Skills and Behaviours for Ethical Coaching and Mentoring

Coaching
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Table of Contents
PROJECT 1......................................................................................................................................5
INTRODUCTION...........................................................................................................................5
TASK 1............................................................................................................................................5
1. Organisational strategies other than coaching or mentoring for developing leadership
capability and performance....................................................................................................5
2. Factors which impact coaching or mentoring are integrated at a senior, strategic and
organisational level.................................................................................................................6
TASK 2............................................................................................................................................7
1. Difference between various methods of coaching or mentoring including executive,
leadership, professional and business coaching or mentoring................................................7
TASK 3............................................................................................................................................9
1. Skills and behaviours required for ethical practice in coaching or mentoring at a senior and
strategic level..........................................................................................................................9
2. Importance and role of codes of practice, contracting and supervision at this level of
coaching or mentoring practice............................................................................................10
TASK 4..........................................................................................................................................12
1. Assess contribution of coaching or mentoring to improve both individual and organisational
strategic performance...........................................................................................................12
2. Evaluate application of coaching or mentoring within a specific organisation or business
environment..........................................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15
PROJECT 2....................................................................................................................................16
INTRODUCTION.........................................................................................................................16
TASK 1..........................................................................................................................................16
1. Communication skills, emotional intelligence and ability to build effective coaching or
mentoring relationships in a diverse social and cultural environment.................................16
2. Analysing ethical and moral values, beliefs, attitudes and personal integrity and assess
impact they may have on influencing coaching or mentoring relationship..........................17
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3. Own competence to support growth of capability, development and improved performance
in others................................................................................................................................18
TASK 2..........................................................................................................................................20
1. Analysis of effects on coaching or mentoring relationship of client’s role, position,
organisational context and cultural attributes affects coaching or mentoring relationship in
practice.................................................................................................................................20
2. Analysis of effect on coaching or mentoring relationship of clients’ personalities,
characters, value systems, knowledge, skills and experience affect coaching or mentoring
relationship...........................................................................................................................21
3. Analysis of effect on coaching or mentoring relationship of clients’ personalities,
characters, value systems, knowledge, skills and experience affect coaching or mentoring
relationship...........................................................................................................................21
4. A personal profile which illustrates your coaching or mentoring approach, practice and
context within which you are operating and include your contract/code of practice in an
organisation..........................................................................................................................22
CONCLUSION..............................................................................................................................24
REFERENCES..............................................................................................................................25
PROJECT 3....................................................................................................................................26
INTRODUCTION.........................................................................................................................26
TASK 1..........................................................................................................................................26
1. Describe how you establish and build effective coaching or mentoring relationships with
clients at a senior/strategic level...........................................................................................26
2. Describe how you discuss and evaluate clients’ development and support needs and goals
and agree a contract for coaching or mentoring in context of individual and organisation. 27
TASK 2..........................................................................................................................................28
1. Employees should actively participate and plan to participate in peer coaching or mentoring
and other personal and professional coaching or mentoring networks................................28
2. Employees should actively participate and plan to participate in supervision in order to seek
feedback and advice on your own performance as a coach or a mentor..............................29
3. Employees should collect client feedback in order to develop your own performance as a
coach or a mentor.................................................................................................................29
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4. The analysis of own strengths and development needs and plan to take action to improve
own executive, leadership, professional and business coaching or mentoring practice.......30
CONCLUSION..............................................................................................................................31
REFERENCES..............................................................................................................................32
Appendix........................................................................................................................................33
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PROJECT 1
INTRODUCTION
Organisation is having many employees that will help in increasing performance (Salter,
2015). Human resource management is helping organisations in selecting employees that will
help in giving quality. Employees in organisation have skills that will help them in achieving
success. In every organisation coaching and mentoring is become important aspect. As this will
help companies to make growth and increase brand value of company. Coaching role and
responsibility help mentors to make good relationship and manage conflicts in between
management team and employee of company. Ethics and behaviour provide a way to mentors to
work easily in team and manage other team members also. Employees should communicate with
organisation and they will help them in giving good products and services. Report includes
methods used by organization for developing skills of employees, factors that will impact
coaching and mentoring, methods used by organisation in achieving leadership, skills and
practices for ethical practices, importance of ethics in organisation, coaching and mentoring for
improving performance of organisation and importance of coaching and mentoring for
organisation.
TASK 1
1. Organisational strategies other than coaching or mentoring for developing leadership
capability and performance
Leadership development is process used by organisation to improve skills of leaders to
increase performance. Organisation is having different methods that will help leaders in self-
awareness and increasing skills to give quality. Organisation is having May employees and they
will help in achieving success (Cleary and Horsfall, 2015). Employees have different skills that
are important for improving performance. Organisation has many employees and not all have
skills to influence behaviour of others. Organisation uses different methods to increase
performance of employees.
Organisations are having sabbaticals which are paid leaves given to employees to study
and travel and they will vary according to needs of organisation. Employees will increase skills
that will help them to improve performance.
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Leadership development models are founded by mccauley, Van Veslor, Ruderman in
2010 and they are having a two methods model for developing leaders. It includes three elements
assessment, challenge and support. Assessment helps leaders in understanding strengths and
weaknesses and helps in improving performance. Challenges are helping employees in analysing
factors that will impact performance. Support is methods used by employees in communicating
with organisation. Leadership model is process which is helping leaders with high skills to lean
from experience and they will help them in increasing performance.
Coaching and mentoring for helping organisation in developing leadership skills
Leadership and coaching is focusing on increasing skills that will help employees in
increasing performance. From point of view of Wroblewski, organisation will have long term
relationship with employees and it will help in achieving success (Strategies and Techniques for
Mentoring and Coaching, 2021.). Coaching is important in organisations where there are many
employees because they will analyse performance. Mentoring will help employees in
communicating with top level employees of organisation.
It will refer to personal development of relationship in which company is more organised
and getting knowledge of person to gain experience and to make growth in professional life. In
every organisation mentoring and training is become important to enhance working life,
performance, commitment and job satisfaction. A good mentor will make a good relationship
that will identifying willingness and capabilities to address situation of employees. Mentoring is
relate to development of person while coaching is particular for achieving desired objective and
structure in more formal way.
2. Factors which impact coaching or mentoring are integrated at a senior, strategic and
organisational level
Organisations have many employees and they will have to increase quality. Mentoring
and coaching will have impact on organisational structure, location, demographics and
performance of employees (Clutterbuck, 2010). Organisation structure is method used by
organisation to define role of employees and coaching and mentoring is integrated at senior
strategic and organisational level. Organisation will have employees that will help lower level
employees in mentoring and coaching. Employees in organisation should communicate to
increase performance (Langdon and Ward, 2015).
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Organisation culture will help organisation in giving environment to employees which is
helping them in improving performance. Employees of organisation have experience and they
will increase skills of lower level employees. For example, organisation are having teams that are
working together to achieve success and they will have environment which is helping employees
to make decisions.
Employees who are working as strategic level should have knowledge to integrate
performance in organisation. Mentoring and coaching will help senior level employees to have
budget for employees because it is costly and large organisations have external coaches to
increase performance. Employees at senior level are not able to give mentoring to large number
of employees and they will help external coaches and HR team of organisation. Senior of
organisation is having experience to give coaching and mentoring to employees and they will
have to increase performance according to skills and helps employees in giving quality.
Organisation culture is important for employees because they will communicate problems to
senior level employees (Hopkins-Thompson, 2000). Employees relations will increase and they
will help organisation in achieving success.
There are various factors which may give an impact on coaching and mentoring at a
senior, strategic and organisational level. Organisational culture, educational level, technology
factors; as this factor is integrated at senior, strategic and organisational level of company.
Another factor is can be included in economic factor as finance can provide a better management
system within companies in order to achieve objective. These services provide a better way and
manage resource in an excellent manner.
TASK 2
1. Difference between various methods of coaching or mentoring including executive,
leadership, professional and business coaching or mentoring
Organisations have many employees and they have different skills that will help them in
improving performance. Mentoring is process in which senior level employees will increase
skills and he will give knowledge he has and experience of senior level employees will help them
in improving performance. Coaching is specific and skills focus where employees performance
will be analysed and they will help organisation in increasing quality.
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Business coaching and mentoring will help in organisational development and they will
be specific towards needs of customers. It includes mentoring and coaching given to employees
when there is change in work and employees are rigid to increase performance. From point of
view of Keiran Duignan, mentoring and coaching is given by senior level employees to help
employees in increasing skills. It will help employees in bridging gap between where they are
standing and where they want to reach. Organisation will help employees in increasing skills to
improve performance(Everything you ever wanted to know about coaching and mentoring,
2017). Mentoring and coaching is important for employees because they will feel connected to
organisation and small and large organisations have different methods to increase skills to give
quality.
According to Clutterbuck, mentoring is process of helping employees in organisation in
increasing knowledge, work and performance.
According to Eric Parsloe, coaching is process that helps in development of employees
and it will help in increasing performance. Organisation should have leaders who have skills to
help employees because coaching is given to increase quality.
Executive mentoring and coaching is important because executives have skills that will
help employees and they analyse performance in organisation. Employees are skilled and they
will work with top level employees and help them in increasing quality. Are having professional
skills and they will work for increasing skills of senior level employees. From point of view of
Christine Zust, performance coaching and mentoring will help employees in improving skills.
Organisation is having mentoring and coaching where mentoring is focusing on development of
employees and coaching is focusing on improving performance (KNOW DIFFERENCE
BETWEEN COACHING AND MENTORING, 2021). Mentoring is given by mentors and they are
helping employees in increasing knowledge. Employees will learn from experience of mentors.
Coaching is given to increase skills of employees. They are analysing performance of
employees. Organisations is having mentoring when they want employees to improve
performance, help employee in analysing needs of organisation, leadership development,
knowledge is given to employees and they will help employees in increasing quality. Coaching is
helping employees in improving skills and influencing behaviour of others in organisation (Priest
and et.al., 2018). Performance coaching is focusing on performance of employees and they are
increasing quality. Transactional coaching is focusing on increasing skills of employees and
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