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Detailed Report on Developing Skills

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Developing Skills is important to carry out different task within given time. Read this document to know about different approaches to enhance your developing skills by experts of Assignment Desk. – PowerPoint PPT presentation

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Title: Detailed Report on Developing Skills


1
  • DEVELOPING SKILLS

2
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.

3
  • 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.

4
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.
5
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.

6
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7
  • 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.

8
  • 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.

9
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.

10
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.

11
TO BUY COMPLETE ASSIGNMENT
  • Visit Us or
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  • Assignment Desk provides assignment help
    writing services from professional UK writers at
    reasonable prices. This helps the students to
    submit their assignments within deadlines and
    score A grades in it.

12
  • 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.

13
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.

14
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.

15
  • 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.

16
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.

17
TO BUY COMPLETE ASSIGNMENT
  • Visit Us or
    Contact us
  • Phone 44 203 8681 670
  • Email help_at_assignmentdesk.co.uk
  • Assignment Desk provides assignment help
    writing services from professional UK writers at
    reasonable prices. This helps the students to
    submit their assignments within deadlines and
    score A grades in it.

18
  • 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.

19
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.

20
THANK YOU
21
TO BUY COMPLETE ASSIGNMENT
  • Visit Us or
    Contact us
  • Phone 44 203 8681 670
  • Email help_at_assignmentdesk.co.uk
  • Assignment Desk provides assignment help
    writing services from professional UK writers at
    reasonable prices. This helps the students to
    submit their assignments within deadlines and
    score A grades in it.
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