Analysis: Coaching & Mentoring Skills for Workplace Performance

This report provides an analysis of coaching and mentoring skills within a workplace context, focusing on their impact on performance and morale. It includes a reflection on a coaching session, evaluating its effectiveness and identifying areas for improvement. The report also analyzes the skills, behaviors, attitudes, beliefs, and values of an effective coach, highlighting the importance of communication, problem-solving, and time management. Furthermore, it discusses how coaching and mentoring can lead to increased self-awareness, improved mental health, enhanced employee engagement, and the creation of meaningful connections, ultimately contributing to improved performance and a more positive work environment. The reflection covers what went well, what could be improved, and how to implement changes in future sessions.

Coaching & Mentoring
Skills for the
Workplace

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Reflection on coaching session...................................................................................................3
A critical evaluation of whether and how coaching and mentoring within this context could
lead to improved performance/morale........................................................................................4
An analysis of the skills, behaviours, attitudes, beliefs and values of an effective coach..........6
CONCLUSION ...............................................................................................................................9
REFERNCES:................................................................................................................................10
Books and Journals:..................................................................................................................10
Online- ..........................................................................................................................................11
Appendix-......................................................................................................................................12
Role play exercise-....................................................................................................................12

INTRODUCTION
Coaching is the form of development where a experienced individual who is known as
coach assist other people and help them to develop their skills and knowledge in their expertise
areas (Bozer and Jones, 2018). Coaching will help to identify the direction to achieve goals and
objectives by guiding and training them. Coaching is important because it help to encourage
people and to take responsibilities. It also helps to satisfy employees and mitigate their issues by
focusing upon the root of their issue and suggesting some effective suggestions to mitigate them
effectively. The following report covers two parts, first part is related to dialogue between
Philippa and Maria Cook. Another part of this report is related to reflective statement which
describe what went well and what would be done differently in future, the ways which help a
individual to improve their performance and the skills, behaviour, beliefs and values required for
coaching.
MAIN BODY
Reflection on coaching session
In context of coaching session which is held by Maria, few of the things went well like I have
observed the behaviour of Maria and myself during the session. I observed that I am becoming
successful to make Maria understand her issue and work upon it. I am communicating with
Maria in a polite and effective manner and when sometimes when she is becoming rude than also
I become polite and make her understand effectively that why she is facing the issues of less
opportunity for her professional growth. One more thing went well during the session and that is
I make her understand her situation with the help of a coaching model which is known as GROW
model of coaching and I also supposed to gave few examples to make her understand the her
issues and overcoming strategies.
On the other hand, I observe few of my weakness during this session of coaching and that is I am
only sharing my point of view about the solutions but did not ask Maria whether she is
comfortable with the solution which is made or not. Secondly, I did not question well with Maria
and start discussing the results. Hence, here I need to improve my coaching skills and ask
appropriate questions with opponent individual that whether they are satisfied with the
suggestions or not which are given during the session. On the other hand, I can make this session
much better if I would give few real life examples to her that if she continues to work with her

ongoing behaviour then she can face which kinds of problems in future. I have also missed to ask
for feedback whether she is getting the point appropriately or not which are discussed in session
or she likes the way I provide coaching or not so that I will make some changes in myself from
next time.
I would like to manage the coaching session better in future and this can be done by asking
questions from learner to identify his/her mind set and provide them real life examples to make
them understand the situation well. Secondly, I will definitely focus to ask for feedback from
next time so that I can analyse my strengths and weaknesses in regarding coaching sessions so
that I will work harder to convert my weaknesses into my strengths.
A critical evaluation of whether and how coaching and mentoring within this context could lead
to improved performance/morale
In context of the following session between Philippa and Maria, the coaching session will
help to improve the performance of Maria and help her to mitigate her issues and obstacles as
soon as possible to achieve her goal of better promotional opportunity at her workplace. There
are various benefits which is gained by Maria and Philippa during this session and they can
implement it in enhancing her performance. Few of the coaching benefits which is gained by
Maria as well as Philippa is mentioned below-
Self- awareness- One of the biggest benefit for coaching is that it helps a individual to
analyse their strengths and weaknesses and it gives power to analyse the reason for issues which
is faced by an individual (Aguilar, 2020). In context of Philippa, she get aware about her
behaviour and habit which is required during coaching session to make her a better coach. On the
other hand, Maria analyse about her issues of not get promoted within her workplace. Once a
individual is aware of her/his own strengths and weakness and knows the correct place and time
to use them then it will help them to improve their performance.
Provides solution for the issue- Coaching does not only mean to share issues and
problems with coach but it also help a learner to analyse the solution of his/her problem
effectively (Campbell, 2021). In case of coaching session between Philippa and Maria, Maria get
to know about the solution of her issue. Hence, she can further work to adopt the strategies
suggested by coach within her professional life. This will further help to improve her
performance because when she is aware that her aggressive behaviour and her open
communication about her activities to search new job is affecting her professional life then the

solutions like learning team working skill, performing stress management activities and many
other alternatives can help her to achieve her target.
Increased mental health- Coaching will help to improve mental health of employees
within the workplace (Dyrbye and et. al., 2019). In context of given coaching session, Maria can
improve their mental health by thinking positive about the alternatives of the solutions to
mitigate her problem. Once, a learner know about her issues and problems well then coaching
session will help them to make the solution according to their capabilities and abilities. Hence,
this will help them to enhance their critical thinking skill which further help them to improve
their performance.
Increase employee engagement- Coaching will help employees to get motivated to
work effectively and efficiently within the organisation to achieve organisational goal. In context
of the given scenario, Maria will get motivated to change her behaviour and work effectively
with her team. Hence, coaching will help to improve employee engagement and once the
employee engagement get improve the performance of employee will automatically enhanced.
Reflect on self values- Coaching will further help an individual to reflect upon their own
values and beliefs which they are continuing to work at their workplace. Hence, once employees
are focusing to reflect upon their values and beliefs then they should get to know where they are
lacking behind to match the overall culture of their organisation (Quigley and et. al., 2021). This
will help to work effectively and enhance their performance. For example, in context of the
coaching session between Philippa and Maria, Maria get to know her behaviour of
communicating everyone about her activities for searching new job will impacts bad upon her
performance. Hence, she will avoid it to perform high performance within her organisation.
Helps to become more confident- Coaching sessions will further help to become more
confident. Coaching is a method where two or more individuals interact equally with each other
and a coach will help to provide the solution of the problem. Hence, when two ways
communication will takes place in an session than the level of confidence will raise. In context of
coaching session in this scenario, the Philippa get much confident to deal with the issues of
Maria and this high confidence will help her to become better coach in future.
Helps to create meaningful connections- During any coaching session, the coach will
not convey any message without proof and evidence. Hence, he/she will connect things with
meaningful objectives (11 Benefits of Coaching in the Workplace, 2022). Hence, while

connecting things with meaningful connections then it will help the individual to focus more
upon their mistakes and try to resolve the things better. Hence, this will help the individual to
develop their performance well (Cochran, Harzman and Ellison, 2021).
An analysis of the skills, behaviours, attitudes, beliefs and values of an effective coach
Skills of an effective coach-
 Communication skill- It is essential for a coach to have communication skill because a
coach is required to listen what learner is communicating and need to communicate in the
same way which help the learner to analyse the impacts of the situation well. Without a
proper communication skill a coach will never interact appropriately with learners and
learners will show no interest to hear the solutions of such kind of coaches.
 Problem solving skill- It is one of the most important skill of coaching where a coach is
required to provide effective solution to problem (Digirolamo and Tkach, 2019).
Coaching is basically help to analyse the issue and provide some suggestions to mitigate
that issue. Hence, it is essential that coach should have this skill so that he/she will
provide effective solution to the problem of learner and make them satisfied.
 Time management skill- All coaching sessions are help within a limited time period and
it is important for a coach to provide the solution of problem with evidence and examples
within that limited period of time. When coaching session are becoming longer to end
then this will become boring sessions for the learners as well as for coaches. Hence, it is
essential for a effective coach to finish the session within a appropriate period of time.
 Analytical skill- This is the skill which include ability to think critically, analyse the data
effectively, make difficult decisions and solve complex problems (Park, McLean and
Yang, 2020). Hence, when a coaching session is held than the coach is expected to
analyse the root of the issue and make some decisions from critical thinking mind set to
offer those solutions to the learners which help them to mitigate their issues appropriately
so that the same issue will not raise again in future.
Behaviours required for effective coaches-
 Respectful- It is essential for a coach to show their respect to learners and communicate
them with polite manner which will not show any kind of disrespect to them.

 Supportive- It is also important that a coach should be supportive and support the
learners to get highly motivated to learn some new skills or to develop their existing
skills for their betterment in their personal and professional life.
 Calmness- It is also essential for a coach to bring calmness in their behaviour because
they have to handle different kinds of learners some are good and polite, on the other
hand, some are aggressive (Hendricks, den Hollander and Lambert, 2020). Hence, it is
essential for a coach to become calm at the situations and manage their aggressive and
rude learners also.
 Enthusiasm- An effective coach motivate their learners through their effective and fun
coaching methods. Hence, it is essential for a coach to gain enthusiasm behaviour. Organised- It is essential for a coach to become well organised and this means that they
will manage all activities effectively to conduct sessions on appropriate date and time
(Stodter and Cushion, 2019).
Attitude of an effective coach-
 A good coach allows enough time to adequately discuss issues and concerns- This is
the best attitude of an effective coach which help them to become successful in their
professional career (Salmon and et. al., 2021). A effective coach did not interrupt in
between when learners express their issues openly with coach. Hence, providing enough
time to learners to express their issues and feelings will help the coach to become
effective.
 A good coach listens to others and tries to understand their points of view- A coach
is effective in suggesting the solutions to learners about their problem but before that an
effective coach always listen their learners and analyse their point of view regarding the
issues so that they will suggest them those solutions only which will match their point of
view and satisfy them effectively (Kamali and et. al., 2021). Providing solutions is not the
only action of coach but they have to make it clear that their learners will understand the
solution effectively and apply it appropriately to mitigate their problems.
 When solutions do not turn out as expected, a good coach proactively helps to define
alternative actions- This is one of the basic attitude of a coach that he/she will provide
alternatives of solution so that in case any option will not fit best to the problem than on
the spot other alternative of solution will be implemented as quick as possible.

 A good coach prepares for each session with information, examples, ideas, etc., and
is ready for discussion- A good coach is always having enough information and
examples on the topic of the session which he/she is planning to organise (The
Measurements of a Good Coach, 2022). It should not be done that coaches will will
conduct the session without appropriate knowledge on the topic. Hence, an effective
coach must generate effective idea, examples and must gain appropriate information to
get ready for the discussion in the coaching session.
Beliefs and values of an effective coach-
 Believe in learner's potential- Coach did not only believe on their own skills and talents
but they also believe their learners potential to grab the knowledge which he/she is
conveying through his/her sessions (Blackett, Evans and Piggott, 2021).
 Believe that someone have a better solution- When coaching sessions are held within a
group of learners then coach will always motivate their learners to provide better solution
than he gave to them (Watson, 2013). He always believe that someone from the group
may have better solution to the given problem and this will make them happy that their
learners are actually gaining the skills and understanding the issues to become sufficient
to make their own decisions for their own issues.
 Believe everyone is responsible for their own choices- Coaches are also having beliefs
that the learners are responsible for their own choice of alternatives (Priest and et. al.,
2018). The coach will provide various alternatives to a given issues. Now it's the choice
of a learner that which option of alternative will suit best according to their capabilities
and abilities.

CONCLUSION
From the above information it is concluded that coaching is the form of an individuals
development where he learn about the ways to solve his issues effectively to achieve the goal.
Coaching will help an individual to gain alternatives of their solutions so that they will decide
which solution will best suit their issues. Attending coaching sessions will help an individual to
analyse their strengths and weakness so that they will work harder to improve their weak skills.
It also helps to improve performance due to its various benefits like it provide self awareness to
employees, increases mental health, create meaningful connections and many others. It is also
concluded that there are various kinds of skills which help an individual to become effective
coach like communication skill, time management skill to help sessions on time, problem solving
skill and many others.

REFERNCES:
Books and Journals:
Aguilar, E., 2020. Coaching for equity: Conversations that change practice. John Wiley & Sons.
Blackett, A.D., Evans, A.B. and Piggott, D., 2021. Negotiating a coach identity: A theoretical
critique of elite athletes’ transitions into post-athletic high-performance coaching
roles. Sport, Education and Society, 26(6), pp.663-675.
Bozer, G. and Jones, R.J., 2018. Understanding the factors that determine workplace coaching
effectiveness: A systematic literature review. European Journal of Work and
Organizational Psychology, 27(3), pp.342-361.
Cochran, A., Harzman, A.E. and Ellison, E.C., 2021. A novel operative coaching program for
general surgery chief residents improves operative efficiency. Journal of Surgical
Education, 78(4), pp.1097-1102.
Digirolamo, J.A. and Tkach, J.T., 2019. An exploration of managers and leaders using coaching
skills. Consulting Psychology Journal: Practice and Research, 71(3), p.195.
Dyrbye, L.N. and et. al., 2019. Effect of a professional coaching intervention on the well-being
and distress of physicians: a pilot randomized clinical trial. JAMA internal
medicine, 179(10), pp.1406-1414.
Hendricks, S., den Hollander, S. and Lambert, M., 2020. Coaching behaviours and learning
resources; influence on rugby players’ attitudes towards injury prevention and
performance in the tackle. Science and Medicine in Football, 4(1), pp.10-14.
Kamali, M.E. and et. al., 2021. Building Trust and Companionship in e-Coaching Through
Embodiment. In Digital Health Technology for Better Aging(pp. 195-204). Springer,
Cham.
Park, S., McLean, G.N. and Yang, B., 2020. Impact of managerial coaching skills on employee
commitment: the role of personal learning. European Journal of Training and
Development.
Priest, K.L. and et. al., 2018. The role of mentoring, coaching, and advising in developing
leadership identity. New Directions for Student Leadership, 2018(158), pp.23-35.
Quigley, D.D. and et. al., 2021. Shadow coaching improves patient experience with care, but
gains erode later. Medical care, 59(11), pp.950-960.

Salmon, D.M. and et. al., 2021. Concussion knowledge, attitude and reporting intention in rugby
coaches and high school rugby players. International Journal of Sports Science &
Coaching, 16(1), pp.54-69.
Stodter, A. and Cushion, C.J., 2019. Evidencing the impact of coaches’ learning: Changes in
coaching knowledge and practice over time. Journal of sports sciences, 37(18),
pp.2086-2093.
Online-
Campbell A.C., 2021. Benefits of coaching: Purpose, clarity, and passion in daily life [Online]
available through:
<https://www.betterup.com/blog/benefits-of-coaching/>
11 Benefits of Coaching in the Workplace, 2022 [Online] available through:
<https://www.indeed.com/career-advice/career-development/benefits-of-coaching/>
The Measurements of a Good Coach, 2022 [Online] available through:
<https://www.csp.com/15-qualities-of-a-good-coach-in-the-workplace/#.YnJMfHUzab8/>
Watson, K., 2013. Three core beliefs to guide coaching [Online] available through:
<https://www.td.org/insights/three-core-beliefs-to-guide-coaching/>

Appendix-
Role play exercise-
I played the role of Philippa and I am a coach in this session where I will communicate with
Maria Cook to help her to resolve her problem related to her professional life. The dialogues of
the session are mentioned below-
Me- Hello Miss Maria, I called you to discuss about some issues which is seen in your behaviour
while working within a team.
Maria- Yes ma'am, actually I also wanted to communicate with you about my some issues and
problems related to my professional life.
Me- Okay, please you proceed first and share what you feel and issues you found to work with
your team.
Maria- Ma'am you know it well that I have been working well for completing my tasks and
performing my responsibilities effectively from last four years but when its the time for
promotion I have to compromise. Hence, this is the biggest reason for my dissatisfaction from
the job role and due to my dissatisfaction I communicate in a rude and aggressive manner with
other team members.
Me- Maria I can understand your problem but you have to co-operate effectively with your team
members and this is the biggest reason that why you are not getting effective promotional
opportunities. Just wait and all good things takes time hence, your promotion within this
organisation also need time but you have to make sure that you must learn the team working skill
well and did not release your frustration upon your teammates because it can impact your
promotion. And secondly, I seem you to openly sharing that you are searching for new job. Is it
true?
Maria- Yes ma'am, I am looking for new job and what's the big deal if I communicate about this
openly to others (communicated in aggressive way).
Me- You are right on your side but once think from the organisational point of view that why
they will promote that individual who is planning to leave the organisation as soon as she finds
new job. I am not saying that you should not find for your new opportunity. You should, in fact
its your right, but at least do not convey this to anyone within the organisation until you get
success in finding your new job.