Implementing Coaching and Mentoring in Hotel Industry

Running head: IMPLEMENTING COACHING AND MENTORING
Implementing Coaching and Mentoring
Name of the Student:
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IMPLEMENTING COACHING AND MENTORING
Table of Contents
Executive Briefing of coaching and mentoring in hotel industry....................................................2
1.1 Explanation of terms coaching and mentoring......................................................................2
1.2 Similarities and differences, purposes and key benefits for various stakeholders................3
2.1 Three different types of coaching and mentoring..................................................................4
2.2 Evaluation of role of line managers in coaching and mentoring...........................................6
3.1 Five factors need to consider when implementing coaching and mentoring.........................7
Set of recommendations and support proposal................................................................................8
3.2 Set of recommendations based on assessment.......................................................................8
3.3 Summary for further development of coaching and mentoring and witness testimony......11
References......................................................................................................................................14

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IMPLEMENTING COACHING AND MENTORING
Executive Briefing of coaching and mentoring in hotel industry
1.1 Explanation of terms coaching and mentoring
The selected industry for this report is hotel industry. The organization is Hyatt Regency
Dushanbe, Tajikistan. In this organization, coaching and mentoring programme is not
implemented properly which can meet with current as well as change in business needs (Parsloe
and Leedham 2016). There are no qualified coaches as well as mentors within the hotel and line
managers are not performing their role. Coaching and mentoring is a key significant process for
employee development for management and staff levels. The main purpose of coaching and
mentoring is to inspire the specialized for bringing out top of their abilities. Pousa, Mathieu and
Trepanier (2017) stated that coaching is a process to enable individual learning as well as
development so that it can enhance employee’s performance along with skills. Garvey et al.
(2017) termed that mentoring is a process to improve individual knowledge, efficiency of work
as well as path of thinking.
Both coaching and mentoring are principles of the hotel industry where the customer
service is a key. Coaching helps to teach the staff members customer service skills and it
increases quality of the team collaboration. The main reason behind coaching and mentoring
staff members is to generate chances for building innovative skills in addition to talents. It helps
to continue track of plan progress along with identify the challenges on the project (David 2016).
The concepts set up the individuals for outlook career growth as well as support which guide the
employee towards apparent career path. The line manager of Hyatt Regency provides coaching
and mentoring to the employees to ease working ideas of team for benefiting the tasks and
projects being worked (Manzi et al. 2017). Therefore, the employees as well as team members

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IMPLEMENTING COACHING AND MENTORING
will regain motivation to provide best on the work so that they can deliver best quality services
to the customers with high level of customer satisfaction.
1.2 Similarities, comparison, purpose and key benefits for stakeholders
Similarities of coaching and mentoring
Both coaching and mentoring activities are based on assumptions on basic values along
with beliefs that the humans have capability to make changes. Both of them are essential
conversation method where learning is taken place throughout asking questions rather than
giving replies (Zan and Donegan-Ritter 2014).
Comparison of coaching and mentoring
1. Coaching is distinct as support provided by means of the manager to the organizational
employees for making progress in the business presentation. Mentoring is defined as an
activity where the person can guide less experienced person (Desimone and Pak 2017).
2. Coaching is job leaning whereas mentoring is association driven.
3. Coaching is performed for small period of time while mentoring is lasted for longer
period.
4. Changing is well intended as well as prepared though the mentoring is casual one
(Lancer, Clutterbuck and Megginson 2016).
5. Coaching aims to improve performance of the employee while mentoring focuses on
career as well as employee development in the organization.