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Coaching and mentoring are continuous training processes given to an individual or a group of people. The training aims at helping them to achieve their full potential in the area of their occupation or in other duties which they engage in their daily lives. Both coaches and mentors explore the needs, abilities, and desires of individuals to help them make actual and lasting changes. Use of different tools and training techniques is applied for instance the coach or the mentor may employ a questioning technique to identify problems and solutions of a certain client.
The training requires commitment from both the clients and trainers to realize lasting individual growth and change. Unconditional positive consideration and not judgmental is important in encouraging the clients. Coaching and mentoring programs are tailored to the employee’s knowledge, experience, aspiration, and maturity. Objectives that are focused on the welfare of both the company and individual include the ability to carry out a specific task at the same time putting into consideration the personal and career growth development of individuals. Evaluation of coaching and mentoring outcomes is important to find out whether the trainers and clients are achieving their goals. Organizations should develop ways of supporting employees to change any bad character by offering coaching and mentoring sessions to affected employees. The essay explores ways in which employers can help their employees to handle work-related issues in a professional way (The coaching and mentoring network, 2008, p.12).
In a work environment problems that arise need to be solved wisely especially by the management team. Managers need to understand the cause of the problem, in enquiring this they ought to be polite rather than yell at the employees. To get at the bottom of the issue thorough consultations are required, managers should not think that they have the full potential of solving all problems. This also requires the manager to be mindful of the language they use, to avoid the explosion of a small problem. Human resource management requires respect for other people’s opinions, in laying demands managers need to be mindful of other parties. Though a certain employee may be a top performer s/he should not look down upon other employees, it is important to emulate humility and integrity in addressing other employees (The coaching and mentoring network, 2008, p.32). Employees with the problem of feeling superior and micromanaging fellow employees should seek guidance and counseling from coaches and mentors. This would help them change their lifestyle and gets to appreciate others more. These changes would encourage good relationships at the workplace and eventually increase output. A manager should receive professional training, to be able to handle employees with negative personalities in a good way and at the same time help them to change for the better (Luecke, 2004, chap. 2).
In a work environment when a colleague yells at you, you do not need to yell back at him/her but rather coach them on the importance of being polite. Screaming does not solve any problem but it mostly annoys the other party. There are better ways of expressing needs, when an employer demands a lot from an employee the employees can in a polite way approach the employer and have a discussion. Exploration of need should not be done rudely if the employee expects positive results. Being courteous in a work environment compels colleagues and even bosses to listen and address employees’ needs. If exploring needs is rudely done chances are high that the results will be unproductive or negative. Employees with this behavior risk losing their jobs or having a poor relationship with the employers and fellow employees. Good understanding of employees by their employers is fundamental; they can give coaching and mentoring sessions to employees with personality problems ((The coaching and mentoring network, 2008, p.35).
It is much better if you try to find out what could be the problem, rather than blaming other people.
Instead of pointing a finger at an individual, the cause of the particular problem should be identified. The individual helped to put her act together rather than being viewed as their problem. A problem shared is half solved. Sharing individual problems is important; coaches need to encourage their clients to speak up, to get solutions to their problems. Different opinions given by individuals provide many options for finding a solution, a person can choose the best available opinion. Individuals should be persuaded to speak up, being polite relaxes the individual, and s/he can freely speak up. On realizing other people’s weaknesses, coaches should not criticize them or tell them straight to their face. They should put effort to help them improve on their weaknesses. This is a bit difficult for you let us give the task to someone else so that you can learn from them. It is great to be a team player since it promotes cooperation among all the group members. A good team player takes the lead in addressing any problem that arises in his/her team. Rather than acting like a scorekeeper who always judges who are wrong or right (Mind Your Language, 2004, p.67).
The developmental coach helps the client to change any negative behavior. They do not pretend to have answers to all the problems but they always find out the identity of the story. This enables them to determine whether the client is changing their behavior as per the set goals. The developmental coach is also able to monitor the progress of the client which is highly enabled by knowing more about the client. The coaches get professional training; this enables them to handle clients’ problems professionally. (Giacobbi, 2002, p.26).
The working environment is continuously changing, it is has become more complex and demanding than before. Many organizations have adopted mentoring and coaching as training techniques to build the capacity of their employers. This also helps in changing the negative personality of employees to positive personality. Coaching and mentoring mainly focus on an individual to enhance their morale, enthusiasm, and productivity. It reduces staff turnover because individuals feel appreciated and connected to both minor and major organizational changes. It also strikes a balance as it fulfills the organizational goals and at the same time boosts the personal development requirements of individual employees. Coaching and mentoring programs are tailored to the employee’s knowledge, experience, aspiration, and maturity. Objectives that are focused on the welfare of both the company and individual include, ability to carry out a specific task at the same time putting into consideration the personal and career growth development of individuals.
Reference List
Giacobbi, R.J. (2002).College Coaches’ Views about the Development of Successful Athletes: A Descriptive Exploratory Investigation. Web.
Luecke, R. (2004). Coaching and Mentoring: How to Develop Top Talent. Web.
Mind Your Language. (2008). Mind your language. Web.
The coaching and mentoring network. (2008). The coaching and mentoring network. Web.
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