Understanding and implementing coaching and mentoring is a unit that requires the learners to understand the coaching and mentoring strategies that promote employee learning and development. The leaners get to understand the coaching and mentoring practices within the organisation, which are meant to provide opportunities for the learners to develop their skills. The unit is meant to help learners understand the differences between coaching and mentoring concepts. The unit helps the learners understand the coach and coachee concepts, as well as the mentor and mentee concepts. Learning the unit helps the students gain awareness on the most significant issues that should be considered in implementing the coaching and mentoring activities. By completing the course, learners will have gained knowledge and expertise that help them develop a coaching and mentoring culture in their places of work to enhance personal development and promote improved organisational performance.
CIPD defines coaching as an approach used to develop the skills and goals that enhance development of personal skills and attributes aiming the coachee. Coaching is meant to improve interaction of the employees and improve their confidence. Coaching is done for a period of time, and it focuses on improving the development of the individuals going through the learning process. Coaching seeks to meet both personal goals and development, as well as improve performance of the organisation. Coaches should be well trained to ensure that they deliver coaching practices to the employees in the best possible ways.
Mentoring on the other hand is described as the relationship established between the mentor and mentee, with the mentor being an experienced person who has the skills, knowledge, expertise needed to create an impact on the other people. It is an approach that enhances development of a long term relationship between the two parties, and this relationship helps the mentee gain knowledge that would help him/her deal with the challenging issues that they face in the line of their work. Mentoring allows mentors to prepare the mentees for future responsibilities, and clearly make them prepared to handle more tasks and responsibilities in their careers. People who have good mentors end up succeeding them to become mentors, and this makes them become more prepared for leadership positions.
Students taking the unit should learn the significance of developing a coaching culture. The coaching and mentoring practitioners should be keen to ensure that they understand the business strategy, and in this case work towards making sure that the strategies support the coaching and mentorship programmes that are meant to improve the practice in the workplace. The line managers may take the responsibility of acting as coaches, and this should be done as a day-to-day activity, where the managers work towards ensuring that they develop a coaching relationship with the employees.
The development of a coaching and mentoring culture in the workplace is the basis to which organisations get to create a positive environment that supports learning for all employees. The line managers have to take responsibility in ensuring that they understand the appropriate time when coaching and mentorship interventions have to be delivered to the employees. The programmes developed to support the practices should be appropriate, credible, and reliable to supporting the relationships established between the coaches and coachee, and between the mentors and mentees.
The learners have to understand the coaching process, which is slightly different from the mentoring process. The coaching process follows four main steps, the first one being preparation, where the first meeting between the coach and coachee is done, and each of the party gets to understand their roles and responsibilities in the learning process. Contracting is the second stage, where an agreement is formed between the parties, and the third stage is coaching process. The fourth and final step is evaluation of what has been learnt and achieved from the coaching practice.
The mentoring process has five main steps, and the first step is building rapport between the mentor and mentee. The second step is setting the direction to which the mentorship approach should follow, and the third step is the main mentorship program, where the mentor guides the mentee to understand how they can enhance their personal development. The fourth step is winding down, where mentorship program comes to an end. Learners should however understand that the mentorship program results to the development of personal relationship between the mentor and mentee, where learning continues in a less formal setting.
By the end of the unit, learners should;
The course is available for persons studying HR and L&D. this is important to the professionals as it helps in the development of knowledge and skills meant to promote their professionalism in the HR field.
The assessment for the implementing coaching and mentoring unit has been divided by tow. Students are expected to complete assessment 5ICM part A, which is between 1650 words, and 5ICM part B which is also 1950 words. In these assignments, learners are expected to demonstrate evidence of research using concepts and models GROW and OSKAR among others in coaching and mentoring. References have to be provided, and they should all be acknowledged using Harvard referencing format.
Implementing coaching and mentoring unit is the basis to which the students get to learn the basics of coaching and mentorship programmes and their significance to promoting learning in the organisation. HR and L&D professionals take this course in order to understand the different concepts, and their benefits to the coach, coachee, mentor, and mentee. The unit helps learners gain the knowledge on how to deliver the coaching programmes, and also understand the significance of developing a coaching culture.