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Workplace mentoring and coaching has been identified as an important strategy supporting successful skills development in the workplace.
Mentoring and coaching methodologies, are arguably the most cost-effective developmental intervention an organisation can introduce.
You can support learning in the workplace
An Introduction to Mentoring, Coaching and Training
Coaching, mentoring and individual (or one to one) training are all ways to support learners to achieve their full potential and try new ways of doing things. Different organisation's and groups define them in different ways but there are some key similarities.
All three approaches:
- Support the learner to develop and work towards goals
- Observe, listen and ask questions to facilitate growth and real change
- Encourage the learner to be involved in identifying solutions and actions rather than tell them what to do or act in directive ways
- Operate in objective, non-judge mental and supportive ways
- Discourage dependency
- Work only within areas where they have personal competency and expertise
- Encourage ongoing learning and change
- Foster the development of new competencies
- Clarify direction
- Encourage reflection on performance
- Monitor and evaluate the outcomes and process
“Two major techniques to facilitate individual learning are derived from mentoring and coaching methodologies.”
Mentoring
“Mentoring is a powerful, two-way mutually beneficial learning situation where the mentor shares knowledge and experiences, and teaches using a low pressure, self-discovery approach. Teaching using an adult learning versus teacher to student model and, being willing to not just question for self discovery but also freely sharing their own experiences and skills with the protégé.
Mentoring often provides a two-way learning experience for both mentor and mentee, which can encourage deep satisfaction and numerous benefits in many personal, career, organisational and developmental areas.
Traditionally many community service organisations have used informal mentoring strategies as a cornerstone of staff development. Workplace learning co-ordinators can use this kit to build a framework to support and encourage mentoring that will lead to many benefits for the organisation.
These include but are not limited to:
- Improved staff retention
- Increased improved team relationships
- Improved communication processes
- Succession planning
- Staff development opportunities
- Increased morale
- A desirable work environment
- Shared knowledge and skills
- Cross fertilisation of ideas
- Quality improvements to service provision
- Personal growth
Coaching
Coaching in the workplace developed from its original sporting context where it refers to training or directing athletes or giving instruction to improve practice and performance. In the workplace it involves the development of new insights, practices and self-awareness to increase the worker’s competence and work skills. “The coach develops specific skills for the task, challenges and performance expectations at work.
“Coaching is a process that enables learning and development to occur and thus performance to improve. To be successful a coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place.
- Client/customer service skills
- Technical or practical skills such as operating equipment or completing documentation
- Job seeking and interview skills
- Project management skills.
Training
The culture of workplace learning encourages acquiring new skills, knowledge and ways of working with others.
In the context of the national units of competency for Training and Assessment, the focus of learning may be:
- Organisational/individual
- A new/changed job role
- New or changed work procedures/work skills
- Technical skills
- Life skills
- Generic skills
- Management skills
- Units of competency in Training Packages
Workplace learning is facilitated through the process of training. Training is the overarching concept encompassing a myriad of techniques that promote learning.
“Individual learning/facilitation relationships may be used to help an individual or individuals meet personal or job goals, learn new skills/knowledge or develop new learning/work behaviours. The role of the trainer/facilitator using these techniques is to advise, guide, support and respond to the needs of the individual learner.”
Benefits for the organisation
Providing mentoring support is an investment rather than a cost. Everyone gains. The mentor develops a deeper understanding of how people learn in the workplace and the learner develops the ability to successfully interact within the workplace.
A formalised workplace mentoring system provides the foundation for workplace learning, practical interpersonal skills and for quality workplace outcomes. It is an important system that allows achievement of continuous quality improvement.
Strong mentoring programs and relationships can result in a range of benefits for the organisation including:
- Retention… increases staff retention and reduces staff turnover
- Recruitment… enhances ability to attract new staff
- Improved induction… improves effectiveness of induction and smooths introduction and orientation of new staff
- Succession planning… leadership development and clearer picture of worker skills and potential for promotion
- Quality improvement… increased staff skills results in improved quality service provision… mentoring encourages growth, innovation, initiative and outcomes focus
- Promotion and career enhancement… promotes opportunities for internal appointment
- Enhanced skills and confidence… in mentors and learners
- Work satisfaction…increased staff morale and motivation
- Staff feel valued… encourages staff loyalty
- Reinforces organisational culture and values… helps maintain corporate knowledge and encourages shared understandings
- Diversity management… promotes and demonstrates commitment to diversity
- Promotes networking and communication channels
- Very cost effective approach to staff development
Conclusion
Coaching, mentoring and individual (or one to one) training, are intentional processes that invest time energy and resources to assist another person to grow and develop skills.
In the workplace the three processes often blur dependent on the needs of the individual learner and work role. On any given day many supervisors may spontaneously and often, in a reasonably unstructured way:
- Provide encouragement and advice based on their knowledge and experience
- Coach workers in technical skills
- And develop worker competency, knowledge and attitudes.
- Mentor individuals