Coaching, Mentoring and Training
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Coaching, Mentoring and Training
Coaching is a leadership practice where leaders act as teachers in their profession to help other people move from possible failure (Thomas, & Thomas, 2015). The uniqueness of leading and developing others is different in every person, with each capable of bringing new things each time. There are those who coach by energizing others, focusing the attention of their followers on them to achieve the learning. There are those who set authority order and structure and ensure continuity setting people apart with a hierarchical operation within their organs (Clutterbuck, 2009). There are those elected who derive their power from the mandate presented to them by the people, through interactions and self-experience (Kranz, 2010). Common to date are the visionaries who see the future and set plans for achieving that future, setting tasks for everyone to make in a process towards the set goal.
In coaching, there are those who motivate others, seek to create something out of them, and are capable of varying to match the specific needs of different people in the organization. Leaders who engage coaching combine the unique features of the types of leadership and coaching to match groups (Thomas, & Thomas, 2015). Commonly, when most people join groups on the new entry, they need to learn system and processes that will help them operate within the structure and perform their tasks best. According to Kranz, (2010), organizations must set friendly environment to accommodate its employees and newcomers and give them the opportunity to undertake their duty efficiently.
When organizations and leadership coach a person, the need for growth is created, and the person gets necessary support to perform (Rutsch, 2013). The learning process gives an opportunity to transform general goals to specific objectives and achieve more from a group. According to Gannon, & Salter, (2015), growing self-esteem and sense of commitment is vital in helping an employee deal with situations in the workplace and respond to different needs adequately. Coaching or mentoring for new job roles and positions are therefore important in every institution to gain best of workers.
The experience of being introduced to a new area and getting a mentor to take you through the process creates a sense of worth and need in the organization (Joo, McLean, & Sushko, 2012). It is a chance for differences in all aspect of the individual, the workplace is noted, and adjustments are made early to sustain employees. Mentoring helps a person grow from the recognized level to the desirable level, an experience that gives opportunity to develop potential (Curtis & Manning, 2015). People get to learn how to communicate within an organization as per the existing structures and get efforts appreciated by noting positive changes and growth (Rutsch, 2013). The coaching experience is positive since it gives familiarity with the structures and expectations, and there is room to adjust to the processes.
Coaching people helps achieve much success and creates opportunity to work as per the expectations in the organization as all participants are able to contribute their unique abilities within the organization (Thomas, & Thomas, 2015). Coaching process prepares one for the actual process and gives chance to individualize actual areas and improve to match the particular group. Personality played a part in our interrelation since there existed differences in the belief and manner of doing things. Adjustments were necessary towards what applies to the organization and what the leader, as a coach believes in avoiding conflict of personality (Joo, McLean, & Sushko, 2012). The group gave an opportunity to adjust to its system while at the same time giving a chance for suggestions on how to do things (Clutterbuck, 2009). It can be fun in the event the coaching experience involved more than two people, expanding opportunity for wider experience.