Report: Facilitating Coaching and Mentoring of Practitioners in HSC

This report provides a comprehensive analysis of coaching and mentoring practices within the healthcare sector, specifically focusing on the National Health Service (NHS). It begins by differentiating between coaching and mentoring, outlining their distinct characteristics and appropriate application scenarios. The report examines the circumstances in which coaching and mentoring are most effective, such as improving skills, supporting organizational change, and enhancing employee retention. It explores how these methods complement other learning approaches and contribute to a learning culture. The report also details the implications of management support for coaching and mentoring programs, emphasizing the importance of meeting learners' needs and the impact on practitioner development and organizational objectives. The content includes different types of guidance, information, and advice to support learning in a work setting. The report concludes with a review of the outcomes of using mentoring and coaching in the social and health care sector, and proposes a plan for future development of coaching and mentoring within the NHS.

FACILITATE COACHING AND
MENTORING OF PRACTITIONERS
HSC

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Difference between mentoring and coaching........................................................................1
1.2 State circumstances when coaching is appropriately applicable...........................................2
1.3 Explain when mentoring would be an appropriate method..................................................2
1.4 Explain how mentoring and coaching complement other methods......................................3
1.5 How mentoring and coaching can promote achieving business objective............................3
1.6 Implication of management towards supporting mentoring and coaching...........................4
1.7 Explain how mentoring and coaching contributes to a learning culture...............................4
1.8 Importance of meeting learners need through mentors or coaches ......................................5
TASK 2............................................................................................................................................6
2.4 Different types of guidance, information and advice that support learning in work setting.6
TASK 4............................................................................................................................................6
4.3 State the support needs of those who are working with peers as mentors and coaches........6
TASK 5............................................................................................................................................7
5.1 Review how the outcomes of using mentoring and coaching in social and health care
sector...........................................................................................................................................7
5.2 Impact of coaching and mentoring on practice ....................................................................8
5.3 Develop plan to produce future development of coaching and mentoring ..........................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Coaching and Mentoring are the essential activities that mainly emphasize on
development of an individual. Main purpose of providing coaching is to enhance performance of
an employee on job. It includes either acquiring new skills or improving existing one (Alinier,
Campbell and Al Shaikh, 2016). Mentoring is related to development of an individual which is
beneficial for their personal as well as professional career growth. In the present assignment,
chosen organisation is NHS which deals in health and social care sector. This report includes
difference between coaching and mentoring as well as circumstances in which these approaches
are appropriately applicable. Apart from this, contribution of mentoring and coaching to
promote learning culture is defined. In addition to this, significance of meeting learner's needs
and impact of coaching and mentoring is included in the project.
TASK 1
1.1 Difference between mentoring and coaching
Coaching: It means helping another person with a motive to improve awareness and to set as
well as accomplish goals so as to enhance a particular behavioural performance. It is a form of
development in which an individual called for coach supports that gives proper training and
guidance to them so that they can achieve specific professional or personal goal in an effective
manner. It usually compromise of one to one developmental discussions.
Mentoring: It means helping to shape beliefs and values of person in a positive manner.
According to Minnesota, “A mentor is a person who is mainly more experienced and willing to
share its knowledge & learning with less experienced people in a relationship of mutual trust”.
Mentoring Coaching
It is relatively long term activity It is shot-term activity.
It is a non-structured approach that emphasize
on improving individual's performance.
It is a structured approach that mainly focuses
on achieving personal satisfaction.
Facilitates individual's growth & development Facilitates learning of an individual towards an
end results.

(Source: Coaching and Mentoring, 2017)
1.2 State circumstances when coaching is appropriately applicable
The process of coaching often doesn't takes place in a work surrounding until and unless
a specified problem has been determined. This could be identified by a supervisor or manager by
observing work practices of employees (Brook and McGraw, 2018). The need for providing
coaching can also be cause by change such as introduction of new technology, induction of new
staff, redefined roles and responsibilities, introduction of new systems, procedures or services,
new legislation or staff changes etc. There are certain range of development needs that needs to
be taken into account while providing coaching are as follows:
 To improve current skills
 To prepare an individual for delegation
 To improve individual's performance i.e. mentor seek challenge to extract best out of
employees.
 To prepare people for new roles
 To re-motivate individuals
Coaching is given to individuals when latest or advance technology is embed by company in its
business practices or operation. For example: When NHS, implement new technology in its
operations, coaching is given to workers concerning how to use it correctly. Earlier data of
Illustration 1: Coaching and Mentoring

patients were saved manually but now with the help of high end technology company can save
data in an effective manner (Clutterbuck and et. al., 2017). Coaching has been given to
employees for the same.
1.3 Explain when mentoring would be an appropriate method
Mentoring can also be define as a short-term guidance or advice given by mentor in a
particular situation which ultimately help individual's in gaining new skills and overcoming
difficulties in an effective manner. There are various circumstances when mentoring is
considered to be a most appropriate method are as follows:
 To increase the retention of staff
 To support personal development
 To encourage new candidate
 To support organizational change
One of the most common example when this method is highly appropriate is when someone is
new to work place or when NHS recruits any new candidate. Initially selected candidate will
have very little or less knowledge of tasks that are going to be performed by them. During such
type of situation, NHS can take the help mentor as they provide proper direction and guidance to
them. As mentor has been there for several years, they have better knowledge and experience as
compared to others. Taking the advantage of this situation, mentor can share it's personal
experience and knowledge (De Witt Jansen and et. al., 2017). One can also take the guidance of
mentor if they get stuck on something. At that time, mentor will properly guide and advice you.
1.4 Explain how mentoring and coaching complement other methods
Both mentoring and coaching are stand-alone activities or can be taken into account so as
to complement each other to deal with issues like overcoming conflicts, developing careers,
solving problems and re-motivating staff members. However in order to become good coach or
mentor, it is important to consider these following aspects:
 Willingness to listen
 A challenging and innovative way of thinking
 Openness to new ideas
 Promoting employees to get involved in new work
 It ensure that equal chance must be given to all staff members regarding putting their
opinion or perceptive.

Apart from this, there are several others methods of support learning with the employees that we
use includes training courses and assessing training methods. Mentoring and Coaching
complement these other methods by providing feedback to employees on the basis of their
performance. Any feedback received from mentor will eventually help staff member in knowing
their flaws (if any). It also help in determining strength and weakness of staff members (Doherty
and et. al., 2018).
1.5 How mentoring and coaching can promote achieving business objective
Both coaching and mentoring play key role in achieving higher organizational growth
and development. It help in driving performance based results that effectively meet the needs and
desire of businesses as well as group members. By building high level of employee commitment,
turnover ratio of employees gradually starts decreasing and there is an significant increase in
employee's retention rate. Mentor and coach also plays key role in developing employment
abilities and skills. Also they assist in extracting best out of employees. Building constrictive
relationship with staff members puts a great and strong impact on employees overall
performance. Employee accountability and reinforce quality management leads to increase the
happiness of employees along with its performance and keep staff for a longer period within an
organization (Donaghy and et. al., 2018).
1.6 Implication of management towards supporting mentoring and coaching
Most managers considers it's past experience as a challenging one. From beginning they
were asked to deliver high level of performance using less people and resources. In-fact they
were allowed to use available resources in an optimum manner that certainly will lead to achieve
organizational goals and objectives in a structured and thorough manner. Managers are expected
to represent broad range of skills and knowledge along with self-motivation, innovation and
initiative. High focus is placed on teams that work and share knowledge collectively and
collaboratively. This also assumes that manages is using traditional control and command
approach. There are various circumstances when manager needs to act as conflict mediator,
instructor, coach and mentor. It's a little complex and at certain times an impossible task to act as
a manager as one has to split himself/herself into millions of pieces which is not practically
possible all the time. Managers of NHS deal with several situations and that too on daily basis
discussing issues related with staffing to debt management problems.

From having mentoring and coaching system in place, makes manager of NHS feels little
easier in context of delegating tasks to other staff members. By developing an employee
mentoring and coaching programs, provides benefits to mentee, mentor and organization as
whole by encouraging professional development (Donna Foxall and PGDip HSc, 2013).
However such programs needs careful agreement and planning between all involved parties. By
first viewing the costs and benefits, NHS can implement mentoring program smoothly. As a
result, potential benefits increases significantly.
1.7 Explain how mentoring and coaching contributes to a learning culture
A mentor or coach can help new staff member to adjust themselves according to an
organizational culture. The coach can provide information regarding corporate culture to new
worker which ultimately help them to adjust according to the prevailing work environment. NHS
assign coach or mentors to new personnel during their period of adjustment or probation so as to
assist them to get up to speed on company policies and procedures. The primary role of mentor
or coach is to create a positive learning culture that help them to adapt change in an effective and
efficient manner.
Training is a key element that is highly dedicated towards continuous learning. It is
necessary to develop an environment that promotes both organizational and personal goals. In
NHS, employees are classified in teams and each team is having a mentor that provides proper
guidance to them in terms of accomplishing pre-defined goals and objectives (Edison, Dyer and
Mutrux, 2012). Training can become the most strong and effective factors of motivating for staff
as it help them to grow and develop its skills, knowledge and potential both at personal and
professional level. Some of the common benefits of implementing a new learning culture
encompasses:
 Better customer satisfaction
 Superior performance
 Providing high quality services to patients
 Greater ability to deal with any contingency or change
 Highly committed and result-oriented workforce
1.8 Importance of meeting learners need through mentors or coaches
The process of Mentoring is all about creating a safe, productive and supportive
workplace. This includes attitude, knowledge and behaviour.

Knowledge: It includes understanding regarding roles and responsibilities of workplace. It
include promoting and learning the highest safety and trade standards. It also covers sharing best
practices and promote learning (Fallon, Bopp and Webb, 2013).
Attitude: Maintaining a positive approach towards learning, people and work is very important
for smooth functioning. Mentor and coach must be able to see both side of coin and than draw or
draft a conclusion. It further promote equity and fairness in workplace.
Behaviour: This include encouraging and promoting the highest safety and trade standards. It
also support working collectively with others which results in achieving higher profitability
ration and revenues.
Along with this, there are several other qualities that are important for mentoring and
coaching includes:-
 Establishing trusting relationship with employees help mentor to guide training more
effectively and efficiently.
 With the help of coaching, individual's strength and weakness can be determined.
 Productivity and efficiency of employees can be improved under the guidance of mentor
and coach (Gergett and Gillen, 2014).
TASK 2
2.4 Different types of guidance, information and advice that support learning in work setting
Providing information is likely the most crucial part of the information, guidance and
advice process. Here information is mainly related with:
 Particular learning needs or interests
 Local learning opportunities
 Entitlements or rights to learning
Along with this, mentor deals with how to measure more specialist advice or fuller deep
professional career guidance. Within NHS, employees always look at the needs of its staff
through appraisal or supervision meetings. In-fact here another major quality also includes
effective listening skills. Another thing that needs to taken into account is valid sources through
which information is gathered. It can be through website or by contacting other agencies. Apart
from this there are various other information source that mentor would to staff includes specialist
advice, personal guidance etc.

To give Advice it simply means helping employee to understand information and settle
on most suitable course of action that benefits both employee as well as organization. Any advice
given to employees would definitely need to be impartial and focused on the interest and needs
of the individual (Kelly, 2012).
TASK 4
4.3 State the support needs of those who are working with peers as mentors and coaches
Mentors must be fully aware of all purpose and processes that are likely to be benefits
from different training techniques such as active listening, giving feedback, setting objectives
and. NHS provide mentor to new employees knowing the he/she must be initially unaware of al
roles and responsibilities but later on he/she will become perfect in their specified area. Basically
mentoring and coaching is given to employees so as to make them familiar with the company
and builds motivation within them (Kiran, Lakshmi and Shekar, 2017). Any feedback given by
mentor will help in determining individual's strength and weakness. Along with this it also
encourages them to take initiatives which further help in their both personal and professional
career growth and development. By providing support to individuals, NHS is encouraging them
to work incredibly hard towards achieving business goals and objectives. Along with this, it
serve a platform where an employee gets a chance to develop and build themselves in an better
or effective manner. For example: When new machinery is implanted in NHS, coaching is given
to employees regarding its using and attaining benefits from the same.
TASK 5
5.1 Review how the outcomes of using mentoring and coaching in social and health care sector
Coaching and mentoring is the modern and effective way of doing things and to extract
best out of employees. Growth and success of any company depend upon how its employees
contributes toward achieving organizational goals and objectives within its defined time frame.
Therefore, it is very important to keep themselves committed towards work environment as well
as company. With the help of mentoring and coaching, employees performance & productivity
gets increases rapidly which ultimately puts positive impact on firm's overall profitability
(Lindson-Hawley, Thompson and Begh, 2017). Discussed below are some of the outcomes that
is achieved with the help of mentoring & coaching. When you coach a team, these are the
favourable outcomes that one is looking for or keen to expect are as follows:

1. Establish high level of commitment of employees
2. Drive performance results that ultimately meet the desire of group as well as businesses
3. Develop abilities and skills of employees
4. Improve staff productivity and efficiency
5. Establish constructive working relationship with employees
6. Provide leadership to promote progress of employees not only today but for future as well
7. Reinforce employee accountability and quality performance
8. Extract best out of employees by providing them high level of motivation
9. Challenge staff member to perform best and as self-sufficiently as possible.
5.2 Impact of coaching and mentoring on practice
Mentoring and coaching are increasingly used primarily for both personal and
professional development. This indicate a positive change among individuals and also encourage
them to transfer knowledge and learning to them, which they have acquired from their past
experience. Mentors are the role model of employees that guide them how to perform task in an
effective and efficient manner Also mentor shares his/her experience with staff members that
motivates them to work incredibly hard and pushes them to perform accordingly. Companies and
organizations find mentoring and coaching highly beneficial in terms of individual's growth and
development. It not only help employee to develop and grow professionally but it also assist
them in their personal growth (Wheeler, Roennfeldt and Stewart, 2018). This is the main reason
why these are often used by many companies in their organizational practices.
One of the main advantage of providing coaching is employees taking responsibility and
ownership for their self-development and actions. Manager as a coach does not need to come up
with solutions rather they need to listen what their employees are saying and act accordingly. By
listening carefully to them and questioning them for the same results in bringing out more
solution and ideas that ultimately help NHS in achieving pre-defined goals and objectives in an
appropriate manner.
5.3 Develop plan to produce future development of coaching and mentoring
The need for providing coaching and mentoring never ends. It only gets increases with
the passage of time and as per market needs. A well thought and defined plan provides great
opportunities to employees along with clear direction regarding how to increase the skills of staff
and advance its careers. It's a five stages plan that are discussed below:

Step 1: Consider business goals: Mentoring and coaching needs to be planned keeping in mind
the end goal of an organization. As the main motive of providing mentoring and coaching is to
accomplish organizational goals in an effective manner (Lindson-Hawley, Thompson and Begh,
2017).
Step 2: Talk to your employees: Mentoring and coaching is given to employees so it is important
to understand what are their needs and expectation from the company.
Step 3: Recognize potential vs readiness: There is a difference that last between potential and
readiness. Every employee wants to perform incredibly hard but there are certain barriers that act
as a hurdle in their performance. So here the role of mentor is to identify those obstacles and
guide and train employees in such a manner that company's objectives can be attained in a
proper manner.
Step 4: Consider all type of mentoring and coaching: Every employee requires mentoring or
coaching during its job. The success of these programs depend upon the learning ability of
employees from these programs.
Step 5: Create a plan for before, during and after: Once the company is done with identifying
prevailing learning opportunities, plans are going to be developed keeping in mind the end goal
of both employee as well as organization. For example: In every quarter, mentoring program can
be designed by mentors of NHS (Wheeler, Roennfeldt and Stewart, 2018).
CONCLUSION
As per the above mentioned report, it has been concluded that coaching and mentoring
are important aspects that assists in development and improving performance of individuals. The
aim of mentoring & coaching are similar as those of good management. Both equally tries to
maximise it's staff potential and efficiency. Mentor not only guide staff members but also listen
the grievances and view point of both parties and than draw a valid conclusion.

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