Unit 3 Coaching and Mentoring in health and social care of Level 3 Diploma helps us to understand the difference between coaching and mentoring.
What is Coaching?
Coaching is making a conscious efforts to make sure the other person is achieving their specific goals . This person who act as fuel in other’s journey is called as instructor or coach. A coach tells you how play on your strengths and how to improve on your weakness.
What is Mentoring ?
Mentoring is different than coaching . As a person can guide or support you but ultimately its your choices and efforts that make you different . For example , a teacher or mentor is going to teach same thing to a lot of students but some takes the advice and start working on it whereas others call it a burden and leave it.
Mentoring can help you in networking , political strategics, negotiation and managing.
Introducing the G.R.O.W Model
G.R.O.W model stands for following :
- Goal Setting is a first and the foremost step which means you are setting the purpose and direction to your action.
- Secondly have a reality check on how much improvement is needed from you and your employer to breakdown any issues that one can encounter to achieve the vision.
- Develop your options to know what is available for to help with the performance.
- Once you have decided on options , you can wrap it up with a plan.
What is SMART goals?
When you are setting a goal , you must make sure that you goal is SMART which means following:
- Your goal must be specific about its vision.
- It must be measurable, such as % of return or improvement from current situation.
- Your goal must be something that one can achieve. It should not be superficial and something that is out of limits and resources.
- Next the goal must be realistic in approach.
- One can put a time-frame on it , for instance you need to know when you want your goal to be achieved.
How to identify obstacles ?
In workplace , you will eventually face a situation where you have no idea what is going on then you follow three steps :
1.Firstly , spot or identify the problem because without knowing the problem one can not reach anywhere. It will be like standing in the dark for a long period.
2. When you know the problem then you look for the reason how it became a “obstacle” in your journey. Root out the cause!
3. Provide a solution or antidote to the problem .You must have action plan on how to deal with this roadblock.
When coaching , we should avoid being a DOPE
Degrading your employees : Using insulting words like lazy , stupid and others are not the way of maintaining a good and healthy environment.
Ostracizing your employee: Using coaching sessions only as method of discipline and not appreciating the efforts of the employee can cause lots of dissatisfaction.
Punishing your employee: Only using coaching time to punish or fire the employee.
Evaluating your employee: Telling off the employee and comparing with other high performing ones.
How to build a trust ?
As employee and employer , we have to make sure we are always presenting ourselves with utmost respect and dignity and build a strong connection with each other. Following are the ways to build trust among the team :
- Maintain a positive body language.
- Listen to each other intently and speak less.
- Always respect your employees.
- Keep things confidential.
- Keep your promises.
- Be honest and transparent
- Be confident
- Tell them you believe in them.
What is the importance of the feedback ?
When it comes feedback , it is very important that we talk about sandwich feedback which is a technique used to make feedback as a easy process. In this you highlight good and bad together. The structure of this method is called POP which stands for
- Praise
- Opportunity for growth
- Praise
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