Coaching and Mentoring Yu Fu Email: yu.fu@heig-vd.ch

Organisational Behaviour 2 Learning objectives Recognise the differences between coaching and mentoring Explore the benefits of coaching and mentoring in organisations Link coaching and mentoring to sustainability of performance improvement Organisational Behaviour 2

Organisational Behaviour 2 Coach A coach is trying to direct a person to an end result; the person may choose how to get there, but the coach is strategically assessing and monitoring the progress and giving advice for effectiveness and efficiency. Organisational Behaviour 2

Organisational Behaviour 2 Coaching It targets high performance and improvement at work and usually focuses on specific skills and goals. The goals are typically set with or at the suggestion of the coach. The process typically lasts for a relatively short period. Organisational Behaviour 2

Organisational Behaviour 2 Mentor A mentor facilitates career development and psycho-social development by providing a vehicle for accomplishing the development task. The mentor can give advice but the protégé is free to pick and choose what she or he does. The context does not have specific performance objectives. Organisational Behaviour 2

Organisational Behaviour 2 Mentoring It relates primarily to the identification and nurturing of potential for the whole person. It can be a long-term relationship where the goals may change but are always set by the learner. Organisational Behaviour 2

organisation / fresher Organisational Behaviour 2 Mentoring Protégé Career Success Junior member of organisation / fresher Mentor shares values & career counselling Satisfaction An effective mentoring relationship is a learning opportunity for both parties Organisational Behaviour 2

Organisational Behaviour 2 Coach or mentor? Organisational Behaviour 2

Organisational Behaviour 2 Coach or mentor? Organisational Behaviour 2

Organisational Behaviour 2 Activity 1 In small groups: Please list the differences between coaching and mentoring. Organisational Behaviour 2

Differences between Coaching & Mentoring Coaching is about results. The focus is on the role and skills needed. Facilitates learning of the individual towards an end result. Mentoring is relationship based. The focus is on the person and their career. Facilitates individual growth. Organisational Behaviour 2

Differences between Mentor and Coach Goal Oriented Encourages learning Provides feedback and suggestions Builds a positive environment Mentor Usually a more senior person Assists with career guidance Role model, guide Often uses coaching skills Organisational Behaviour 2

Differences between Coaching & Mentoring Goals To correct, gets/suggests goal for the learner To support and guide, work with leaner’s own goal Key skills Give feedback on observed performance Helping learner to discover their own wisdom Initiative The coach The mentee Focus Immediate situation, task and performance Long-term, building capacity Flow of learning One-way Two-way Roles Heavy on telling Heavy on listening Organisational Behaviour 2

Coaching and mentoring Coaching Mentoring Goal commitment Relationship commitment Performance now Future performance Organisational’s needs Individual’s needs https://www.youtube.com/watch?v=wTmILdzOxYw https://www.youtube.com/watch?v=QqD8plYhEkw Organisational Behaviour 2

Organisational Behaviour 2

Coaching and mentoring TRADITIONAL COACHING SPONSORSHIP MENTORING EXECUTIVE/ DEVELOPMENTAL DEVELOPMENTAL MENTORING Influence (Directive) (Non-directive) Performance Career and personal development Organisational Behaviour 2 © Clutterbuck Associates

Sponsorship and developmental mentoring Always senior to junior Power important than relationship Loyalty expected from junior partner Involve active promotion and intervention by sponsor Developmental Experience gap more important than hierarchy gap Power is ‘parked’ Friendship and mutual supportiveness evolve Mentor helps mentee do things for self Organisational Behaviour 2

Organisational Behaviour 2 Key roles of mentor Organisational Behaviour 2

Organisational Behaviour 2 Key roles of mentor Organisational Behaviour 2

Organisational Behaviour 2 Benefits of mentoring New insurance agents with mentors: Sell 20% more than those without Are 13.5% more likely to survive the first year Professional workers with mentors earn between $5610 and $22,450 more than those who don’t Organisational Behaviour 2

Benefits of mentoring: retention With mentor Without mentor Employees plan to change jobs within 12 months 16% 35% Cost of losing/replacing a typical employee $50,000 Organisational Behaviour 2

The most effective activities for developing managers In a study of 524 managers from 54 service organisations and 56 manufacturing companies, the three most beneficial activities for development were: Clarity of roles, goals and expectations On-going performance measurement, feedback and coaching Mentoring from more senior managers Organisational Behaviour 2

Organisational Behaviour 2 GROW Model of coaching Goals - agree on coaching aims Reality - what resources are available – both internally and externally, address real issues Options - identify and evaluate approaches available Wrap up – identify steps to reach goals with action plan Organisational Behaviour 2

Organisational Behaviour 2 Coaching Involves: Focus on learning from improving the results of the job Approach - explore performance problem together, set up opportunities to try out new skills; adopt a model Ownership - shared Outcomes - goal directed, creative; initiative coachee behaviour Organisational Behaviour 2

Coaching – six behavioural success factors: Role-modelling Trustworthiness Mutual respect Communication Experience Praise Organisational Behaviour 2

Mentoring - Three stage process Exploration Enabling a new understanding to be reached Action planning Organisational Behaviour 2

Organisational Behaviour 2

Organisational Behaviour 2