Coaching and Mentoring Policy: Airdri Group Performance Analysis

This report provides a comprehensive analysis of coaching and mentoring practices within the Airdri Group. It explores the role of coaching and mentoring as a business driver, linking individual and strategic performance, and offers insights into methods for identifying individual operational responsibilities within the coaching and mentoring process. The report details how managers can measure the effectiveness of coaching and mentoring initiatives, including performance improvement cycles and performance reviews. Furthermore, it develops ethical guidelines for coaching and mentoring activities, emphasizing professional conduct, conflict of interest management, confidentiality, and the importance of continuous development. The report concludes by examining the identification of internal and external support systems for coaching and mentoring, as well as the recognition of coaches and mentors for their contributions to performance enhancement. This report is a valuable resource for understanding and implementing effective coaching and mentoring programs.

Strategy Coaching
And
Mentoring

INTRODUCTION
At an organisation coaching and mentoring is necessary as it will lead to enhancement in
their skills, abilities and capabilities. Mentoring is considered as a long term procedure which is
based on employer as well as employees mutual trust and respect. Through this employees or
mentees gain high benefits such as their will be five time increase in chance of promotion, they
get support at the time of critical stage of development and so on (Anghel and Voicu, 2013). On
the other hand coaching is consider as procedure that aims is to improve individuals performance
as well it also focuses on here and now, instead of on deep past or future. Organisation taken for
this report is Airdri Group which is founded by two business partners i.e. Peter Phillipps and
Peter Allen in year 1974. it is founded at Oxfordshire, United Kingdom. The main activities of
the company is to manufacture and sales advance technology hand dryer that are highly reliable,
beautifully designed and energy efficient.
Along with this products designed by respective company are comfortable, it consume
low energy, longevity, produce less noise, ease to services and so on. Topics which are included
in this report are effectiveness of coaching and mentoring which diver links in individual and
strategic performance, methods used to identify individual operational responsibilities and how a
manager can measure its effectiveness. Moreover, it will also include information about the
ethical guidelines which are used in coaching and mentoring activities and development of
policies for offering coaching and mentoring staffs. It will also explain about how these factors
contribute to performance enhancement, identification of support, internal and external for
coaching and mentoring. It will also define as how coaches as well as mentors will recognised
for its enhancing other's performance.
TASK 1
A.C. 1.1 - Demonstrate that coaching and mentoring is a business driver linking individual and
strategic performance
Coaching and mentoring play a crucial role in overall growth and development of
business. It is very important that very important that this company is providing different types
of coaching and mentoring to its employees in order to enhance their performance (Baker, 2015).
It has been analysed that coaching and mentoring is essential for part of organisation and its is a
driver linking between individual as well as strategic performance. Airdri company needs to

provide effective and efficient coaching to its employees so that they can perform business task
in better manner. Different factors that will help in demonstrate that coaching and mentoring is a
essential business driver linking for individual and strategic performance.
Increase in skills and capabilities – Coaching and mentoring method is a considered as a
business driver as it will lead to increase in skills and capabilities of employees. There are
different methods that could be used by respective company in order to improve ability as well as
skills of employees to perform business task in better way.
Enhance overall performance – Coaching and mentoring will help in improving the
overall performance of organisation. Respective company will be able to perform better as well
as increase productivity of company when employees have clear information about their roles
and responsibilities (Colgan, 2016). This is a major factors for driving business as well as
enhancing overall performance of employees by effective coaching and mentoring.
Achievement of desired goals – This company will be able to achieve desired goals and
objective when it is providing providing coaching as well as mentoring to employees. This is a
crucial business driver as it will lead to increase in business as well as strategic performance of
organisation. Coaching and mentoring is a business driver as it will help in achievement of
desired goals and objectives.
Competitive advantage – By providing effective and efficient coaching and mentoring to
employees respective company will be able to improve their skills and performance. This will
lead to have major impact over organisation as though this Airdri company will be able to gain
competitive advantage over other rival companies. This is crucial linkage for organisation as this
will help in growth and development of organisation.
A.C. 1.2 - Devise a methodology to identify individual operational responsibilities to lead on
coaching and mentoring
It is very important for this company to identify the responsibilities of individual
operation in order to lead an effective and efficient coaching and mentoring. There are various
roles and responsibility of coach and mentor in order to provide effective training to its
employees (Gagliardi and et. al., 2014). A methodology has diverse for identifying individual
operation responsibility while coaching and mentoring.
 Identifying sponsor – It is very important that this company is identifying the sponsor or
other helper who will help in providing coaching and mentoring to employees. It is their

responsibility that organisation is identifying all those individuals who can perform
required task in effective manner.
 Setting objectives – it is responsibility of coach and mentor to set smart objectives that
needs to be achieved though coaching and mentoring process. By setting objectives
respective company will have clear direction in which they have to perform their task.
 Allocation of resources – There are different resources that will be required by company
while performing coaching and mentoring to employees. It is responsibility of coach and
mentor to identify as well as allocate necessary resources in order to perform better.
 Development of plan – Once all resource has been allocated by respective company it is
responsibility of coach and mentor to develop an effective plan. In this they have to
identify who will required support from coach and mentors as well as when (Garvey and
et. al., 2017). It is very important that this company is develop plan as per the need and
requirement of organisation in order to improve skills and capabilities of employees.
 Scheduling coaches and mentors – It is essential that this company is scheduling
coaches as well as mentors as per the requirement of employees. It is responsibility of
organisation to schedule appropriate coach and mentor to employees who will be able to
enhance performance as well as skills.
 Evaluating the impacts – Coach and mentor needs to analyse as well as evaluate the
impact of their coaching and mentoring on employees. It is their responsibly to compare
actual performance of employees with the set objectives. This will help in evaluating the
accurate impact of coaching and mentoring on employees.
A.C. 1.3 - Evaluate how managers can be measured on the effects of their coaching and
mentoring
There are different ways that will help manager of Airdri company to measure the effects
of coaching and mentoring. It is very important that this company is measuring the performance
of employees in order to identify as well as analyse the performance of employees. This will help
in understanding the effect of their coaching and mentor (Greif, 2013). By measuring the impact
of coaching on employees, mentor and coaches will be able to enhancing the overall
performance of employees. Different methods that could be used by manager of respective
company is mention below in detail.

 Performance improvement cycle – This refers to the process which will help in
development of employees as well as growing their performance. This is a crucial method
that could be used by the manager of respective company. In performance improvement
cycle manager will focus of providing correct and accurate training to employees as well
as measuring their performance (Griffiths and Armour, 2012). This will help in
identifying their actual learning as well as impact of coaching on employee. Performance
improvement cycle includes the process which includes identification of competencies,
learning, providing performance support and measuring it.
 Performance review – In performance review method, manager needs to identify as well
as evaluate the actual performance of employees. This is considered as an effective
method in this manager have to provide feedback or review by analysing the performance
of employees. This will help in identifying the strength and weakness of employees as
well as taking corrective measures for improving the performance of employees.
TASK 2
A.C. 1.4 - Develop ethical guidelines to be used in all coaching and mentoring activities
For a company it is essential to be develop ethical guidelines which can be used in order
to conduct coaching as well as mentoring activities, so that management can conduct coaching,
mentoring and supervision in effectively. In respect Airdri Group, they are going to conducting
coaching and mentoring practices for their employees, so in order to this they have to consider
several practices, from which some are given below:-
 Professional conduct at large: It is essential for coaching and mentoring member to
accurately evaluate their coaching, expertise, experience, qualification, certificate,
credentials and so on. This is so because it will help in ensuring that the coaching and
mentoring is ethical and conducting activities in legal manner which ensure effectiveness
of certificate which employees get after course (Griffiths, 2013). It is also essential for
them to provide contact information of coaching as well as mentoring centre such as
telephone number, address, e mail, contact person name and so on and that must be
authorized by ICF. It is also ethical to develop proper record of expenses which incurred
in coaching and monitoring such as security and privacy, communication, electricity and
many others.

 Conflict of interest: It is necessary for coaching and mentoring coach and mentor
respectively that they must be conscious about any conflict of interest as well as they also
need to remove themselves when conflict may arise (Hawkins, 2012). So that negative
publicity can be avoided as well as it is essential to do so because if negative image will
create in this then it will impact on coaching and mentoring goodwill badly. Along with
this, it is also necessary to disclose information about the stakeholders or clients and
sponsor because they are also paying in coaching and mentoring centre. This will also
help in avoiding conflict as well as if a company not do so they may face ethical issues
which lead to punishment.
 Professional conduct with client: It is one of the ethical consideration factors that
coaching and mentoring head must need to conduct clear professional conduct along with
client as well as sponsor so that they can maintain proper effective relationship.
Moreover, they also need to respect rights of their clients which also lead to avoiding
fraud activities at the workplace (5 ethical commitment you should expect from a
professional coach, 2019). It is right of coach and mentor that they can terminate
agreement with their client if they feel or know that there is some other coaching and
mentoring who can provide better services. This will be ethical practices which can be
adopted by respective firm as well as that will also help them in improving their goodwill
at the marketplace effectively.
 Confidentiality and privacy: It is one of the main ethical practices which must be
consider by a company while providing coaching as well as mentoring to their
employees. According to this factor it is necessary for coach and mentor to take all
documents of employees or mentees confidential and private so that they no
discrimination or unethical practices can be conducted (Ingleton, 2013). Along with this,
it is also essential for them to keep their client and sponsor data as well as information
confidential and private in order to avoid any misshapenness. Coaching and mentoring
are not allow it disclose anyone private or personal information unless it will be release
or required by law or government.
 Continuing development: It is necessary for a coaching centre that they must conduct
their continuous development so that employees can enhance their skills, capabilities and
knowledge in effective manner. Through this practice, an organisation also able to attain

their desire goal as well as objective in effective and successful manner which lead to
enhancement in profitability, market share along with goodwill.
These are the main ethical guidelines which are necessary for Airdri Group to consider in
order to conduct effective coaching as well as mentoring activities successfully for enhancing
their employees skills and capabilities.
A.C. 1.5 - Construct a policy that offers coaching and mentoring for all staff during their
employment life cycle
Employment life cycle is consider as a procedure which help a company in visualising
how their employees are engaged at workplace. The employees life cycle is consist of major five
stages i.e. recruitment, on boarding, development, retention and separation or exit. By this an
employees able to gain several benefits such as lead to enhance performance, motive staff, hire
best candidate, conduct work effectively and so on (Joo, Sushko and McLean, 2012). There are
several policies which are need to construct by a company when they offer coaching as well as
mentoring for their staffs at workplace. From which some main policies which are constructed
by Airdri Group are given below:-
 Policy related coaching and mentoring: According to this policy, respective company
should construct policy related to coaching and mentoring because that will help in
providing the quality services to employees through which they can enhance their skill
and capabilities. While developing policy, it is necessary for coach as well as mentor to
develop facilities as well as services according to requirement of employees as well as
client so that they fell satisfied.
 Confidentiality and privacy provision policy: It is essential for each and every
company who is conducting its business operations and functions at coaching and
mentoring industry to adopt this policy. It is so because there are number of peoples, who
are linked with coaching and their management have their personal or private data so it is
essential to keep it confidential as well as private so that no one can be misuse it
(Kadjiand et. al., 2014). This will also help in avoiding discrimination situation due to
age, caste, religion, language, salary package and so on in effective manner.
 Expectation around policy: This policy define that every coaching and mentoring centre
must provide services according to the expectation of their clients as well as employees
so that they fell satisfied with the services in effective manner. According to this, it must

be responsibility of coaching and mentoring centre to ask about mentee requirement as
well as expectation so that they can provide services and facilities accordingly. By
adopting respective policy respective company able to provide quality services to their
employees for enhancing their skill, abilities and acquirement.
 Policy based on behaviour: According to this policy it is necessary for coaching and
mentoring centres to develop their services as well as facilities according to the behaviour
of their targeted audiences (Korth2016). This will also help in providing quality services
which lead to attainment of desire goal as well as objective in proper manner. In respect
of respective company by constructing this policy they able to fulfil requirement of their
staffs in successful way.
 Policy for benefits and autonomy: In respect of this policy it is essential to recognise
which fundamental purpose of constructing coaching and mentoring for developing
relationship is essential for coachee as well as mentee. This is so because it will help
organisation, coach and mentor in attaining their predetermined objective or goal.
Furthermore according to this it is essential to understand requirement of each and every
person who are related with coaching and mentoring so that they get proper benefits as
well as autonomy.
 Policy of maintaining relationship: According to this it is essential for respective
company to develop proper policies related to developing as well as maintaining proper
relationship with clients, mentee and coachee in effective manner so that they attain their
desire goal (Ladyshewsky2017).
These are main policies which are essential to consider or construct by Airdri Group
while offering coaching and monitoring to their all staffs at the time of employment life cycle.
By considering these policies respective firm able to provide quality services to their employees
which enhance their skills, capabilities and knowledgable.

TASK 3
A.C. 2.1 - Demonstrate how coaching and mentoring is used to contribute to the performance of
all in the organisation
An organisation get numbers of benefits when they conduct coaching as well as
mentoring at their workplace. From which some main are given below in respect of Airdri Group
are given below:-
 By adopting coaching as well as mentoring respective company able to retain their
employees for a long time duration (Coaching and mentoring in today’s time, its
effectiveness and various benefits!, 2019). This is so because through these activities
staffs feel motivated as well as connected with company which enhance.
 Through this respective firm also able to utilize their human resources at the fullest level
which lead to accomplishment of work in effective as well as efficient manner.
 By this company also able to determine great opportunities to attain their goal as well as
objectives in effective manner.
 Respective company can also enhance skills as well as expertise among their employees
by adopting effective mentoring and coaching facilities (Lancer, Clutterbuck and
Megginson, 2016).
 This will also help Airdri Group in conduct communication in effective manner which
also lead to strengthen in firm's culture as well as ethics.
 Mentoring and coaching also help this organisation in developing succession plan in
effective manner as well as it will also aid to ensuring about attainment of goal
successfully.
These are the main benefits gain by Airdri Group when they adopt coaching as well as
mentoring at the workplace in effective manner.
A.C. 2.2 - Determine the support, internal and external, available for coaching and mentoring
activities
There are several internal as well as external support activities which are available for the
coaching and mentoring activities. These are essential because through it they can attain their
desire goal as well as objective in effective manner. In respect of Airdri Group they also have

need to consider several support which can be internal or external, from which some main are
given below:-
Internal sources:
 Championing of the programme: It will be internal help for the respective company
that they can conduct championing programmes through their senior lecturer or any other
knowledgable person (Maritz and Roets, 2013). This is so because it aid them in
providing quality services to their client in effective manner.
 Support for the utilization of staff time: Here staff can be denoted through, respective
company coaches, mentors, coaches and mentees who can provide inner support in
conducting activities in effective manner for attaining goal.
 Support through plan and budget: It is also internal support, if a company have proper
strategic plans as well as budget of conducting things in effective manner. This will also
help in determining cost of training, conducting work, arranging resources and so on
according to the plan and budget.
 Support for cost of launching: It will also one of the effective internal support which is
related to cost of launching, publishing and communicating the initiative in effective
manner for attainment of goal. This is so because it lead to improving goodwill of
coaching and mentoring centre.
External sources:
 Professional network and bodies: Through connection through professional networks
as well as bodies respective company can provide quality training services to their
employees (Neupane, 2015). Along with this, effective relationship will also help in
saving money of hiring expensive professionals for lecture for their staff.
 External consultancy and training: By this respective firm can hire most effective
mentor as well as coach of a particular area for a specific time duration. This is so
because it will help in saving cost of full time professionals because company need to pay
them, even if they are not taking classes.
 Resources for guidance: According to this, resources refers to internet resources like
websites, online articles, online books and so on through which employees can
understand things in effective manner. By this guide also get proper material which help
them in conducting proper teaching process.

These are some of the main internal as well as external support which help Airdri Group
in order to attain their desire goal successfully (Rhodes and Fletcher, 2013). This will also help
in providing quality as well as effective services to clients, coaches and mentees.
A.C. 2.3 - Determine how coaches and mentors can be recognised for their contribution to the
performance of others
A company may adopt number of methods which can be adopted for recognising coaches
as well as mentors in effective manner. From which some major which can be adopted by Airdri
Group are given below so that their coaches as well as mentors are given below:-
 Organisational awards: According to this method respective company management can
give awards to mentors and coaches for their work. Through this they able to motivate
them which enhance their work performance in effective as well as efficient manner.
 Raising the profile of coaches and mentors through internal communications: In this
method respective company management can tell everyone about the succession story of
their effective coaches as well as mentors. Through this these peoples fell motivated as
well as encouraged for conducting effective monitoring as well as coaching.
 Providing further development such as higher level qualification: According to this
respective company may provide further development to their effective mentors as well
as coaches so that they fell recognised (van, 2012). In this they may provide facilities like
providing higher level qualification facilities and so on.
 Support for membership of professional bodies: According to this method respective
company management may provide membership facilities of professional bodies, from
which mentors and coaches can enhance their skills. This can be considered as a
internship under some professional which help in improving professional qualifications in
successful manner.
 Through the use of 360 feedback methods: In respect of this method respective
company management may conduct arrangement of 360 degree feedback. In which each
and every member of company will provide feedback to the mentor as well as coaches so
that they can understand their strengths and weakness (Wall and et. al., 2017). This will
also encourage mentors and coaches for enhancing their work quality.
 As part of the coach/mentor’s appraisal: In this techniques management of respective
company need to provide quality appraisal and for that they can provide them monetary