Coaching and Mentoring Techniques for Staff Development - Desklib

This presentation discusses coaching and mentoring techniques used for staff development in leadership management. It covers topics such as understanding employee's perspective, creating clear objectives and goals, asking for feedback, managing team disputes, and more. The presentation also highlights the value of high performance work culture and the participative leadership style adopted by DPD Group. References are provided at the end.

Leadership
Management

Cover Content
 Introduction
 Coaching and Mentoring techniques used to
develop staff
 Coaching Techniques used to develop staff
 Mentoring Techniques used to develop staff
 Conclusion
 References

Introduction
• Leadership is an ability of an individual to understand
and focus on achieving vision by ensuring day to day
activities are happening according to plan.
• Leadership management is a process of influencing and
motivating people by maximising their efficiency in
order achieve business goals.

Value of High Performance
Work Culture
• The Value of DPD group is created by its employees and their
dedication level which they contribute in achieving the goals and
objectives of business.
• Company focus on remaining always at high level in logistic and
transport market.
• They build relationship based on respect and trust to customers and
staff.

Coaching and Mentoring
techniques used to develop
staff
• Coaching generally means helping employees to learn and
improve their specific skills. It focuses on individual in
order to develop their skills in effective and efficient
manner.
• Coaching is a training method which is provided to
employees for improving their performance, career and
skills. The main purpose coaching is to identify the
potential of staff for improving their performance and
efficiency while working in Organisation.

Coaching Techniques used to
develop staff
• Managers of DPD Group can achieve great success by
focusing in implementing effective coaching techniques
that can help in improving the performance and growth of
staff.
• The main focus on coaching technique is to improve the
performance of team and leads to healthy business.

Understand Employee's
Perspective
 It is one of the coaching techniques which can be used
by DPD Group for improving the performance and
engagement of staff. In order to coach employees it is
necessary to understand their perspective.
 Each employee has different preference, personality
and motivations that helps in aligning the way through
which they can perform best.

Create clear objectives and
goals
• It is another technique which can be used by
company in order to increase the performance level
of workers.
• DPD Group must have proper strategic plan for
defining goals and objectives in clear aspects.

Ask for Feedback
• The coach of DPD Group must ask for feedback to
their staff and focus on open ended question so that
they can clarify their doubts.
• By asking for feedback company can also make
changes and improvement according to their
perspective.

Manage team disputes
• Manage team disputes is also a technique which must be used by
DPD Group for improving the performance and efficiency of
staff while working.
• In organisation disputes occurs between employees due to
misunderstanding and miscommunication so it is necessary for
coach to handle and solve the conflicts between staff in order to
create positive working environment.

Mentoring Techniques used to
develop staff
Mentoring is an activity of providing support to staff in order
to build the skills and focus on achieving their career goals.
• Identify employees who can do well in leadership role
• Improve Employees Career Development
• Celebrate Diversity

Conclusion
 From the above information it is being concluded that there are
various leadership style which is adopted by organisation such as
participative, authoritarian, transactional, transformational, etc.
 DPD Group implements participative leadership style in which
they involve employees in decision making and encourage them
to participate in business activities and provide their valuable
feedbacks.

References
Ballesté, C. and et. al, 2021. Leadership, management, quality,
and innovation in organ donation: 2019 kunming
recommendations for one belt & one road countries. Clinical
Transplantation.
Moon, C., Walmsley, A. and Aposto lopoulos, N., 2018, October.
Leadership, management and governance implications of the
UN higher education sustainability initiative. In European
Conference on Management, Leadership & Governance, (pp.
171-XIV). Academic Conferences International Limited.
Binagwaho, A., 2020. We need compassionate leadership
management based on evidence to defeat COVID-19.
International Journal of Health Policy and Management.
9(10). p.413.