3. Definisi
 Coach… seseorang individu yang memberi
bimbingan khusus kepada sekumpulan
individu lain. Mengambil berat mengenai
pencapaian menuju ke arah objektif yang
ingin dicapai oleh kumpulan
Cth: pengajar kepada pelajar

4. Mentor… seseorang yang boleh
dipercayai seperti pengajar, kaunselor
dan selalunya individu yang lebih
berpengalaman. Berkongsi maklumat
dan pengalaman, melatih pada tahap
tekanan yang rendah dan
menggunakan pendekatan mencari
jawapan secara sendiri dengan
bantuan.

5. Perbezaan Mentor dan
Coach
Mentor Coach
Focus perseorangan Pelaksanaan/
pencapaian
Role Tiada agenda Mempunyai
tertentu agenda
tertentu
Relationship Pilihan Datang
Sendiri bersama-
sama tugas

6. •Coaching … kaedah menjalani sesuatu latihan secara
langsung kepada sekumpulan individu bagi mencapai
sesuatu objektif atau bagi tujuan mengembangkan lagi
kemahiran tertentu.
•Mentoring ... Kaedah melibatkan seseorang individu
yang mempunyai kelebihan ilmu atau pengalaman
membantu individu yang kurang ilmu dan berpengalaman

7. Apa itu Coaching dan Mentoring?
 Membantu di dalam memenuhi proses yang
melibatkan keperluan, motivasi, keinginan,
kemahiran dan pemikiran terhadap seseorang
individu untuk berubah.
 Menggunakan kaedah menyoal bagi membantu
pelatih berfikir di dalam mengenalpasti
penyelesaian dan tindakan daripada menerima
sahaja pandangan orang lain.
 Membantu pelatih dalam menetapkan objektif dan
kaedah yang bersesuaian.
 Melihat, mendengar dan berkongsi maklumat dengan
pelatih bagi memahami situasi.

8. COACHING

9. COACHING
Instructional Aims
The participant will be able to:-
1. Identify the approach of coaching style
2. Name the characteristics of coaches
3. List the strengths and weaknesses of coaching.

10. DEFINITION OF COACHING
 Coaching is the art of improving the
performance of others
 Coaching is essential a conversation dialog
between a coach and a coachee within a
productive, result –oriented context
 Assisting with Personal Development &
Better Performance.

22. The Coaching Process
Structuring Coaching
DEFINITION
Determine goals
ANALYSIS
Understand the present
EXPLORATION
Explore option to achieve goals
ACTION
Say when task will be done
IMPLEMENT
Implement agreed sections
FOLLOW UP
Review progress at next session

23. ORIENTATION / APPROACH
 People learn best by doing
 They will do best what they want to do
 People will learn what is practical.

24. COACHING PROCESS
 The coaching process divides into
three main areas:-
 Planning
 Conducting
 Evaluating.

25. COACHING SKILLS
 Know how to communicate effectively
 Understand the learning process and training
principles
 Understand and implement appropriate teaching
methods
 Understand the various coaching styles
 Understand the capabilities of growing children
 Understand the causes and recognise the symptoms
of over-training
 Prepare training programs to meet the needs
 Assist trainees to develop new skills

26. Cont…
 Use evaluation tests to monitor training progress and
predicting performance
 Advise trainees on their nutritional needs
 Understand and know how to develop the trainees
energy system
 Advise trainees on relaxation and mental imagery
skills
 Advise trainees on the use of legal supplements
 Evaluate the trainee's competition performance
 Evaluate trainee/training and trainee/coach
performance.

27. Primary coaching skills
 Need to develop the skills of providing instruction and
explanation, demonstrating, observing, analysing and providing
feedback.
 Think about and plan what you are going to say, gain the
trainee's attention, keep it simple and to the point and check they
understand.
 In providing demonstration make sure you are in a position
where the trainees can clearly see you, focus on only 1 or 2 key
points, repeat the demonstration 2 or 3 times. (let them practice
the skill).
 In observing and analysing break the action down into phases,
focus on one phase at a time, observe the action several times
from various angles.
 In providing feedback encourage the trainee to self analyse by
asking appropriate questions, provide specific and simple
advice.

28. Analysis of the last program
 Strengths
 What were the best aspects of the program and why?
 What did we do well and why?
 Weaknesses
 Are there gaps in the program?
 What did we not do very well and why?
 Opportunities
 How can we enhance the program to the benefit of the
trainee?
 Threats
 What may prevent us achieving the short and long
term objectives?

29. STRENGTHS
 Emphasizes purpose
 Challenge learners
 Realistic
 Lets people perform and make mistakes
 Takes risks
 Gives feedback
 Builds confidence.

30. WEAKNESSES
 Losses patience with slow learners
 Intimidating
 Insensitive
 Competitive
 Opportunistic.

31. PRINCIPLES OF EFFECTIVE
COMMUNICATION
 THINK clearly
 LISTEN intelligently
 SELECT appropriate MEDIA
 TIME YOUR communication
 USE APPROPRIATE language
 OBTAIN Feedback.

32. Element of communication in
coaching…
 Establishing trusting climate
 Listen
 Questioning skill
 Empathizing
 Communicating ideas clearly
 Ensuring confidentially
 Fostering self-awareness.

33. Conclusion Conclusion
Mentoring is a power free - mentor provides
advice, shares knowledge and experiences,
and teaches using a low pressure, self-
discovery approach.
The mentor is both a source of
information/knowledge and a Socratic
questioner.
Coach is someone who concern in your
performance, ability to adapt to change, and
enrolling you support in the vision/direction
for your work unit.