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“Coaching as a tool for staff development and organisational growth”. The Joint Venture. 4.15 HRD PRACTITIONERS TO BE PROVIDED WITH SPECIALISED COACHING SKILLS HRD practitioners should be provided with specialised ‘coaching’ skills to objectively and positively guide and assist managers-
for staff development
and organisational growth”
4.15 HRD PRACTITIONERS TO BE PROVIDED WITH SPECIALISED COACHING SKILLS
HRD practitioners should be provided with specialised ‘coaching’ skills to objectively and positively guide and assist managers-
• in identifying their shortfalls in respect of CMC competencies;
• locating appropriate solutions;
• determining the personal, team, departmental and stakeholder outcomes and benefits; and
• creating a receptive and conducive environment for the effective and enduring transfer of the new skills and knowledge.
The distinction between Coaching and Mentoring is seldom made within the Public Sector, and thus expectations and effort, to capacitate in this regard may often diverge. SAMDI’s modules to cater for the CMC, People Management and Empowerment, are a case in point, as it only provides a Mentorship training portfolio, when Coaching capability is the more pressing and impactful. Separate modules are required for Coaching and Mentoring.
bringing a person to an acceptable level of proficiency by practice and/or instruction.
passing on of information, skills and knowledge
helps to develop cognitive skills and capabilities
Counselling - repairing a person broken by past hurts, experiences.
Therapy deals with psychological issues such as phobias, trauma or obsession etc.
Purpose of both counseling & therapy is restoring to good
It is the process by which an expert in a specialised field analyzes, diagnoses and suggests solutions to the problem.
Depending on the terms of reference consultants can fix problems ‘for’ or ‘on behalf of’ the client or present the client with different options for the client to choose.
Mentoring is about passing on experience and knowledge by the one who has more experience, knowledge, insight, tricks of the trade etc to a protégé. Mentoring originates from the Greek mythology about Odysseus who entrusted his home and the education of his son to Mentor. With regards to his son, Odysseus is said to have instructed Mentor to ‘Tell him all you know’.
Mentor offers guidance while the mentee actively executes the suggestions and advises of the mentor. One feature of mentoring is a one-to-one relationship between a mature mentor and a young mentee, established to help the young person to achieve his or her goals.
Coaching is non directive facilitation art.
A coach –
sets specific goals and objectives,
sees what you need to do to achieve them,
works with you on target setting, professional and personal development, expansion of your skills base, and
offers practical and relevant advice and guidance.
The two terms seem to be increasingly linked and are often used interchangeably.
2007 CIPD (Chartered Institute of Development) surveys have reported that the use of coaching and mentoring as development tools are on the increase within organizations. According to those who responded, 72% use formal mentoring schemes and 63% undertake coaching activities as part of their wider Human Resource Strategy.
Use of terms meaning the same thing: mentee, mentoree, mentored
Role model: Senior, experienced, ‘been there, seen it, done’, prominent person; it is less structured – key is availability. Relationship is more dependent of the protégé.
(Engaged in informal mentoring)
Facilitative mentors: They operate at a morestructured and focused level than the role model. They help people explore their own issues, build their own insights and self awareness and develop their own unique ways of handling and dealing with colleagues and the organization. They build the employee’s confidence through greater self understanding. (Engaged in Formal mentoring)
Coaching can be used for various purposes hence different types of coaching and niches ...
Self Coaching: Coaching of self, manage own states and taking responsibility for own development
Performance Coaching: Coaching activities here are aimed at enhancing an individual’s performance in their current role at work, to increase their effectiveness and productivity at work.
Skills Coaching: This form of coaching focuses on the core skills an employee needs to perform in their role.
Career Coaching: Coaching activities focus on the individual’s career concerns resulting in increased clarity, personal change and forward action.
Personal or Life Coaching: This form of coaching provides support to individuals wishing to make some form of significant changes happen within their lives. There are different niches within this type e.g. relationship, wealth, health, spiritual coaching etc
Business Coaching: Business coaching is always conducted within the constraints of business functions such as marketing, financial management, productivity, customer service etc
Executive Coaching: Coaching designed to enhance the performance of the most influential people within the organization, and is often delivered by coaches operating from outside the organization for an agreed duration or number of coaching sessions
Internal Coaching: Coaching used as a modality in management functions such as communication, relating, delegation etc
Team Coaching: Coaching used to foster group dynamics, buy-in, motivation, interpersonal relationships etc. Within this type there is coaching for team building, coaching to build consensus or coaching to reach any particular team outcomes
Increase communication throughout the organization
Support succession planning
Aid in recruitment and retention of highly skilled employees
Foster career development and acquisition of knowledge and skills, including technical expertise, relationship building, innovation, risk taking, team building, goal setting and coaching
Build a greater sense of community
Get advice, suggestions and options
Provide a safe place to offload
Identify and leverage core strengths
Develop skills you already have
Relate more effectively with clients and colleagues
Organize and prioritize professional responsibilities
Restore the balance between work and personal life
Gain fresh perspectives on your issues
Gain insight into yourself and the people you work with
coaching and mentoring
of our leadership talent
We believe that government and semi-state institutions in South Africa have unique leadership development needs.
So we want to introduce you to a uniquely South African solution for the coaching and mentoring of our leadership talent….
Summary of Preferences
We believe our coach-mentor solution is the key to unlock the potential of government in South AfricaWe do not think the solutions to the challenges facing government are simplistic – however, we do believe that coach-mentoring is a vital missing piece of the puzzle. Why? Because coaching is in essence the most powerful ingredient of effective leadership, and without effective leadership, we are not going to make the South-African miracle a reality.