Coaching, Mentoring, and Counselling

Coaching, mentoring, and counseling

Group 4

5. Case studies

4. Comparison

3. Counseling

2. Mentoring

1. Coaching

Index

Coaching

the job or activity of providing training for people or helping to prepare them for something

• Self-awareness and reflection

• Problem-solving and decision-making

• Goal setting and achievement

• Skill development

Purposes

Context

Conflict resolution

Onboarding and orientation

Career Transitions

Review the entire coaching process

Measure success

Employees implement a new skill

Coaching Framework

Agree the coaching method

Define the performance objective and timeframe

Provide coaching

Establish success criteria

Identify the performance issue

Mentoring

the activity of supporting and advising someone with less experience to help them develop in their work

Increase the skill levels of employees

Develop leadership capability

PURPOSES

Increase employee engagement

support emerging leaders or individuals aspiring to leadership roles

develop specific skills or knowledge in a particular area

support individuals in their career journeys, help them navigate the industry, set goals, and make informed career decisions.

Context

Leadership development

Skill enhancement

Career development

Mentoring process

Provide feedback and guidance

Create a development plan

Reflect and evaluate progress

Share knowledge and experiences

Set goals

Counselling

the activity of a trained person listening to someone who has a problem and giving them advice on how to deal with it

Private

Confidential

Conflict resolution and interpersonal issues

Work-related stress and burnout

Context

Enhancing communication and relationship skills

Balancing work and personal life

Coping with trauma, critical incidents, or grief

Adjusting to organizational changes or transitions

Emotional well-being and mental health concerns

Career development and decision-making

• Retention and Employee Engagement

• Increasing Productivity and Performance

• Promoting a Positive Work Environment

• Addressing Work-Related Issues

• Enhancing Employee Well-being

Purposes

Process

Intervention and Strategies

Initial Contact and Assessment

Support and Empowerment

Exploration and Problem Identification

Progress Monitoring and Evaluation

Closure and Follow-up

Establishing Rapport and Building Trust

Goal Setting

Comparison

Case studies

After discussing with Sarah, it's decided that a combination of one-on-one coaching sessions, leadership workshops, and peer mentoring will be used to address her specific challenges.

Stage 4: Agree on the Coaching Method

Success will be measured by a 20% increase in on-time project delivery and a 15% improvement in team satisfaction scores in the next employee survey.

Stage 3: Establish Success Criteria

The performance objective is to improve Sarah's leadership skills, specifically in communication and decision-making. The timeframe is set for the next three months, with the goal of seeing measurable improvements in team project delivery and morale.

Stage 2: Define the Performance Objective and Timeframe

After discussions with team members and observing her leadership style, it's identified that Sarah is struggling with effective communication and decision-making.

Stage 1: Identify the Performance Issue

Sarah, a mid-level manager in a software development company, is struggling with leading her team effectively, resulting in missed project deadlines and low team morale.

A comprehensive review is conducted with Sarah and the coaching team. Successes and challenges are discussed, and adjustments are made to the coaching approach for continuous improvement. Sarah reflects on her progress and identifies areas for ongoing development.

Stage 8: Review the Entire Coaching Process

After three months, project delivery has improved by 25%, and team satisfaction scores have increased by 20%, exceeding the set success criteria.

Stage 7: Measure Success

Sarah actively applies the coaching insights and techniques in her day-to-day interactions with her team. She seeks feedback from team members and adjusts her approach based on the outcomes.

Stage 6: Employees Implement a New Skill

She receives feedback, learns new strategies, and practices these skills through role-playing and real-world scenarios.

Stage 5: Provide Coaching

Both Emma and Alex engage in reflective practices to evaluate the progress of the mentoring relationship. This involves discussing what has worked well, identifying any adjustments needed to the development plan, and celebrating achievements.

5. Reflect and Evaluate Progress

Regular feedback sessions are conducted to assess Emma's progress toward the established goals. Alex provides constructive feedback on Emma's performance, highlighting strengths and areas for improvement.

4. Provide Feedback and Guidance

Alex, as the mentor, shares valuable knowledge and experiences from their senior executive role and diverse background. This involves discussing leadership challenges, providing insights into decision-making processes, and offering perspectives that Emma may not have encountered in her current role.

3. Share Knowledge and Experiences

The plan outlines actionable steps, timelines, and resources needed to achieve the identified objectives. It may include skill-building activities, networking opportunities, and exposure to different aspects of the business.

2. Create a Development Plan

The goals may include enhancing her leadership skills, expanding her knowledge in specific areas of marketing, or preparing for a potential leadership role.

1. Set goals

Emma, a rising star in the marketing department, is identified as a high-potential employee. The company assigns her a mentor, Alex, who is a senior executive from a different department with a completely different skill set and background.

The counselor introduces interventions and strategies. This may include stress management techniques, communication skills training, and coping mechanisms to help James navigate challenges effectively.

5. Intervention and Strategies

The counselor explores the root causes of James's decline in performance and increased irritability. This involves delving into work-related challenges, interpersonal dynamics within the team, and any external factors influencing James's well-being.

4. Exploration and Problem Identification

Through collaborative discussions, the counselor and James set specific goals for the counseling process. These goals may include improving performance, managing stress, and addressing any personal issues affecting work.

3. Goal Setting

They create a safe and non-judgmental environment, allowing James to share his concerns openly.

2. Establishing Rapport and Building Trust

The initial assessment involves gathering information about James's performance, behavior changes, and any personal or work-related stressors contributing to the decline.

1. Initial Contact and Assessment

James, a team leader with a successful track record, is experiencing a decline in performance and increased irritability. The company, recognizing the potential impact on the team, brings in a counselor to address the underlying issues.

+ Info

The counselor and James discuss the achievements, lessons learned, and strategies for maintaining positive changes. Follow-up plans are established to ensure ongoing support if needed.

8. Closure and Follow-up

Regular assessments are conducted to monitor James's progress. The counselor and James collaboratively evaluate the effectiveness of the interventions, making adjustments as needed. This stage ensures that counseling remains tailored to James's evolving needs.

7. Progress Monitoring and Evaluation

The counselor provides ongoing support, offering guidance and encouragement as James implements the identified strategies. Empowering James involves helping him develop resilience, self-awareness, and the ability to address challenges independently.

6. Support and Empowerment

Thank you!

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