Coaching and Mentoring: Business Leaders' Excel Training Report

This report presents a coaching and mentoring analysis tailored for business leaders, focusing on enhancing their skills, particularly in the use of Excel. It begins with an introduction to the coaching process, emphasizing the importance of mentorship and coaching for skill development. The report then delves into the rationale behind the chosen coaching model, the CLEAR model, highlighting its benefits in skill development, communication, and employee motivation. A coaching diagnostic is conducted to assess the current skill levels of business managers, followed by a skills audit to identify training needs. The report outlines the process for tracking and monitoring progress, ensuring the effectiveness of the training program. Finally, it offers an evaluative summary of the planning process, including lessons learned and recommendations for future improvements, concluding with a summary of the key findings and implications for leadership development. The report emphasizes the significance of continuous learning and adaptation in coaching methodologies to achieve organizational goals.

Coaching and mentoring
for business leaders

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
a. Rationale for the used model of coaching................................................................................1
Coaching diagnostic.....................................................................................................................1
c. An audit of the current skill level.............................................................................................2
d. Outlining of the way in which progress will be tracked and monitored..................................2
e. Evaluative summary of planning process issues and learnings for future...............................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Mentoring and coaching are the two different elements which are required to be focused
by all the coaches who are responsible to train all the individuals regarding the main topic which
is selected by them to deliver session. In order to improve skills of coachees it is very important
for all the coaches to make sure that they handle all the cahchees properly (Berg and Karlsen,
2016). Present report is based upon a coaching diagnostic which will be conducted for the
business managers for the purpose of providing training to them regarding use of excel. This
report will cover different topics which are introduction to the coachee, skill audit, rationale for
the model of coaching which issued etc. apart from this, outline of the way in which progress
will be tracked and monitored is also covered in this report.
MAIN BODY
a. Rationale for the used model of coaching
The Clear coaching model is introduced by the Peter Hawkins in 1980 with the main aim
to raise the popularity of coaching. This model is very essential from the beginning to its end of
course in an organisation to improve the skills of employees which is beneficial in achievement
of organisational objectives (Burke, 2017). Some of these importance of Clear model are further
described as under:-
Development of skills:- The clear model helps to develop skills of employees in an
organisation which increase proficiency and knowledge. It is very important for organisation to
improve the specialisation which raise their efficiency in performing task.
Provide knowledge:- The knowledge of employees raises as they are fully informed
about their task. They are provided the compete disclosure of their activity which is to be
performed by them as it helps to achieve organisation goal.
Reduction in mistakes:- The organisation reduce the chances of mistakes by making
proper description to their employees which removes misunderstanding of employees. This helps
to achieve the desired goal effectively and efficiently for the stability and growth expansion of
organisation.
Effective communication:- The clear model is more beneficial in active listening of
tutor and employee which makes effective communication through active listening and proper
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feedback. This helps to perform task with discipline nature and reduce conflicts (Carr, Holmes
and Flynn, 2017).
Increase Attention:- The clear model helps to increase attention of employees as they
are motivated and the eagerness to perform task results in achievement of organisation goals.
The organisation focus employees to pay full attention on the descriptive information provided
in coaching which benefits them with whole information related project.
Motivation of employees:- The employees are motivated to perform task with eagerness
to achieve desired results as they understood that their individual effort will lead organisation to
achieve its objectives efficiently.
The tutor of coaching focus on Clear model through the contract, listening, action,
explore and review of employees reducing their doubts and providing proper knowledge. This
leads to effective communication and results in development of skills and proficiency of
employees. It helps in achievement of target effectively and efficiently.
b. Introduction to the coachee and Coaching diagnostic
The tutor of coaching in Clear model introduce themselves to the staff members
specifying their role at coaching and the disclosure of the project being collected there. The tutor
further describes about the project or further subject which are to covered in the coaching. The
employees are introduced about their specific role and the benefit of their little effort leads to
achieve the organisation goal. Further important topics are described as under:-
Information relevant to coaching:- The information relevant to coaching environment,
objectives, mission, vision, etc., are informed to employees by the description regarding with
their performance. This includes the individual role on the basis of their individual target which
in future leads to accomplish desired goal.
Topic relevant to coaching:- It informs about the topic related to coaching which are to
be covered in the coaching which will help to improve and develop skills of employees for
increasing their efficiency in performance.
Increase listening:- The employees are informed to attend coaching with proper
listening which will leads to resolve the occurrence of problems and increase effectiveness in
task completion.
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Relevant Feedback:- The coaching tutor provide proper feedback for the queries raised
by employees to be solved which reduce the misunderstanding of topics and leads to all doubts to
be sorted easily.
Performance aspirations:- The tutors inform their expectation from employees by
asking to perform their task with motivation which leads in effectiveness and efficiency. The
organisation should take care about the ability and capacity of every employee while distributing
them their tasks.
Increase ability and capability:- The employees ability and capability are raised as they
are informed and experienced with the proper knowledge of their task. This results in efficiency
of performing their task in less duration with high skills as they are specialised on their
particular task (Hoffmann and Loughead, 2016).
Exploratory session
In order to provide training to the business managers for using excel a coaching
diagnostic or exploratory session is conducted in which all of them will be guided to the way in
which they can use excel properly Main purpose of it is to enhance their skills to use information
technology so that they can attain success in career (Smith, 2017). A session which is conducted
for the business managers will be as follows:
Topic: Excel lessons to the business managers
The whole session is based upon the way in which leaders can use excel to perform
different tasks of their work. I have planned to provide them knowledge from basic so that skills
of them to handle tasks in future could be enhanced. Now a days it is very important for all the
individuals to make sure that they use different tools and techniques so that all the work could be
completed by them on time (Lawrence, 2017). While starting the session I have planned to
introduce myself so that I can interact with them properly. On the other hand, I have also planned
to interact with each of them so that I can know them personally and analyse if any one of them
is already having knowledge of excel. While conducting the session I have used CLEAR model.
Different elements of it are contract, listen, explore, action and review. While planning for the
session I have analysed that there is a need of excel training in large organisations such as
Waitrose limited, Tesco, Jaguar etc. Therefore, I planned to conduct training sessions in such
entities so that I can help the business managers to perform their work more specifically (Woo,
2017).
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In order to provide proper training it is very important for a coach to listen all the
individuals who are attending the session. I have also listen to the managers so that I can resolve
all the issues of them. Explore element states that a coach should explore all the needs of
coachees so that all of the could be fulfilled (Mihiotis and Argirou, 2016). Action element of
CLEAR model demonstrated that right after exploring the needs the trainer should be take
appropriate action so that all the issues of individuals could be resolved. Review is the last stage
of CLEAR model where the coach is responsible to ensure that the coachees have understood all
the information which is shared by them to others. I have taken all the elements in to
consideration so that a appropriate and well structured session could be conducted for betterment
of all the attendees.
c. An audit of the current skill level
Skills Audit
It refers to that activity which can fill the skill gap in an organisation. It analyse the
training needs to identify where the training is needed. It is very beneficial for the workplace
where the worker works because it provides a valuable and valid skills for the work plans. It
foster lowering the training and development cost because in this they mostly focus on the
development programmes. There are various ways to identify the skills of a learner such as
making a list within the organisation, identify the skills for each role in this a firm needs the
knowledgable person who has a full knowledge of excel in computer. After this compile the
outcomes and analyse and examine the data which is very important for the company(Hollywood
and et.al., 2016).
In this trainer plays an important role where they acquire new skills, Sharpe the existing
knowledge and train the employees to work very efficiently and effectively. For this leaders set
the time as per the employees comfort so that they will get motivates and catch the information
regarding excel very quickly. In this firm can evaluate the learners qualification, current skills
regarding computer and proficiency in technology which has been described below.
Learner Qualification Current knowledge
of excel
Proficiency in
technology
1 Bachelor degree of
arts
Nil Basic computer skills
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2 Bachelor degree in
commerce
Below average Windows operating
system
3 Masters in law Average Word processing and
internet
4 Master in computer
science
Good Internet and web
browser
5 Master in business
administration
Good Word
processing,emails
internet.
In this report learner one have a bachelors degree in arts and no knowledge of using excel
and have a very basic knowledge of computer like turn on or shut down, know the basic part of
computer, use the mouse and keyboard and nothing else. which is very much challenging for the
firm to train in an efficient manner and it is also time consuming process because the learner
doesn't know how to use excel.
Learner 2 having a bachelors degree of commerce the knowledge of using the excel is
below average in this an individual only know the window operating system like how to start a
program, manage computer setting, how to save excel files, minimise and maximise window,use
menu and toolbars, tab between fields etc. to make a efficient person in excel company can train
that learner so they work effectively in future (Ladyshewsky, 2017).
Learner 3 having a masters degree in law and have a average knowledge of using the
excel which is good as compare to above two learner. A person is a good knowledge of using
internet and word processing which is very beneficial for every person. In this proficiency they
know the editing, inserting, changing font, align left right, understand the difference between
search box and address bar etc. to train this type of learner firm can take little initiative as
compare to above two.
Learner 4 having the degree of masters in computer science and have a good knowledge
of using the computer and excel. They have the proficiency in technology of using the internet
and web browser including basic computer knowledge, know basic excel, skill of windows
operating. Educate and train this type of learner is very easy because an individual know the use
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of excel at a basic level which is very important for a person to know the basic step of using it.
The training cost and time for this learner is low which is very efficient for the company to focus
on other tasks.
Learner 5 having the degree of MBA and at the same time good knowledge of using
computer and excel which is very essential in today's environment. A person having the good
technical proficiency like using internet and word processing, basic knowledge. To train this type
of learner is easy and not a difficult task for the trainer. It also save the cost and time of the
company. Because of this the manager focus on other activities in the organisation to earn the
profits and increase the growth. This type of learner can complete the task on time or before
time(Korth, 2016).
d. Outlining of the way in which progress will be tracked and monitored
While conducting training sessions for individuals it is very important for the coaches to
make sure that they track and monitor the progress of coachees. As I am providing training for
use of excel to the business managers therefore it is also very important for myself to analyse
progress of all the coachees (Wotruba, 2016). For this purpose I have planned to take following
actions:
 I have planned to take another session in which each attendee will come to the panel and
discuss about the use of excel.
 In order to analyse progress of coachees I am planning to take regular feedback of them
so that they can share their issues which are faced by them while working on excel.
 The last step which will be taken by me to track and monitor progress is conducting a test
for all of them with some questions that are related to excel (Milner and McCarthy,
2016).
e. Evaluative summary of planning process issues and learnings for future
When I was planning for conducting a exploratory session for business managers of
different organisations regarding use of excel different issues were faced by me at that time. All
of them are as follows:
 I have faced the problem of analysing needs of all the business managers as some of them
were aware of excel and some of them were not aware of it (Milner, McCarthy and
Milner, 2018).
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 Another planning issue which was faced by me was related to the selection of model
which should be selected by me for coaching.
 The main learning for the future from all the problems is that an individual is required to
remain calm in difficult situations because it can help to find the ways in which problems
could be responded.
CONCLUSION
From the above project report it has been concluded that it is very important for all the
coaches to make sure that they use appropriate method of coaching to train all the coachees.
There are various types of method which could be used by them for same purpose. These are
CLEAR, GROW etc. In order to assess current skills of all the attendees of exploratory session it
is very important for all the coaches to conduct current skill audit. It is very important for
coaches to make sure that they track and monitor performance of all the individuals so that they
can take further actions for their betterment. If the coach is facing any problem regarding
planning then it should be dealt properly because it can help to meet expectations of attendees.
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REFERENCES
Books and Journals:
Berg, M. E. and Karlsen, J. T., 2016. A study of coaching leadership style practice in projects.
Management Research Review.
Burke, R. J., 2017. Toxic leaders: Exploring the dark side. Effective Executive. 20(1). p.10.
Carr, M. L., Holmes, W. and Flynn, K., 2017. Using mentoring, coaching, and self-mentoring to
support public school educators. The Clearing House: A Journal of Educational
Strategies, Issues and Ideas. 90(4). pp.116-124.
Hoffmann, M. D. and Loughead, T. M., 2016. Investigating athlete mentoring functions and their
association with leadership behaviours and protégé satisfaction. International Journal of
Sport and Exercise Psychology. 14(1). pp.85-102.
Hollywood, K. G. and et.al., 2016. Holistic Mentoring and Coaching to Sustain Organizational
Change and Innovation. Creighton Journal of Interdisciplinary Leadership. 2(1). pp.32-
46.
Korth, J., 2016. Communication and coaching: keys to developing future nurse leaders. Nurse
leader. 14(3). pp.207-211.
Ladyshewsky, R. K., 2017. Peer coaching as a strategy to increase learning and development in
organisational life-a perspective. International Journal of Evidence Based Coaching and
Mentoring. 15(1). p.4.
Lawrence, P., 2017. Managerial coaching-A literature review. International Journal of Evidence
Based Coaching and Mentoring. 15(2). p.43.
Mihiotis, A. and Argirou, N., 2016. Coaching: from challenge to opportunity. The Journal of
Management Development. 35(4). pp.448-463.
Milner, J. and McCarthy, G., 2016. Managerial coaching: A practical way to apply leadership
theory?.
Milner, J., McCarthy, G. and Milner, T., 2018. Training for the coaching leader: How
organizations can support managers. Journal of Management Development.
Smith, S., 2017. Using a blended style of coaching. International Journal of Evidence Based
Coaching and Mentoring. 15(1). p.65.
Woo, H. R., 2017. Exploratory study examining the joint impacts of mentoring and managerial
coaching on organizational commitment. Sustainability. 9(2). p.181.
Wotruba, S., 2016. Leadership Team Coaching; a trust-based coaching relationship.
International Journal of Evidence Based Coaching & Mentoring.
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