Mentoring & Coaching
Today companies are turning to coaching and mentoring programs to develop talent. These programs harness the value of internal employee resources to develop others, which saves time, cost, and increases overall employee satisfaction. Despite the enormous effort companies dedicate to talent development, many find that their pipeline of employees ready to assume key positions is insufficient as their organizations expand and grow.
Coaching helps an employee get the best performance out of themselves the potential for which was already there. There are two types of coaches: an internal coach or a professional external coach. With more finite and tangible learning delivered through coaching, the development and performance goals set over shorter periods of time help the high potential person develop within the various stages of their career progression.
The majority of talent programs will also use mentoring as a complementary learning method with coaching. Mentoring is an incredibly powerful tool for individuals who want to learn and grow within an organization. Moving or preparing to move into a new role, taking on new responsibilities, building confidence to develop your career further, or working in a new environment all seem much easier with a mentor to support you.
Coaching and mentorship are viewed as images of change management, focuses on several aspects. Coaching should focus on areas of difficulty in implementing change initiatives. In addition, coaching should focus on transition taking place within the organization. Focus points in coaching include integrating employees into the organization, on-boarding, and helping employees to manage technical experts and high performers. Four areas of focus include skill development, transition, high performers, and on-boarding.
Skill development: Coaching is suitable for skill development. In all organizations, change initiatives may demand certain skills that may not be part of employee education. Technological advancement and changes in production have led to deficiencies in skills. Coaches can be introduced to coach employees on how they can use new technologies. In addition, skills introduced may involve sales skills, information technology, or general management skills. Skills development increases pressure on learning. Employees are required to learn faster than expected while improving performance.
On-boarding: On-Boarding refers to orientation of employees into the organization. Coaching can be done in the context of orientations. All employees, after recruitment should be assisted to adapt to the organizational culture. Coaching is part of assisting employees to adapt to the organizational culture. Organizational culture involves values and systems that define an organization. On-boarding also involves joining new teams, as well as assuming new fictions and duties.
What we do:
- We instigate and design broad ranging change programs.
- Bring in specific solutions to business problems and needs.
- Develop organizational processes, practices and structure.
- Provide expert advice about specific issues and organizational processes.
- We offer our clients a supportive and motivating environment to explore what they want in life and how they might achieve their aspirations and fulfill their needs.
These services will be both beneficial to the organization at large and also benefit the employee on an individual level.
Coaching and mentoring will support the following goals in an organization:
- Change Management.
- Performance Improvement.
- Learning and development.
- Culture alignment.
- Human capital and talent management.
- Strengthen leadership competence.
- Navigate role transitions.
- Increase emotional and social intelligence.
- Cultivate executive presence.
- Improve communication.