Evaluating the Impact of Mentoring and Coaching

The assignment content discusses the importance of mentoring or coaching sessions for individuals, teams, and organizations to achieve their goals and objectives. It highlights the benefits of such sessions, including improved confidence, skills, and performance. The content also emphasizes the need for a positive outlook, feedback culture, and neutral evaluation to ensure effective mentoring or coaching. Additionally, it provides an action plan with targets for improvement, measures to track progress, and expected outcomes.

Running Head: SALES MANAGEMENT 1
Task 2: Coaching and Mentoring
Name of the Student
Name of the University

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2.1 Coaching or mentoring program on Performance Needs
A training or performance need analysis is important as it helps the management to
understand and explore the performance, skills and knowledge by identifying and solving the
gaps. Good coaching or mentoring program not only helps the firm to perform well but also
helps in the better development and growth of the employees. The productivity and the
success of the firm increases by performing well. Coaching is provided for fulfilling the
short-term goals whereas mentoring can help in achieving various kinds of goals such as
short, medium and long-term goals by focusing on both the present and the future goals.
So, it is important to develop a good and well-developed mentoring program for both
individuals and the teams. The ideas and objectives based on which the program will be
developed are—
First, the program will be for the new as well as the old employees for 6 months.
Second, the main aim of the program is provided training and developmental programs so
that the organizational goals can be accomplished easily (BusinessBalls, 2017).
Third, transformational leadership approach will be used as it will be beneficial for both the
mentor and the individual.
Fourth, they will be provided training in interpersonal, communication, behavioral, modern
technological skills etc.
Fifth, the communication will be done face to face, through group activities, various modern
tools such as skype, Instagram, LinkedIn etc.
Sixth, the performance and the growth of the employees will be monitored regularly. They
will be also evaluated based on their behavior with others.

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Seventh, training is essential as it will help the employees to perform well in the changing
business scenario. It will also be easier to identify challenges and opportunities.
Finally, the employees will learn to give their best by working together.
2.2 Success analysis of coaching or mentoring program
Success plays an important role in motivating and improving the performance of both
the organization and the employees. Another aim of mentoring or coaching program is to
develop a good work culture and management system. The third aim is to maximize the
performance of the individuals and the teams so that they can gain good opportunities by
improving and learning new skills, techniques, knowledge etc. The final aim is to improve
the position, image and equity of the firm in the market by providing good services and
products. The coaching or mentoring programs becomes successful if it is able to motivate
the employees to learn new things, by creating good relationships. Another way by which the
success of the coaching or the mentoring program can be analyzed is to visualize the current
and the future opportunities so that the individuals and the teams are satisfied and happy to
perform well. The coach or the mentor should have the ability to make the vision a reality.
The mentees should be guided and motivated continuously with proper feedback, training and
development initiatives. The success can also be analyzed by evaluating the retention and
turnover rate, increase in the revenue, sales etc. (Connor, and Pokora, 2012). So, to achieve
various kinds of success, the most important step taken by the mentor is to develop a good
SMART objective where the mentees should be clearly explained about their responsibilities
and duties. The SMART objective plan is---
First, the mentees will be provided training based on their needs, time and situation.
Second, to increase the retention rate if the firm by 20% within 1 year.

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Third, employees should be evaluated in every 4 months.
Fourth, to increase the sales of the firm by 20% within 6 months.
Fifth, to increase the productivity and success of the firm by 30% within 3 years.
Finally, proper documentation should be done so as to monitor the progress of the employees
and the firm.
3.1 Coaching or Mentoring Sessions
The sessions or trainings conducted by a coach or a mentor is known as the coaching
or mentoring session. These kinds of sessions are important as it helps in the proper
development of both the individuals and the teams. The individuals learn to improve their
performance and behavior by developing confidence within themselves. On the other hand,
the teams not only learn to trust each other and create a good work relationship but also learn
to improve their communication and other decisions making skills. Both the individuals and
the team members learn to share their views, ideas etc. with the mentor and team mates.
These sessions are also beneficial for the mentor as he or she also gets to chance to improve
their techniques while handling various kinds of people. They even learn to use the correct
communication tools based on the need of the person. So, it is necessary to organize a good
mentoring or a coaching session beneficial for both the individuals and the organizational
teams. The most important criteria’s that should be followed are date, duration,
communication techniques, agenda and records. The mentoring session should be organized
in every four months after identifying the needs and scrutinizing the business environment.
The session can be conducted as workshop, training or felicitation programs. It is also
important to solve all the queries and problems of the employees before the starting of the
session (Joo, Sushko and McLean, 2012). The mentor should be knowledgeable to quench the
knowledge of the employees. The session should be face to face as it will be easier to guide

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and evaluate the performance and growth of the employees both as an individual and as a
team member. The success should be documented so that based on that future sessions can be
conducted.
3.2 Delivering coaching or mentoring sessions and also maintain records
The GROW model guides the mentor to choose the correct techniques to deliver
correct knowledge according to the qualifications, job roles and responsibilities, personality
of the person. The GROW model helps the mentor to set different goals and guides the
mentees to gain success. The mentor also analyses the performance and need of the
employees based on which the tools such as brainstorming, Buzan, six thinking tools are used
so that the individual and the team can learn and develop something new within them. For
example— my mentor used all the above techniques so that I can perform well in any kind of
situations. Buzan also known as the Mind Map that helps an individual to perform well by
identifying and using various cortical skills for completing the tasks (Law, 2013). The
cortical skills such as word, image, logic, color, number, awareness etc. are used together
helping the individuals and the team members to think clearly and increase their performance.
Brainstorming is a group activity in which the team members have to solve a particular
problem by using various ideas. Six thinking hats helps the individual as well as the team to
think differently, identify and use the correct techniques to complete the tasks efficiently.
They learn to manage, collect and use information by using emotions and logic. They also
have positive attitude for handling the situations. After the end of the present can be
organized after three months. Since people are different and have different personalities so it
is the responsibility of the both the mentor and the mentee to develop good relationship and
encourage the later to perform well by accomplishing the targets (Edward de Bono, 1985).
The sessions should be recorded and stored as based on that the topic of next session will be
decided.

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3.3 Review on the coaches’ or mentees progress report
Since mentoring or coaching has become an important part for the development and
growth of the individuals, teams and the organization as a whole so appropriate techniques
should be used to train and guide the employees. The mentor should not only maintain
confidentiality about the mentees but should also guide him or her carefully so that the later
can perform well efficiently and effectively. They should be trained based on their needs,
time and situation so regular feedbacks should be given helping the individuals and the teams
to improve their performance, behavior, skills and knowledge. Another reason of providing
regular feedbacks or reviews is that the mentor will be able to understand the improvement of
the employees clearly. The regular review even helps the management to monitor the growth
and success of the mentoring session by evaluating the success of the firm and the
organization as a whole. The feedback or review should be done in two ways. They are—
first, the regular feedback about the session given by the individuals and the teams at the end
of the day. Second, regular feedback on the improvement of the individuals and the teams
given by the mentor or the coach after a week. In the individual or team feedback form, they
should explain how much the mentor is successful in accomplishing the goals. They should
also tell which problems they are still facing so that the mentors can solve them. The mentees
can also advice which techniques they liked most so that the mentor can used them more
effectively (Lancer, Clutterbuck and Megginson, 2016). In mentor feedback form the mentor
should explain about the improvement and growth stages of the individuals and the team.
They should also be advised the techniques with the help of which the mentees can improve
themselves.

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4.1 Feedback and evaluation on the own coaching or mentoring session
Proper feedback and evaluation is helpful for the both the individuals and the teams as
they are able to identify their strengths and weaknesses. They even feel encouraged to learn
new skills so that the later can make correct decisions to accomplish the targets of the firm.
The feedback is also helpful for the mentors as well. It is because they also get the chance to
improve themselves for better and satisfies the needs of the mentees. The feedback should be
neutral and both the parties should have the courage to accept any kind of feedback and
analysis. It is important to develop a good relationship with the mentees or coaches so that
the later can provide correct feedback without any kind of fear or negative thoughts. They
should be confident and talk freely about any problems. Another ways of getting better
feedback or evaluation is by creating a good feedback culture. If they have any kind of
problems then it will be easier to solve the issues by using the correct solutions. After the
completion of the program or session, questions should be accepted so that all the
information and problems can be solved nicely. The mentors should have positive outlook
and should make the sessions productive and informative that can encourage the individuals
and teams to perform better (Mackintosh, 2013). Feedbacks can also be provided to improve
the sessions nicely. So, feedbacks can be taken in questionnaire format also. A neutral person
can also be used for monitoring the performance of the mentees and the mentors helping the
management to analyze the success of the organization after accomplishing the targets.
4.2 Evaluation of the impact of the coaching or mentoring on the team, individual or
organization
Hence, it can be clearly understood that the mentoring or coaching sessions are not
only beneficial of the individuals, teams and the organizations but also helps to accomplish
various kinds of the short, medium and the long-term goals within stipulated time. The
sessions are helpful for the individuals, teams and the firms differently. The individuals are

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able to gain good success in the present and the future developments. At the beginning of the
program the individuals are tensed and scared but slowly and steadily they are able to gain
confidence and perform their duties nicely. The individuals are satisfied as they are able to
learn and improve various kinds of skills which helped them to become expertise in multi-
tasking works. They even learn to behave properly with others and are able to improve their
performance a lot. According to the team leader and the team members, mentoring sessions
are beneficial for them as they learnt to think more creatively. The members also learnt to
trust and share their knowledge and experiences with one another so that the targets can be
accomplished nicely. They are also successful in creating a good and cooperating diverse
work culture within the organization as well. The behavior, communication and personality
of the individuals and the team members have also increased and improved a lot. Finally, the
management of the firm is also satisfied with the overall performance and growth of the
individuals and the teams. The reason is that they have started giving their best leading to
increase in the productivity, performance and the revenue of the firm (Starr, 2011). The
revenue, profit and sales of the firm is increasing and the firm is also able to invest a portion
of its income in other areas as the turnover and extra costs has minimized. So, the return on
investments is beneficial.

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Action plan
Target for
improvement
What will I do to
achieve the
improvement?
How will I
measure the
improvement?
Outcome Date for
reviewing
progress
Personality I will gain
confidence and
develop positive
outlook
By monitoring
the behavior
and
performance
Good personality
and positive
approach towards
every works
3 months
Behavior Engage in various
kinds of activities
with others
By monitoring
the ways to
handle various
situations
Can handle
various situations
with proper
solutions
4 months
Communication
and interpersonal
skills
Involve in various
group activities
and task roles
By
performance
and
productivity as
team member
Performance,
skills and
abilities will
improve and help
the firm to
6 months
Technical skills Training in
present
technological,
analytical and
negotiation skills
By analyzing
the growth and
success of the
firm
Easier to achieve
both the personal
and the
professional
goals nicely
5 months

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References
BusinessBalls. (2017). Facilitation, Workshops and Trainings. Retrieved from:
<http://www.businessballs.com/traindev.html> [Accessed: 21 July 2018]
Connor, M. and Pokora, J. (2012). Coaching and mentoring at work: Developing effective
practice: Developing effective practice. London: McGraw-Hill Education (UK).
Edward de Bono. (1985). Six Thinking Hats London: Penguin
Joo, B. K. B., Sushko, J. S. and McLean, G. N. (2012). Multiple faces of coaching: Manager-
as-coach, executive coaching, and formal mentoring. Organization Development
Journal, 30(1).
Lancer, N., Clutterbuck, D. and Megginson, D. (2016). Techniques for coaching and
mentoring. London: Routledge.
Law, H. (2013). The psychology of coaching, mentoring and learning. New York: John
Wiley & Sons.
Mackintosh, A. (2013). Growing on G.R.O.W – A more specific coaching model for busy
sales managers. Retrieved from: <
http://www.coachingnetwork.org.uk/ResourceCentre/Articles/ViewArticle.asp?
artId=88> [ Accessed: 21 July 2018]
Starr, J. (2011) The Coaching Manual (3rd ed.) Harlow: Pearson Education.