Stress Reduction & Prevention in Workplace-Samples for Students

Questions: 1.Explain the Concept of Coaching and how it differs from Mentoring and other learning and development methods. 2.Explain the Concept of Mentoring and the nature of the relationship between Mentor and Mentee. Answers: 1.The essentials of Coaching and Mentoring Concept of Coaching and Mentoring Coaching and Mentoring are essential procedures, it can be applied in various zones such as athletic teams, in the setting of workplace and academic institutions. In many organization, Coaching and Mentoring are considered to be the most effective techniques for the development of the employees, for all the levels (Exforsys. 2010). Coaching can be defined as the procedure of assisting the development and learning of individual, to improve performance and skills (Knight, 2008). Mentoring can be defined as the procedure of improving the knowledge of individual, point of view and efficiency of work. It also help in increasing the potential of individual for this it is not important that your mentor is your boss (Nigro, 2007). Coaching and Mentoring different from other Learning and Development methods Learning and Development methods involve Training, Counseling, Self-evaluation, discussion with individuals, Workplace skill assessment, observing the team, etc. Coaching and Mentoring is different from the methods of Learning and Development, such as methods of Learning and development are time consuming but on the other hand coaching and mentoring take less time, Leaning and development methods are used for the new employees for example training program for the new joiners but Coaching and Mentoring can be done of the existing employees, methods of learning and development focus on the development of new skills on the other side coaching and mentoring work on the existing skills (ACCIPIO. 2014). Potential benefits of Coaching and Mentoring There are many benefits of coaching and mentoring some of them are discussed here- Benefits Coaching for Coach- Coaching provide satisfaction to the coach for helping others and builds strong personal and professional relationship (The coaching academy. 2015). Benefits of Coaching for Coachee- the person who is being coached gets satisfaction of the work and work become interesting for him (Somers, 2011). Benefits of mentoring for Mentor- Mentor gets encouraged to share his knowledge that increases sense of self-worth of the mentor and mentor learn the knowledge of other area or department (Management Mentors. 2015). Benefit of mentoring for Mentee- self-confidence of the mentee increases and help mentee to better understand the culture of organization. Types of Coaching Performance Coaching- Activities of Coaching are focused towards improving the performance of an individual in the work which they are presently performing so that they can bring productivity in their work. Skills Coaching- Core skills of the employees are focused in skills coaching type that are essential for performing their task or role. It offers an adaptive, just-in-time and flexible methods for development of the skills. Coaching programs are personalized for specific individual for achieving the objective of skill development that are related to the organization. Career Coaching- In this activities of coaching are focused towards the career of the individual and feedback of the coach on the individuals capabilities is the part of the career options discussion. The results of the process should be personal change, clarity (Brefi group. 2015). Directive and Non-directive styles of Coaching Directive style of Coaching- In this this style of coaching method, the coach is said to be the sessions master. Coach work is to give instructions, action plans, decision making and many more. Learner work is to follow the instructions given by the coach and obey the provided solution. Even, the coach give feedback in the way that he/she is giving the instructions. The process of this style is flexible and it is also known as autocratic style. Non-directive style of Coaching- The procedure of challenging and supporting the coachee to think and solve their own problems is known as Non-directive coaching. This style of coaching is not considered as advising or teaching (Growing Talent. 2017). Stages in a one-to-one Coaching process There are 6 stages in One-to-one Coaching process and they are- Analyze the present position of the client, help client in defining their objectives, help client in creating a plan for achieving goals, identify strengths and weaknesses of the client, help client in improving their surroundings for success and help client to overcome self-doubts. Role of Coach- Advisor, Counselor, Guide, Teacher, Role Model, Motivator, Supporter and Planner. Role of Coachee- Learning goal orientation, pre-training motivation, feedback receptivity and developing self-efficacy. Mentoring: Nature and Process A mentor, in relation to a mentee, is an individual with higher designation professionally or in an organization, who have good work experience, knowledge and is committed towards the growth of mentees career. Mentor act as a role model for the mentee that offers commitment to the mentee. Mentor follow various activity with the mentee for his development. There are four steps in the process of mentoring, they are- Planning of the mentoring and identifying the mentor, Meeting with the mentor and construction the relationship, Mid-phase meeting where goals are developed and success is achieved and ending the relationship between mentor and mentee. Role of Mentor- source of encouragement, champion, advisor, person with resources. Role of Mentee- Absorb the knowledge of mentor, learning ambition and demonstrate and practice learning. Models and Techniques of Coaching and Mentoring The GROW model is used to provide a structure to the sessions of coaching and mentoring, it is known as a powerful framework. Full form of GROW is Goal, Reality, Options and Will. GROW model help mentor or coach to plan the sessions or journey. Initially goal is decided, then we find out the current position or reality, finding out the options and then follow the route and it will to face the obstacles in the way of success (Performance consultants. 2015). FUEL is another model used in coaching and mentoring. There are four steps in this model- Frame, Understand, Explore and Lay. First we frame the conversation, then we understand the present situation, find the path for achieving goals and then follow the success plan. Techniques used in coaching and mentoring are effective questioning and feedback. The coachee or mentee may find hard to talk about the weaknesses in front of a stranger so questioning help to identify what mentee need? Feedback helps in improving the skills. Recording Recording the activities of Coaching and Mentoring is very important to demonstrate the goals and how to follow the route towards achieving the goals. It helps in tracking the progress of the client and increases accountability. The responsibility of the coach or mentor is to choose the correct method of record keeping it can be done by the regular practice. It provide the evidence that consideration is provided to the client and how much the client have achieved. Coaching and mentoring develop the life-long learning. Coaching and mentoring activities must be recorded in the computer database involving the details of the client. All the details that are recorded must be signed, dated and written in ink. The information must be objective, relevant and concise. Entries must reflect the coaching and should be updated regularly according to the progress of the client. Example of recording by using the GROW model Goal Goal is to perform excellent on the new software implemented in the job as want to continue the job. Reality Being the in charge of operation department since one year- received rating 4 out of 5. Presently working on the new software and able to take the rating of 3 out of 5. Rating has come down due to not understanding the software properly. Want help in improving the performance and understanding the software properly. Options Work on the software and need time to improve the performance. Can take the help of the person who is able to do the good work on the software. Will 1. Go through the details of the software and try to learn the terms and understand them. 2. Find out different ways to work on the software and make it a life-long learning. 3. Focus on saving the time while working on the software. 2.Basic use of the techniques of Coaching Effective questioning- Asking the wrong question will provide the wrong answer and will not receive what you wanted. For effective communication it is important to ask the right question and can exchange the information. Skills of communication can be improved by asking the right question (Leonard, 2017). For example- If we will receive the proper information then we can help someone properly. Questions can be open ended and closed ended. Open ended question receive long answers and detail of the topic and on the other hand closed ended question provide answers in one word or short answer. Feedback- In many organization employees are not allowed to provide their feedback or rarely they get chance to provide their feedback. Feedback is very important for the improvement and development of the organization. Mentors and coaches are the one who help in providing the necessary feedback. Positive feedback leads to the motivation and increases the productivity of the work done by the employee. Negative feedback analyze the areas that need to be improved and also include suggestions. Receiving regular feedback form the coach and mentors not only improve the performance of the employee but also give them the motivation to work hard (Zeiger, 2017) References ACCIPIO. 2014. Training, Coaching and Mentoring Differences. Accessed on: 2 November 2017. Accessed from: https://www.accipio.com/eleadership/mod/wiki/view.php?id=1794 Brefi group. 2015. Types of coaching. Accessed on: 2 November 2017. Accessed from: https://www.brefigroup.co.uk/coaching/types_of_coaching.html Exforsys. 2010. What is Coaching and Mentoring? Accessed on: 2 November 2017. Accessed from: https://www.exforsys.com/career-center/coaching-mentoring/what-is-coaching-and-mentoring.html Growing Talent. 2017. Coaching skills. Accessed on: 2 November 2017. Accessed from: https://growingtalent.eu/coaching-skills/ Knight, J. 2008. Coaching: Approaches and Perspectives. New York: Corwin Press, pp. 7-31. Leonard, I. 2017. The Art of Effective Questioning: Asking the right question for the desired result. Accessed on: 2 November 2017. Accessed from: https://www.coachingforchange.com/pub10.html Management Mentors. 2015. 25 Benefits of Mentoring. Accessed on: 2 November 2017. Accessed from: https://www.management-mentors.com/resources/benefits-of-mentoring Nigro, N. 2007. The Everything Coaching and Mentoring Book: How to increase productivity, foster talent, and encourage success. New York: Simon and Schuster. Performance consultants. 2015. The GROW Model. Accessed on: 2 November 2017. Accessed from: https://www.performanceconsultants.com/grow-model Somers, M. 2011. The benefits of coaching for the coachee. Accessed on: 2 November 2017. Accessed from: https://www.mattsomers.com/the-benefits-of-coaching-for-the-coachee/ The coaching academy. 2015. The benefits of becoming a coach. Accessed on: 2 November 2017. Accessed from: https://www.the-coaching-academy.com/blog/the-benefits-of-becoming-a-coach-702.asp Zeiger, S. 2017. Strategies and Techniques for Mentoring and Coaching. Accessed on: 2 November 2017. Accessed from: https://smallbusiness.chron.com/strategies-techniques-mentoring-coaching-23317.html