Tips on ‘How to Coach and Mentor staff’
At P2HR, we know that coaching and mentoring are the catalysts that transform potential into performance. They provide the guidance, support, and wisdom needed to navigate the complexities of personal and professional growth. Whether it's unlocking hidden talents, sharpening skills, or fostering resilience, the right mentor or coach can be the game-changer that propels individuals to new heights.
What is Coaching and Mentoring and what is the difference?
Coaching - People engage in coaching for a variety of reasons. It can help them to make changes in their life, business or career, improve their performance, enhance their relationships with others or develop specific skills. Broadly speaking coaching is a process that allows an individual or group of people to reflect and gain awareness of who they are, what is important to them, their strengths, challenges, options open to them and what action to take in order to make the changes they want in their work or life.
Mentoring - Mentoring is used specifically and separately as a form of long-term tailored development for the individual which brings benefits to the organisation. Traditionally, mentoring is the long-term passing on of support, guidance and advice. In the workplace it has tended to describe a relationship in which a more experienced colleague uses their greater knowledge and understanding of the work or workplace to support the development of a more junior or inexperienced member of staff.
FUN FACT! Mentoring comes from the Greek myth where Odysseus entrusts the education of his son to his friend... Mentor.
Here are our top 5 tips
1)Set SMART goals
Every coaching and mentoring session needs clear objectives, otherwise the employees will walk away feeling confused.
2) Develop your communication skills
A vital skill is the ability to voice your opinion clearly and informatively for others to understand what you’re trying to say. Are you a verbal, non-verbal or visual learner or a blend?
3) Ask open-ended questions
To ensure alignment with employees regarding their understanding and interest in the topic at hand, coaches and mentors should excel at asking open-ended questions.
4) Use emotional Intelligence (EQ)
EQ involves understanding others’ feeling and responding appropriately. During coaching and mentoring sessions, which can be stressful for employee, managers must possess the skills to reassure and instill confidence in them.
5) Make sure you follow up
A coach/mentors job is not done after the training has completed. You should be available to monitor your employees understanding and implementation of the new skills in order to make sure it was a success.
Conclusion
We have seen first hand how using coaching and mentoring in the workplace can significantly enhance employee development and organisational performance. The tailored support boosts individual confidence and productivity but also fosters a culture of continuous learning and improvement. If you would like any help developing your skills to enable you to become a more effective coach or mentor or you would like to help setting up a more structure programme for your organisation get in touch with us we would love to have a chat. You can contact us on enquiries@p2hr.co.uk