Coaching and mentoring can reap huge results in all organisations.
But how to make it work effectively? Take two minutes out of your day
and read our top 10 tips to help get coaching and mentoring right,
covering all aspects including understanding the problem that needs to
be solved to ensuring you understand the difference between mentoring
and coaching. Read now. Become enlightened.
|Photo: Gary Cattermole|
|Photo: Todor Tsvetkov/iStock|
1) Never use coaching as a solution to a remedial issue
It has to be entered into willingly by the coachee. If you have an employee who is not behaving as they ought, tackle it as a disciplinary issue, coaching is not the alternative 'avoidance' route.
2) Never force a coachee to work with a specific coach
The fit has to be there for the trust to build.
3) Have a clear understanding of what coaching is (behaviour change)
It is distinct from both mentoring (skill development) and counselling (emotional support).
Both sides may not understand the differences and could be expecting something different from coaching.
4) Mentoring v. coaching – which is best?
Mentoring is often used for junior and middle role positions, whilst coaching is beneficial for those in more senior roles. Usually a blend of both methods is used – with a weighting towards one. This does not mean you should not coach junior roles, only it might be less effective as they may have less inner knowledge to exploit – which pure coaching draws upon.
5) Start with a good set of ground rules
The level of confidentiality that will exist needs to be agreed. Breaking this fundamental rule would impact on the employment relationship by causing a breakdown in trust and confidence between both parties.