Detailed Report on Developing Skills

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• DEVELOPING SKILLS

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Coaching and Mentoring

• Coaching and mentoring are the important tools
  which help in development of the organization. It
  assists both individual and business to be
  productive, efficient and also provides way to
  employees to develop themselves and grow within
  the company and achieve their career goals.
• Coaching can be defined as a method that helps
  the individual to learn, grow and improve their
  performance in work place. Coach is required to
  provide knowledge, information, skills and
  techniques to learner which will help the
  employees to develop their overall performance.

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• Mentoring includes questioning, listening,
  clarifying and re-framing related to coaching.
  These are the learning relationships which help
  the organization to develop their employees and
  also individual to grow and identify their own
  skills which can give positive outcome to the
  person and company.

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Difference between Coaching and Mentoring
Difference between Coaching and Mentoring
Coaching Mentoring
It is a planned and schedule activities on the regular basis. It is not planned, if mentee needs some advice, support then mentors are required to arrange informal meeting with them.
Coach does not require knowledge of client's detail and information, he just need specific knowledge related with particular topic. Mentor needs to have experience and knowledge so that he can answer the questions of mentees.
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Benefit of coaching and mentoring

• Significance It helps the new employees to adapt
  with the environment and culture of the
  organization. Existing worker guides new
  employees and, make him understand his duties and
  responsibilities so that he can adjust in such
  environment.
• Employee growth and development Coaching and
  mentoring activities help the employees to grow
  and develop themselves. Both the programs provide
  guidelines which assist the human resource to
  understand the difference between real world and
  education theories. This enhances the skills of
  individual by remaining in touch with other
  professionals.

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• Company culture It also enhances the culture of
  the company so that new employees can adjust in
  the organization's practices.
• Professional satisfaction This helps in
  developing the skills of employees and increases
  the professional satisfaction by sharing
  knowledge and experience with new employees.
• Workers morale These activities help to enhance
  the morale of the manpower. Workers feel satisfy
  with the jobs and like their responsibilities and
  culture of the company. So due to high
  satisfaction with jobs, it decreases the jobs
  turnover and make employees more productive.
  People work in workplace for a long time which
  reduces the cost on hiring new people in the
  organization.

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• Company goal In this competitive era, if people
  are more productive and enthusiastic then they
  will be more productive so by this way
  organization will be able to achieve its goal.
• Retention It provides benefits. It encourages
  people and enhances their loyalty towards the
  company. So the people feel comfortable and have
  effective coordination with other employees.
• Team efficiency Coaching and mentoring programs
  help to increase communication between employees.
  So that they can coordinate effectively with one
  another and it increases the team efficiency
  among employees.

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Models and Approaches of Coaching and Mentoring

• There are many approaches and models related
  with coaching and mentoring. Approaches have
  basic two elements
• Mentors or coaches are needed to understand the
  actual motive of such activities in an
  organization.
• It focuses on talents and resources of the
  company that is employees they should be
  developed by such programs.

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Grow model

• Grow model
• It is the model which helps to understand the
  value of coaching and mentoring programs in the
  company. Grow refers to goal-reality-option-will
  (Wrap-up). It means it focuses on what the
  objective of the firm, what actually it wants.
  Second, it emphasizes on what is happening in the
  organization recently. Third various options
  available for company and what it will do in the
  future. This model helps to identify the
  problems in the company and identify suitable
  solution to resolve such issues in the firm. Grow
  model follow learning through experience,
  reflection, insight, making choices and pursuing
  them.

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• Steps of grow model Goal First step of grow
  model is to decide the actual goal of the company
  for arranging such coaching and mentoring
  programs. Objectives could be long term and short
  term. Goal should be specific, measurable,
  acceptable, realistic and timely.
• Reality Coach used to do self evaluation to
  identify the actual position of the company and
  its culture. Coach is required to understand the
  resistant of company and need to fulfill such
  gap.
• Options Third step of grow model is to generate
  the ideas which can help to solve the problems
  effectively. Coach can suggest options which can
  help to resolve the issues.
• Will It will help to execute the plan of action.
  Coach motivates the employees to perform better
  in the workplace.
• Employees can use such model to improve their
  performance so that they can grow and get
  personal success. Another model of coaching and
  mentoring is the skilled helper model.

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The skilled helper model

• It has three steps which can support employees
• Current scenario
• Preferred scenario
• Action
• Stage 1 Current scenario It defines the current
  situation of the company for the workers. It
  builds trust between employees and employers.
• Stage 2 Preferred scenario It helps to identify
  the wants of workers in an organization. It also
  provides options for employees how they can
  develop themselves.
• Stage 3 Action It gives such possible outcomes
  to employees through which they can enhance their
  knowledge and develop themselves.

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Non-directive approach and OSKAR coaching model

• Non-directive approach
• It has two various elements Push and Pull. Push
  element this push the employee to
  solve problem from the provided solutions by the
  coach. One cannot solve issues by their own
  solutions. Pull this seeks to help employees
  by finding their own solution rather than
  provided one.
• OSKAR coaching model
• This framework defines that organization need to
  focus on solution of the problems rather than
  emphasizing problem itself. It defines as
  Outcome-Scale-know how-Affirmaction-review.
  Outcome means what the objective of such coaching
  session and what actual exception of coach and
  team member by this session.

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• Benefit of such model is that it focuses on
  solutions rather than concentrating on problems.
  It has a strong fundamental theory that by making
  least changes, organization can get great
  results. There are some limitation that it
  focuses on problems majorly. It is too lengthy
  process so many times organization ignore to
  follow this model.
• There are so many other models like The Inner
  game, Kotter's 8 steps etc. are various model
  which are helpful to develop coaching and
  mentoring process in organizations.

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Stages of coaching culture

• There are several stages to build a coaching
  culture in an organization.
• First it is need to identify the need of coaching
  in the company.
• Next step is to create link between organization
  strategies and coaching strategy.
• Identify the current views in the firm and what
  needs to be developed.
• Now it is required to consult with leader so
  that he can suggest the areas where coaching is
  needed rather than directly pushed on employees.
• Next step is to develop communities of external
  coaches, Coaching is not for individual person so
  it is required to select such coach who can train
  people well and having maximum knowledge.

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• Need to develop a internal coaching capabilities
  in the organization.
• Next stage is to train managers that they can
  coach their executives as well.
• Organization need to endure that coaching is
  built into HR process also.
• Company need to ensure that approach used by
  staff at all levels.
• Last stage is to take review about the coaching
  process and find that how much it was beneficial.
  
• These steps are useful for developing individual.
  Coaching culture is very important in an
  organization that help in making changes in
  existing culture. It increases the involvement of
  staff in the company and also it supports the
  firm to make its strategies in a good way. This
  is beneficial for those organizations those which
  follow such process from start till end.

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REFERENCES

• Chhokar, J.S., Brodbeck, F.C. and House, R.J.,
  2013. Culture and leadership across the world
  The GLOBE book of in-depth studies of 25
  societies. Routledge.
• Eisenbeiss, S.A., 2012. Re-thinking ethical
  leadership An interdisciplinary integrative
  approach. The Leadership Quarterly. 23(5).
  pp.791-808.
• Hargreaves, A. and Fink, D., 2012. Sustainable
  leadership . John Wiley Sons.
• Hwang, C.L. and Masud, A.S.M., 2012. Multiple
  objective decision makingmethods and
  applications a state-of-the-art survey. Springer
  Science Business Media.
• Légaré, F. and Witteman, H.O., 2013. Shared
  decision making examining key elements and
  barriers to adoption into routine clinical
  practice. Health Affairs. 32(2). pp.276-284.

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THANK YOU
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