTOR IN A CORPORATE WORLD
 IT IS A RELATIONSHIP WHERE AN EXPERIENCED PERSON ASSISTS THE
JUNIOR LEVEL EMPLOYEES TO BECOME POTENTIAL MANAGERS OF
TOMORROW
 THE MENTOR ALSO FACILITATES CAREER DEVELOPMENT AND PSYCHO-
SOCIAL DEVELOPMENT BY PROVIDING A VEHICLE FOR ACCOMPLISHING
THE DEVELOPMENT TASK

4. THE MENTOR
WHAT DOES IT TAKE TO BE A
MENTOR?
 DESIRE
 TIME
 REALITY CHECK
 INDIVIDUAL CAREER DEVELOPMENT
PLAN
FUNCTIONS:
 COACHING
 ROLE MODELING
 COUNSELING
 FRIENDSHIP
 EXPOSURE AND VISIBILITY
BENEFITS:
 PASS ON SUCCESSES
 PRACTICE INTERPERSONAL &
MANAGEMENT SKILLS
 BECOME RECOGNIZED
 EXPAND THEIR HORIZONS
 GAIN MORE THAN THE PROTÉGÉ
DOES

5. THE PROTÉGÉ
RESPONSIBILITIES:
 WILLING TO LEARN
 ABLE TO ACCEPT FEEDBACK
 WILLING TO “STRETCH”
 ABLE TO IDENTIFY GOALS
BENEFITS:
 LISTENING EAR
 VALUABLE DIRECTION
 GAPS FILLED IN
 DOORS OPENED
 DIFFERENT PERSPECTIVE

6. COACHING
• AN APPROACH TO MANAGEMENT - HOW ONE CARRIES OUT THE
ROLE OF BEING A MANAGER.
• IS A SET OF SKILLS FOR MANAGING EMPLOYEE PERFORMANCE
TO DELIVER RESULTS
• IS A PERSON TO PERSON TECHNIQUE – TAKES PLACE
INFORMALLY
• TO DEVELOP INDIVIDUAL KNOWLEDGE, SKILLS & ATTITUDES
• IS A SKILL OF FACILITATING THE LEARNING, THE DEVELOPMENT &
PERFORMANCE OF ANOTHER PERSON

7. YOUR AIMS AS A COACH – A DIRECTIVE APPROACH
• PROVIDE GUIDANCE ON HOW TO CARRY OUT SPECIFIC TASKS – TOWARDS LEARNING
• HELP PEOPLE BECOME AWARE OF HOW WELL THEY ARE DOING AND WHAT THEY NEED TO
LEARN
• USE WHATEVER SITUATIONS ARISE AS LEARNING OPPORTUNITIES

8. THE COACHING SEQUENCE
• IDENTIFY AREAS OF KNOWLEDGE, SKILLS OR CAPABILITIES WHERE LEARNING NEEDS TO TAKE PLACE
• ENSURE THAT THE PERSON ACCEPTS THE NEED TO LEARN
• DISCUSS WITH THE PERSON WHAT NEEDS TO BE LEARNT & THE BEST WAY TO UNDERTAKE
LEARNING
• GET THE PERSON TO MANAGE THEIR OWN LEARNING
• PROVIDE ENCOURAGEMENT & ADVICE
• PROVIDE SPECIFIC GUIDANCE WHEN REQUIRED
• AGREE HOW PROGRESS SHOULD BE MONITORED & REVIEWED

9. THE “GROW” MODEL
• G – GOALS = AGREE ON COACHING AIMS
• R – REALITY = ADDRESS REAL ISSUES
• O – OPTIONS = IDENTIFY & EVALUATE
APPROACHES AVAILABLE
• W – WILL = HELP PERSON TO WORK OUT HOW
LEARNING WILL BE APPLIED
GROW
Goal
Reality
Options
Will

10. THE “GROW” MODEL
WILL
What will you do next…?
How, when, with whom…?
What do you need from me?
OPTIONS
What could you do to move
yourself just one step forward…?
What are your options…? How
far towards your objective will
that take you…?
REALITY
What is happening now that tells
you…? Describe the current
situation… What made you realise
that you need to do something
different?
GOAL
What do you want to move forward on…?
What can we achieve in the time
available…? What would be the most
helpful thing for you to take away
from this session?
TOPIC
Tell me about…
What would you like to
think/talk about…?
Give me a flavor in a few
short sentences...
T
G R O
W

11. CREATING A COACHING CULTURE
• HAVE A COACH CONVERSATION EVERY DAY
• LIVE COACHING, DON’T PRETEND IT
• MAKE SURE YOU HAVE A COACH FOR YOU
• BUILD RELATIONSHIPS, THEN COACH
• REMEMBER COACHING IS LISTENING, NOT TELLING
• BUILD ON STRENGTHS, CREATE ENERGY FOR POSITIVE CHANGE
• VALUE EVERYONE’S DIFFERENCES AND UNIQUENESS
• HAVE REGULAR, CONSISTENT, STRUCTURED CONVERSATIONS WITH EACH PERSON
• PLAN AND AGREE ON STRETCH GOALS; REVIEW FREQUENTLY

12. THANK YOU!!!