Coaching and Mentoring Program for Performance Needs
Added on -2019-09-23
This article discusses the coaching and mentoring program for performance needs, its success analysis, sessions, delivery, and evaluation impact on the team, individual, and organization. The coaching program is for both new and old employees for six months, and the main aim is to provide training and developmental programs to accomplish organizational goals. The program will be conducted through face-to-face communication, group activities, and modern tools. The performance and growth of the employees will be monitored regularly, and they will be evaluated based on their behavior with others. The article also discusses the GROW model, brainstorming, Buzan, and six thinking hats used in coaching and mentoring sessions.
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Running Head: SALES MANAGEMENT 1Task 2: Coaching and MentoringName of the StudentName of the University
SALES MANAGEMENT 22.1 Coaching or mentoring program on Performance NeedsCoaching is provided for fulfilling the short-term goals whereas mentoring can help inachieving various kinds of goals such as short, medium and long-term goals by focusing on both the present and the future goals. 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, communication will be done face to face, through group activities, various modern tools. Fourth, the performance and the growth of the employees will be monitored regularly. They will be also evaluated based on their behavior with others. Fifth, 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. The final aim is to improve the position, image and equity of the firm in the market by providing good services and products (Connor, and Pokora, 2012). So, the SMART objective plan is---
SALES MANAGEMENT 3First, 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.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 SessionsThe individuals learn to improve their performance and behavior by developing confidence within themselves. 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. The mentoring session should be organized in every four months after identifying the needs and scrutinizing the business environment. Workshop, training or felicitation programs should be conducted (Joo, Sushko and McLean, 2012). The session should be face to face as it will be easier to guide 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 thatfuture sessions can be conducted. 3.2 Delivering coaching or mentoring sessions and also maintain recordsThe 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. Buzan or the
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