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Supporting Individual Learning Through Coaching and Mentoring

 

3LCM Supporting Individual Learning Through Coaching and Mentoring

 

CIPD level 3 is a qualification geared towards supporting you in your HR career as it provides you with a foundation of building an introduction to the knowledge and capabilities that are needed in the profession. Concepts of coaching and mentoring are essential because you will be required to empower and improve the skills of your human resource.

3LCM is based on practical skills, and the examiner expects you to assume the role of an HR manager, who is to facilitate and inculcate the culture of “coaching and mentoring.” You will be required to prepare a presentation on the essentials of coaching and mentoring to your HR workforce. Please read through the guideline herewith to make it easier to understand what to write in every slide.

 

The General Concept

 

Coaching and mentoring are referred to as some people interchangeably from a business context. However, the two are distinct in meaning despite sharing some similarities. Coaching is a form of training, either on one to one basis or in groups that are geared towards improving personal development or imparting professional skills. On the other hand, mentoring is a semi-structured process of a long term engagement between a mentor and a mentee, to assist in life and career-related aspects.

The two concepts have the similarity that they are geared towards improving ones’ competence and ability, either from a career perspective or on other life matters. Nonetheless, they differ in the approach of delivery. 3LCM is based on these two concepts, and you are required to complete the exam in two major activities: Activity 1 and Activity 2.

 

Activity 1

 

Under the activity one, you are required to make a presentation to assist in understanding what coaching and mentoring entails. To do this, you need to have a clear understanding of the two concepts, the differences between coaching and mentoring, the benefits that come with such a process, and the types of coaching.

You also need to distribute your information wisely in the different slides regarding the process of coaching, mentoring, explains the models, and recording of coaching and mentoring activities. All these aspects have to be adequately covered in activity one and demonstrate mastery of the general concept of coaching and mentoring.

 

Coaching and mentoring Concepts

 

When designing your presentation, your audience must understand the key differences between coaching and mentoring. Some of the major differences that you capture cuts across process delivery, duration of execution, and the purpose.

Coaching is considered a more specific training that is geared towards increasing the level of employee engagement and attains work-related goals. On the other hand, mentoring helps to promote a person’s ability, as well as the universal development of the mentee. Further, coaching may take a few sessions as they are intended to ensure that performance metrics are met. Still, mentoring is a continuous process and can take longer, depending on the mutual acquaintances between the parties.

 

Benefits of Coaching and Mentoring

 

Several benefits are attained from coaching and mentoring. When elucidating on the benefits, it is imperative to let the audience understand that such merits could be earned by the organization, employees, and other stakeholders.

Coaching and mentoring creates an opportunity for the employees to set SMART goals and collectively attain organizational goals. Coaching and mentoring helps in promoting the relationship between the different stakeholders in the organization. In particular, it provides an opportunity for the workers to share sensitive issues with the employer.

 

Types of Coaching and Mentoring

 

You need to explain to the audience the different types of coaching and mentoring, which depends on the target audience. Coaching can be executive coaching, leadership coaching, career coaching, and or business coaching. The differences in the coaching method are based on the target group, the purpose, and the facilitator.

Mentoring can be induction mentoring, peer mentorship, and or developmental mentoring.  Induction mentoring is for the new employees to get them acquitted to the organizational processes. Peer mentoring is the use of senior managers to facilitate mentoring to subjects, while developmental mentoring builds workers to higher positions.

 

Coaching: Stages in a one-to-one Coaching Process

 

The process of coaching is expedited in stages until the outcome is attained. In your 3LCM presentation, you need to capture the four major stages of the coaching process:

  • Contracting: the client and the coach agree on the terms and requirements.
  • Planning: the coach determines the number of periods/sessions to conduct the process.
  • Coaching activity: This is the actual coaching process using the necessary tools.
  • Exit: the process is completed when the terms of the contracting are met.

The coach has the responsibility of building a good relationship as well as identifying the strengths and weaknesses of the coachee for a successful process.

 

Other issues in 3LCM

 

Your presentation should also explain the three stages of mentoring: Introduction, action planning, ongoing mentoring, and exit. Proper preparation and planning are required for successful mentoring.

As part of your presentation, you will be required to explain the role of the mentors. In doing this, the primary role is to provide mentees with guidance, advice, and support for them to get the required expertise. These skills are essential for enhancing growth and development.

You are also required to explain the two models and techniques used in coaching and mentoring.  In this case, two broad models are:

  • GROW Model (Goal, Reality, Options, and Will)
  • OSCAR Model (outcome, situation, Choices, Situations, Review)

It is also essential to record the various coaching and mentoring activities for the entire duration. In coaching and mentoring activities, one should use a recording template.  When recording, one should be guided by the OSCAR model, which is an acronym for Outcome, Situation, Choices and consequences, Action, and Review.

 

What’s more about 3LCM Supporting Individual Learning Through Coaching and Mentoring?

 

In your activity 2, you will be required to demonstrate a live coaching exercise. It is important to understand what your tutor will be interested in. This is an opportunity for you to exhibit a proper coaching exercise that covers the essential components.

Key basic techniques that you should apply here include active listening, questioning, goal setting. An OSCAR model is the most appropriate. When you are making your presentation, you should don’t forget to stick to the recommended rules: 7 X 7- seven words in a sentence and a total of seven sentences/lines per slide. Besides, it is imperative to expound on the issues using speaker notes. Your presentation should show mastery of concepts regarding coaching and mentoring and flow with ease.

 

References

 

Oades, L., Siokou, C. L., & Slemp, G. (2019). Coaching and Mentoring Research: A Practical Guide. NY: SAGE Publications Limited.

Stewart-Lord, A., Baillie, L., & Woods, S. (2017). Health care staff perceptions of a coaching and mentoring program: a qualitative case study evaluation. International Journal of Evidence-Based Coaching and Mentoring15(2), 70.

Stewart-Lord, A., Baillie, L., & Woods, S. (2017). Health care staff perceptions of a coaching and mentoring program: a qualitative case study evaluation. International Journal of Evidence-Based Coaching and Mentoring15(2), 70.

Fibuch, E., & Robertson, J. J. (2018). Bringing Value: Leading by Coaching and Mentoring Others. Physician Leadership Journal5(6), 56-60.

Garvey, R., Garvey, B., Stokes, P., & Megginson, D. (2017). Coaching and Mentoring: Theory and practice. NY: Sage.

Gray, D. E., Garvey, B., & Lane, D. A. (2016). A critical introduction to coaching and Mentoring: Debates, Dialogues, and discourses. NY: Sage.

 

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