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Are you interested in learning more about coaching?
We can help you to explore some important facts about coaching and mentoring.
What is coaching? What is mentoring?
What are the benefits of coaching and mentoring? What do you need to know if you are interested in becoming a coach or a mentor?
What Is Coaching?
Coaching is about helping a person or a group of people, to achieve their goals, through powerful conversation. In achieving the clients personal or professional goals, the coach work along with them as a thought partner, by probing them and challenging them, for them to find deeper meaning. In the working context, a manager or supervisor who leads a team, should be able to coach and mentor the subordinates to empower them. Then the managers can engage more meaningfully with their staff.
Perhaps one of the most powerful ways of understanding coaching is from the end. If we know what we are intending to accomplish, we can correct ourselves as we go along and be able to evaluate our success at the end. These products are meant to distinguish what we mean about coaching from other interpretations. We present coaching as more than being an accountability partner that supports someone in reaching her goals or as a disciplinarian who changes someone’s unwanted actions. Instead we claim that coaching occurs in a bigger frame that sometimes includes these two modalities but goes well beyond that.
Coaching focuses on future possibilities, not past mistakes
The Concise Oxford Dictionary defines the verb to coach as to “tutor, train, give hints to, prime with facts.” This does not help us much, for those things can be done in many ways, some of which bear no relationship to coaching. Coaching is as much about the way these things are done as about what is done. Coaching delivers results in large measure because of the supportive relationship between the coach and the coachee, and the means and style of communication used. The coachee does acquire the facts, not from the coach but from within himself, stimulated by the coach. Of course, the objective of improving performance is paramount, but how that is best achieved is what is in question.
Benefits for the coach are :
Develops Strong conversational skills
Exposes the coach to a more systematic manner of supporting a client
Improves personal relationships at work and the broader community
Allows the coach to create a deeper learning for the client
Increases the satisfaction levels of the coach
Ability to support the client is a more progressive manner
Benefits for the coachee are :
Establish and take action towards achieving goals
Become more self-reliant
Gain more job and life satisfaction
Contribute more effectively to the team and the organization
Take greater responsibility and accountability for actions and commitments
Work more easily and productively with others
(Source: Ken Blanchard Companies)
Coaching in organization and leadership settings is also an invaluable tool for developing people across a wide range of needs. The benefits of coaching are many; 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. 86% of companies report that they recouped their investment on coaching and more.
(source: ICF 2009).
The Benefits of Coaching in Organizations:
Empowers individuals and encourages them to take responsibility
Increases employee and staff engagement
Improves individual performance
Helps identify and develop high potential employees
Helps identify both organizational and individual strengths and development opportunities
Helps to motivate and empower individuals to excel
Demonstrates organizational commitment to human resource development
Coaching is about discovery | Counseling is about recovery
If the past is an issue – Counseling | If the past is a fact – Coaching
What is mentoring?
Mentoring is a process in which an experienced individual helps another person develop his or her goals and skills through a series of time-limited, confidential, one-on-one conversations and other learning activities. Mentors also draw benefits from the mentoring relationship. As a mentor, you will have the opportunity to share your wisdom and experiences, evolve your own thinking, develop a new relationship, and deepen your skills as a mentor.
Engaging in a mentoring relationship is beneficial for mentor and mentee as well as their organizations as a whole.
Benefits for the mentor are:
Allows the mentor to “give back” — to both the organization and the mentee
Encourages the mentor to share knowledge, which helps increase the mentor’s sense of self-worth
Strengthens the mentor’s interpersonal relationship skills and increases personal and professional networks
Leads to more personal satisfaction on the mentor’s behalf
Can broaden the mentors skills and knowledge
Provision of a new dimension to current job
Benefits for the mentee are :
Increases the mentee’s self-confidence
Helps the mentee learn to take better control of his or her career
Teaches the mentee how to speak up and be heard
Educates the mentee on how to accept feedback in important areas, such as communications, change management, and leadership skills
Improves the mentee’s interpersonal relationship skills
Helps the mentee better understand the organization’s culture and unspoken rules, both of which can be critical for success
Benefits for the organization are:
Increase in knowledge retention within organisation
Positive impact on recruitment and retention
Able to adapt better to changes
Conveys to people within the organization that management is willing to invest in its members/employees
Shows the outside world that the organization values its members/employees
Fosters more loyal employees
Creates a more positive work environment
Fosters leadership skills in employees
Promotes a sense of cooperation and harmony within the organization
71 A, Dudley Senanayake Mawatha,