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Technology Enabled Learning Excellence Essentials January 2015

Coaching within Organizations it as personal tutoring. Skills coaches focus on the core skills an em-ployee needs to perform in their role and therefore need to be highly experienced and competent in performing the skills they teach. Skills coaching programs need to be tailored specially to the indi-vidual, their knowledge, experience, maturity and ambitions. They have clearly defined objectives. These objectives often include the individual being able to perform specific, well-defined tasks whilst taking into account their personal development needs. Tutoring, or one-to-one skills coaching, is not the same as informal ‘on the job training’. What differentiates it is that it is based on an as-sessment of need in relation to the job role, is delivered in a structured way, and generates measurable learning and performance outcomes. 5. Personal or Life Coaching Personal coaches may work face-to-face, but email and telephone based relationships are also very common. These coaches operate in highly supportive roles to those who wish to make some form of significant change happen within their lives. Life Coaches offer individuals a supportive and motivating envi-ronment to explore what they want out of life and how they might achieve their aspirations and fulfil their needs. By assisting the person to commit to action and by being a sounding-board for their experi-ences, personal coaching allows the individual the personal space and support they need to grow and develop. The coach’s key role is often in assisting the person to maintain the motivation and commitment needed to achieve their goals. Personal coaching is therefore much more based towards the fulfil-ment of the individual’s needs versus their organization’s needs. 6. E-Coaching E-coaching is the final type of coaching. It has the following features: Asynchronous Coach/coachee can consider issues and communicate at different times. Time efficient Coach/coachee don’t have to spend the same amount of time together. Reflection time Both coach/coachee can spend time reflecting on issues before communi-cating with each other. Consolidation As a result of reflection time, thoughts can be consolidated, connections made, and new insights gained. Instant advice Coach/coachee can be involved to-gether in real time, instant interaction on a given issue. Access to other Coach can provide coachee with links to sources other knowledge sources. Support of others Via a chat room coach can provide access to others with knowledge/experi-ence of coachee issues. Supportive/ complementary E-coaching can support and comple-ment face to face coaching. What then is the difference between coaching and mentoring? Mentoring Mentoring is... “Off-line help by one person to another in growing their insights, knowledge, thinking, and awareness to support their personal aspirations.” As the definition suggests, there are many similarities between coaching and mentoring! Mentoring, particularly in its traditional sense, enables an individual to follow the path of an older and wiser colleague who can pass on knowledge, and experience, and open doors to otherwise out-of-reach opportunities. Coaching on the other hand is not generally performed on the basis that the coach has direct experience of their coachee’s formal occupational role unless the coaching is specific and skills focused. Why then do the best get better through commitment to and use of coaching? The simple answer is that coaching delivers tangible, lasting benefits. The Benefits The benefits of coaching are many and substantial. For organizations they include: • Reduced time and costs of escalation through employees taking the right decisions in the right way, first time. • Reduction in employee turnover, with employability and mar-ketability overtaking concerns about job security. • Following redundancies, providing a strategy for handling the ‘survivor syndrome’. • Reversing an ‘us and them’ culture to an ‘us with them’ culture. • Managing change effectively in a continuous state of transition. For individuals they include: • Creating the motivation and “know how” to increase personal learning. • Adding fresh psychological insights to overcome problems, and achieve personal breakthroughs. • Providing increased self-awareness and self-knowledge on which to build for the future. • Increasing self-confidence, self-esteem, and self-belief for im-proved performance. • Achieving a move from dependence, to independence and on to interdependence. • Becoming truly empowered. Summary Whether you are reading this bulletin as an individual with poten-tial coaching needs, or as a manager or H.R. professional looking at ways to introduce coaching into your organization, we hope you will draw the same conclusion. That conclusion is simply this – without coaching you will be going backwards; that with it you will at least have a chance of keeping up with the best; and it is only the best who are long term winners. And remember, the better you are the more you need it! TEL Jeremy Francis is the CEO of Buyandtrain.com. He has worked at all levels in these organizations partnering them in creating bespoke solutions to their needs using a blend of customized training resources including e-learning, virtual classrooms, online personal growth and development resources, online education programs, and consultancy. Visit www.buyandtrain.com Email jeremy.francis@buyandtrain.com 26 Submit your Articles Excellence Essentials presented by HR.com | 01.2015


Technology Enabled Learning Excellence Essentials January 2015
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