Coaching and Mentoring: Enhancing Organizational Performance

This report delves into the concepts of coaching and mentoring as essential tools for organizational and individual development. It differentiates between coaching and mentoring, highlighting their respective roles and benefits, such as improved employee morale, enhanced company goals, and increased team efficiency. The report explores various models and approaches, including the GROW model, the skilled helper model, and the OSKAR coaching model, providing insights into their applications and limitations. Furthermore, it outlines the stages involved in building a coaching culture within an organization, emphasizing the importance of aligning coaching strategies with organizational goals and developing internal coaching capabilities. The report concludes by emphasizing the significance of coaching programs in fostering employee skill development and overall organizational success, supported by relevant references.

DEVELOPING SKILLS

Coaching and Mentoring
 Coaching and mentoring are the important tools which help in development of the
organization. It assists both individual and business to be productive, efficient and
also provides way to employees to develop themselves and grow within the
company and achieve their career goals.
 Coaching can be defined as a method that helps the individual to learn, grow and
improve their performance in work place. Coach is required to provide knowledge,
information, skills and techniques to learner which will help the employees to
develop their overall performance.
 Mentoring includes questioning, listening, clarifying and re-framing related to
coaching. These are the learning relationships which help the organization to
develop their employees and also individual to grow and identify their own skills
which can give positive outcome to the person and company.

Coaching Mentoring
It is a planned and schedule activities on the
regular basis.
It is not planned, if mentee needs some advice,
support then mentors are required to arrange
informal meeting with them.
Coach does not require knowledge of client's detail
and information, he just need specific knowledge
related with particular topic.
Mentor needs to have experience and knowledge so
that he can answer the questions of mentees.
Coaching held just to develop and resolve the
issues at the work.
Mentoring activities generally focus on personal
development and career of the individual.
Main purpose of this activity is to achieve the
immediate goal.
Its purpose is to provide support and guidance to
mentees whenever they require for their future role.
It has fixed duration, on particular topic. It does not fixed duration, it is a long period
activities.
Difference between Coaching and Mentoring

Benefit of coaching and mentoring
 Significance: It helps the new employees to adapt with the environment and
culture of the organization. Existing worker guides new employees and, make him
understand his duties and responsibilities so that he can adjust in such
environment.
 Employee growth and development: Coaching and mentoring activities help the
employees to grow and develop themselves. Both the programs provide guidelines
which assist the human resource to understand the difference between real world
and education theories. This enhances the skills of individual by remaining in
touch with other professionals.
 Company culture: It also enhances the culture of the company so that new
employees can adjust in the organization's practices.
 Professional satisfaction: This helps in developing the skills of employees and
increases the professional satisfaction by sharing knowledge and experience with
new employees.

Cont…..
 Workers morale: These activities help to enhance the morale of the manpower. Workers feel
satisfy with the jobs and like their responsibilities and culture of the company. So due to high
satisfaction with jobs, it decreases the jobs turnover and make employees more productive.
People work in workplace for a long time which reduces the cost on hiring new people in the
organization.
 Company goal: In this competitive era, if people are more productive and enthusiastic then
they will be more productive so by this way organization will be able to achieve its goal.
 Retention: It provides benefits. It encourages people and enhances their loyalty towards the
company. So the people feel comfortable and have effective coordination with other
employees.
 Team efficiency: Coaching and mentoring programs help to increase communication between
employees. So that they can coordinate effectively with one another and it increases the team
efficiency among employees.

Models and approaches of coaching and mentoring:
There are many approaches and models related with coaching and
mentoring. Approaches have basic two elements:
 Mentors or coaches are needed to understand the actual motive of such
activities in an organization.
 It focuses on talents and resources of the company that is employees; they
should be developed by such programs.

Grow model
 Grow model:
 It is the model which helps to understand the value of coaching and mentoring
programs in the company. Grow refers to goal-reality-option-will (Wrap-up). It
means it focuses on what the objective of the firm, what actually it wants. Second,
it emphasizes on what is happening in the organization recently. Third various
options available for company and what it will do in the future. This model helps
to identify the problems in the company and identify suitable solution to resolve
such issues in the firm. Grow model follow learning through experience,
reflection, insight, making choices and pursuing them.

Cont…..
Steps of grow model Goal: First step of grow model is to decide the actual goal of the
company for arranging such coaching and mentoring programs. Objectives could be
long term and short term. Goal should be specific, measurable, acceptable, realistic and
timely.
Reality: Coach used to do self evaluation to identify the actual position of the company
and its culture. Coach is required to understand the resistant of company and need to
fulfill such gap.
Options: Third step of grow model is to generate the ideas which can help to solve the
problems effectively. Coach can suggest options which can help to resolve the issues.
Will: It will help to execute the plan of action. Coach motivates the employees to
perform better in the workplace.
 Employees can use such model to improve their performance so that they can grow
and get personal success. Another model of coaching and mentoring is the skilled helper
model.

The skilled helper model
It has three steps which can support employees
 Current scenario
 Preferred scenario
 Action
 Stage 1: Current scenario: It defines the current situation of the company for the
workers. It builds trust between employees and employers.
 Stage 2: Preferred scenario: It helps to identify the wants of workers in an organization.
It also provides options for employees how they can develop themselves.
 Stage 3: Action: It gives such possible outcomes to employees through which they can
enhance their knowledge and develop themselves.

Non-directive approach and OSKAR coaching model
 Non-directive approach
 It has two various elements: Push and Pull. Push element; this push the employee
to solve problem from the provided solutions by the coach. One cannot solve issues by their
own solutions. Pull; this seeks to help employees by finding their own solution rather than
provided one.
 OSKAR coaching model
 This framework defines that organization need to focus on solution of the
problems rather than emphasizing problem itself. It defines as; Outcome-Scale-know how-
Affirm+action-review. Outcome means what the objective of such coaching session and what
actual exception of coach and team member by this session. Scale defines that how much
team members are close to their desired outcome. Affirm explains that what should be skills,
behavior of the employees which can fulfill objective of the company and after that required
action taken by coach. Review defines that how much this program gave success Or can
explain in a way that quatity of positive outcome by this coaching program.


 Benefit of such model is that it focuses on solutions rather than
concentrating on problems. It has a strong fundamental theory that
by making least changes, organization can get great results. There
are some limitation that it focuses on problems majorly. It is too
lengthy process so many times organization ignore to follow this
model.
 There are so many other models like The Inner game,
Kotter's 8 steps etc. are various model which are helpful to develop
coaching and mentoring process in organizations.

Stages of coaching culture:
There are several stages to build a coaching culture in an organization.
First it is need to identify the need of coaching in the company.
Next step is to create link between organization strategies and coaching
strategy.
Identify the current views in the firm and what needs to be developed.
Now it is required to consult with leader so that he can suggest the
areas where coaching is needed rather than directly pushed on
employees.
Next step is to develop communities of external coaches, Coaching is
not for individual person so it is required to select such coach who can
train people well and having maximum knowledge.

Cont…..
Need to develop a internal coaching capabilities in the organization.
Next stage is to train managers that they can coach their executives as well.
Organization need to endure that coaching is built into HR process also.
Company need to ensure that approach used by staff at all levels.
Last stage is to take review about the coaching process and find that how much
it was beneficial.
These steps are useful for developing individual. Coaching culture is very
important in an organization that help in making changes in existing culture. It
increases the involvement of staff in the company and also it supports the firm
to make its strategies in a good way. This is beneficial for those organizations
those which follow such process from start till end. Coaching programs help
companies to develop its employees in such way that they can enhance their
skills and can perform better in their workplace. Coaching and mentoring help
organization to achieve its target with overall development of its workers.

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