Coaching and Mentoring

1.1 Describe and define the purpose of workplace coaching (16 marks)

The aim of coaching is to generate and improve awareness for the coachee to realise and achieve their goals. Although coaching shares many similarities with training and mentoring, there are subtle differences which dictate when each style should be used. Training is essentially an information transfer which is delivered in a very directive and instructive style. Training provides the initial framework within the workplace – commonly used for new starters or employees who are learning a new task or process and delivered by an expert teacher who imparts their knowledge. Training is often set outside of the real world in a safe environment for employees to test the water. Once training has been completed, a mentoring approach will be used to develop employees. Mentoring will take the skills learnt in training and move them into the real world – providing on the job support and beginning a two way communication between mentor and mentee. The dedicated mentor will act as a role model to the mentee and guide them toward the best practice. Objectively, mentoring and coaching can look very similar but mentors are often experienced in their field, whereas coaches do not have to be. Mentoring is also focused on the future whereas coaching is concerned with the present. The coach is there to empower and motivate the coachee to seek their own answers and identify how they can achieve their goals. Coachees are encouraged to learn by mistakes in order to fully understand the consequences of their actions. In many ways the coach can help the coachee unlock their potential and maximise their own performance through identifying barriers which are preventing them from working effectively and providing support during periods of change and transition. The coaching process is also very effective in motivating employees to consider future plans and provide support in their career aspirations within the business...