Coaching & Mentor
In today's environment of changing technology and evolving organizations, coaching can have a strategic impact. It provides continuous learning and develops people to meet current and future needs. Business mentoring and coaching is an investment that you make in developing your key resource, people, for the long-term benefit of the organization.
Many people, even senior-level executives, have never learned how to be an effective mentor and coach. Mentoring is not simply answering questions and giving advice; it requires a unique set of skills and practice.
Productivity happens when managers can develop strong relationships with their employees. Executive coaching builds the capability of managers to help their employees with the intangible elements of human relationships. Done well, it can turn performance management into a collaborative process that benefits everyone.
The key focus areas of Coaching and Mentoring Training:
• Importance of Coaching and Mentoring
• New Trends and Issues in Mentoring/Coaching
• Roles of the Mentoring/ Coaching
• Phases of Mentoring/ Coaching
• Skills of a Mentoring/ Coaching
• Values of a Mentoring/ Coaching
• Developing and Implementing a Mentoring/Coaching Action Plan
Both coaching and mentoring are processes that enable both individual and corporate clients to achieve their full potential;
Coaching & mentoring, both of which focus on the individual, can enhance morale, motivation and productivity and reduce staff turnover as individuals feel valued and connected with both small and large organisational changes;
Coaching and mentoring share many similarities so it makes sense to outline the common things coaches and mentors do whether the services are offered in a paid (professional) or unpaid (philanthropic) role.
What are the Benefits of Coaching and Mentoring?
Mentoring has benefits for mentees, mentors and the employing organization. These benefits are summarized below:
• Improved job satisfaction and motivation;
• Improved commitment to employing organization;
• Improved career progression;
• Potential rejuvenation of longer serving staff;
• Enhanced achievement of targets;
• Increased productivity;
• Reduced complaints.
• Improved staff retention.
• Improved implementation of diversity policy;
• Better management of "talent";
• Aids development of empowerment policies.
Knowledge and skills benefit:
• Faster learning;
• Widening experience;
• Developing new knowledge and skills;
• Supporting innovation.
• Support for culture change;
• Support for reorganization and restructuring;
• Support for people in new roles and new jobs;
• Helps develop a positive attitude to change.
• Leadership skills;
• Improved succession planning, confidence and well-being in change situations.
Mentoring can also promote cultural diversity and can be used as a positive tool to enhance quality.