8581-701 Undertaking Coaching or Mentoring at a Senior and Strategic Level

Coaching and mentoring are terms often used alternatively in the business world. Unfortunately, they are not the same. Most leaders and managers often describe themselves as coaching employees when in the real sense they are mentoring them. Owing to this misinterpretation, most organizations stand to lose out on the opportunities to develop leaders as coaches while leveraging the benefits of mentorship.

Executive coaching involves equipping an individual to deal with critical near-term issues confidently. Coaching also entails helping an individual to perfect leadership and management skills. Since the main focus of executive coaching is on the short-term results, it is crafted to attain the optimum outcomes within a short period. Besides, executive coaches are said to inspire, motivate, and encourage employees while stressing that the customers are in lieu with the objectives and priorities of the organization.

Executive mentoring, on the other hand, involves a wider aspect. Unlike coaching that immediate issues, mentoring helps employees and their clients with both near-term goals and long-term goals that extend into the future. As such, executive mentoring mainly focuses on guiding employees on how to deal with or impart wisdom in using their skills. Generally, mentors provide help in different ways from personal to professional activities to ensure their employees grow and develop.

An efficiently functioning executive coaching and mentoring ensures that employees have the right platform to learn, connect and advance within the organization and boost their career paths.

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Level 7: Executive Coaching and Mentoring

Who is this qualification for?

Executive coaching and mentoring qualification is designed for senior managers or HR/OD professionals keen to develop their expertise and credibility in coaching and mentoring or who want to create coaching on an organizational level. The qualification is also for professional coaches and mentors who want to improve and accredit their experience with a nationally recognized qualification.

Learning Modules

There are three learning modules for this qualification, and they span over 6 months:

Module 1: Understanding the context of coaching and mentoring in a strategic business environment: This module aims to enable learners to critically view the role and contribution of coaching and mentoring at an executive or senior level.

Module 2: Undertaking coaching or mentoring at a senior and strategic level: This module gives the learner tools and techniques to review and improve their practice and understand how the client’s organizational culture and structure affect coaching and mentoring relationships.

Module 3: Reflecting on your ability to perform effectively as a coach or mentor practicing at a senior level: This module aims to enable you to demonstrate your ability to plan, deliver and review at least 20 hours of coaching and mentoring at your workplace. However, for the Diploma qualification, you are required to plan, deliver and review at least 100 hours of coaching and mentoring in your workstation. Besides, there is added focus on assessing your work against the best practice standards.

Full Qualification Details

Qualification Level: Certificate

Credit Value: 15 – 15

Structure: The certificate qualification is structured into a 1-unit segment. At least 1 hour of introduction and at least 2 hours of tutorial support are required. Learners must achieve a total of 15 credits.

Qualification Level: Diploma

Credit Value: 40 – 40

Structure: The diploma qualification is structured into a 1-unit segment. At least 1 hour of induction and at least 2 hours of tutorial support are required. Learners must achieve a total of 40 credits.

Why Undertaking Coaching and Mentoring at an Executive or Senior Level is Important?

For Personal Development

Coaching and mentoring at an executive or senior level boosts the expertise and knowledge of experienced employees, thus resulting in better efficiency while aiding the newer employees to learn the traditions and cultures of the organization. Moreover, executive coaching and mentoring at a senior level guide employees in becoming conversant with the expectations of the company. Coaching provides a trusting and confidential relationship, which in turn provides a platform for employees to resolve their issues and concerns for better working rapport. With this, employees’ frustrations are reduced and individual job satisfaction is enhanced.

Encourages Retention

Coaching and mentoring at the executive level stimulate loyalty. The sense of loyalty towards the organization is realized owing to the connection and commitment felt by the mentees, especially when the coaches and mentors provide them with opportunities and mould their careers. Besides, coaching and mentoring stimulate a positive work experience since the employees feel comfortable when the management inspires open communication.

Improves Team Efficiency

Besides, bringing the individual of the employee, senior level coaching and mentoring work to enhance team efficiency in departments and the organization as a whole. As the managers and senior leadership receive executive coaching and mentoring, it aids them to identify the weaknesses and strengths of each of their workforce.

This allows the organization’s team to work efficiently even when an employee takes a vacation or a sick leave. The management can capitalize on the resources available to ensure no services are disrupted when a particular employee is absent.

Without a doubt, undertaking coaching or mentoring at an executive or senior level can bring along several benefits to any kind of organization. As such, implementing coaching and mentoring at an executive level in an organization can provide significant input to ensure the overall development of individual employees and the entire organization.

Myths about Coaching and Mentoring

Myths about coaching and mentoring are often a hindrance for senior or executive managers not to incorporate coaching or mentoring in their organization to attain better business outcomes. So, the most common myths about coaching or mentoring include:

Coaching or mentoring is not for successful people: Actually, successful managers are the ones who indulge more in coaching or mentoring. This is because they know that they need to regularly update themselves with new skills, strategies, and techniques to stay top of the hierarchy.

Coaching and mentoring are short-term training: Certainly, a coach or mentor is not someone who delivers training and disappears. A coach or a mentor understands employee behavior and traits, and thus they understand that employees can at times lack confidence, experience frustrations, or low energy levels. Therefore, coaching and mentoring is a long-term process of aiding individuals to succeed consistently by tailoring to their needs and the organizations.

Coaching brings about co-dependency: In this case, the idea is that coaching or mentoring causes employees to become dependent more on coaches and mentors for their success and inspiration. Conversely, coaching or mentoring empowers individuals to become aware of their strengths, skills, and techniques to inspire themselves and not depend on coaches and mentors.

Without a doubt, undertaking coaching or mentoring as a senior or executive manager who also serves as a coach and mentor can bring a great impact on the development of employees and future executive managers and leaders.

Undertaking coaching or mentoring also helps improve their organization’s royalty, performance, and productivity while reducing turnover. It also increases motivation and engagement among employees hence creating a progressive impact on the bottom line.

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