Facilitate Coaching and Mentoring of Practitioners HSC Doc

Added on - 11 Jan 2021

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FACILITATE COACHING ANDMENTORING OF PRACTITIONERSHSC
Table of ContentsINTRODUCTION..........................................................................................................................1TASK 1............................................................................................................................................11.1 Difference between mentoring and coaching........................................................................11.2 State circumstances when coaching is appropriately applicable...........................................21.3 Explain when mentoring would be an appropriate method..................................................21.4 Explain how mentoring and coaching complement other methods......................................31.5 How mentoring and coaching can promote achieving business objective............................31.6 Implication of management towards supporting mentoring and coaching...........................41.7 Explain how mentoring and coaching contributes to a learning culture...............................41.8 Importance of meeting learners need through mentors or coaches......................................5TASK 2............................................................................................................................................62.4 Different types of guidance, information and advice that support learning in work setting.6TASK 4............................................................................................................................................64.3 State the support needs of those who are working with peers as mentors and coaches........6TASK 5............................................................................................................................................75.1 Review how the outcomes of using mentoring and coaching in social and health caresector...........................................................................................................................................75.2 Impact of coaching and mentoring on practice....................................................................85.3 Develop plan to produce future development of coaching and mentoring..........................8CONCLUSION...............................................................................................................................9REFERENCES..............................................................................................................................10
INTRODUCTIONCoaching and Mentoring are the essential activities that mainly emphasize ondevelopment of an individual. Main purpose of providing coaching is to enhance performance ofan employee on job. It includes either acquiring new skills or improving existing one (Alinier,Campbell and Al Shaikh, 2016). Mentoring is related to development of an individual which isbeneficial for their personal as well as professional career growth. In the present assignment,chosen organisation is NHS which deals in health and social care sector. This report includesdifference between coaching and mentoring as well as circumstances in which these approachesare appropriately applicable. Apart from this, contribution of mentoring and coaching topromote learning culture is defined. In addition to this, significance of meeting learner's needsand impact of coaching and mentoring is included in the project.TASK 11.1 Difference between mentoring and coachingCoaching:It means helping another person with a motive to improve awareness and to set aswell as accomplish goals so as to enhance a particular behavioural performance. It is a form ofdevelopment in which an individual called for coach supports that gives proper training andguidance to them so that they can achieve specific professional or personal goal in an effectivemanner. It usually compromise of one to one developmental discussions.Mentoring:It means helping to shape beliefs and values of person in a positive manner.According to Minnesota, “A mentor is a person who is mainly more experienced and willing toshare its knowledge & learning with less experienced people in a relationship of mutual trust”.MentoringCoachingIt is relatively long term activityIt is shot-term activity.It is a non-structured approach that emphasizeon improving individual's performance.It is a structured approach that mainly focuseson achieving personal satisfaction.Facilitates individual's growth & developmentFacilitates learning of an individual towards anend results.
(Source: Coaching and Mentoring, 2017)1.2 State circumstances when coaching is appropriately applicableThe process of coaching often doesn't takes place in a work surrounding until and unlessa specified problem has been determined. This could be identified by a supervisor or manager byobserving work practices of employees (Brook and McGraw, 2018). The need for providingcoaching can also be cause by change such as introduction of new technology, induction of newstaff, redefined roles and responsibilities, introduction of new systems, procedures or services,new legislation or staff changes etc. There are certain range of development needs that needs tobe taken into account while providing coaching are as follows:To improve current skillsTo prepare an individual for delegationTo improve individual's performance i.e. mentor seek challenge to extract best out ofemployees.To prepare people for new rolesTo re-motivate individualsCoaching is given to individuals when latest or advance technology is embed by company in itsbusiness practices or operation. For example: When NHS, implement new technology in itsoperations, coaching is given to workers concerning how to use it correctly. Earlier data ofpatients were saved manually but now with the help of high end technology company can saveIllustration1: Coaching and Mentoring
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