Coaching And Mentoring For Individual And Team Needs

» INTRODUCTION

This unit is about understanding how coaching and mentoring can be used to meet the needs of individuals and the team.

» SCENARIO

Learners may use their own employment context, or that of another organisation with which they are very familiar, to base their assignment. However, in the case that they are not able to do so, please use the below scenario:-

You are a first line manager, leading a team of 6 staff. Your organisation operates both coaching and mentoring processes for individual and team development.

» TASK 1

Explain the differences between coaching and mentoring. Identify how coaching and mentoring are designed to help meet the needs of individuals and teams. Include the type of needs that each of the processes is intended to address. Identify the expected benefits in terms of improvements in performance and changes in behaviour that an organisation would expect to see as a result of investing time and resources in coaching and mentoring processes. Where possible use practical examples to illustrate your answer.

Guideline word count: 650 – 800 words

A.C. 1.1 – Identify the expected outcome of the coaching process on individual needs

A.C. 1.2 – Identify the expected outcome of the coaching process on team needs

A.C. 1.3 – Identify the performance improvements and changes expected from the individual and team at the conclusion of the coaching process

A.C. 2.1 – Identify the expected outcome of the mentoring process on individual needs

A.C. 2.2 – Identify the expected outcome of the mentoring process on team needs

A.C. 2.3 – Identify the performance improvements and changes expected from the individual and team at the conclusion of the mentoring process

» TASK 2

Using a practical example where possible, draw up a chart to describe the current competences of a team member in the form of knowledge, skills and behaviours, and compare these against the expected knowledge, skills and behaviours required to produce a high standard of performance in the job role. Identify and prioritise any gaps that need to be filled. You may use yourself as an example if you are not in a situation to provide a team member.

Guideline word count: 300 – 350 words

A.C. 3.1 – Describe current knowledge, skills or behaviours of the individual

A.C. 3.3 – Identify the gap between current and expected performance in knowledge, skills or behaviours of the individual

» TASK 3

Using a work based example where possible, draw up a chart to describe the current combined competences of your team in the form of knowledge, skills and behaviours, and compare these against the expected knowledge, skills and behaviours required to produce a high standard of performance in the section or department. Identify and prioritise any gaps that need to be filled.

Guideline word count: 300 – 350 words

A.C. 3.2 – Describe current knowledge, skills or behaviours of the team

A.C. 3.4 – Identify the gap between current and expected performance in knowledge, skills or behaviours of the team

» TASK 4

Explain how you would use a coaching process to meet the identified needs of either an individual or a team, explaining the different stages you would follow. You may find it helpful to use one or more of the gaps identified in Tasks 2 or 3 as your example

Guideline word count: 400 – 500 words

A.C. 4.1 – Explain the stages of a coaching process to meet agreed individual or team needs

» TASK 5

Explain how you would use a mentoring process to meet the identified needs of either an individual or a team, explaining the different stages you would follow. You may find it helpful to use one or more of the gaps identified in Tasks 2 or 3 as your example.

Guideline word count: 400 – 500 words

A.C. 5.1 – Explain the stages of a mentoring process to meet agreed individual or team needs

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