8607-550 Understanding the Skills, Principles and Practice of Effective Coaching and Mentoring within an Organisational Context

Introduction

Unit 8607-550 Understanding the Skills, Principles and Practice of Effective Coaching and Mentoring within an Organisational Context is a unit within the ILM qualification in ILM Level 5 in leadership and management. This unit focuses on building the understanding of the learners in facilitating effective mentoring and coaching within the workplace. It helps to boost the efficiency and effectiveness that is required to achieve the desired goals in terms of performance within the workplace.

Leaders must be able to effectively manage a coaching and mentoring process. This involves being able to effectively influence the performance of the employees and other team members to ensure that they can effectively achieve the desired goals and objectives within the workplace. Mentoring and coaching are some of the most effective approaches to performance management hence making it important for leaders within the institutions and facilitating training within the workplace.

8607-550 Understanding the Skills, Principles and Practice of Effective Coaching and Mentoring within an Organisational Context has the main purpose and aim of providing the learners with an understanding of the skills, principles and practice that are required within the workplace for effective coaching and mentoring in an organisational context.

This unit contributes to shaping the understanding of the leaders and trainers towards relevant success within the workplace. The unit is taught in 20 hours of guided learning and contributes to 6 credit values towards the completion of ILM Level 5 qualification in leadership and management.

Unit purpose and aim(s)

Help learners grasp the significance of coaching and mentoring for individuals and organisations. Guide them in advocating for the use of management coaching and mentoring within their own organisations.

Who is this unit suitable for?

Mentoring and coaching have proven to be highly effective in managing individual performance in the workplace. They offer mentees and those in coaching programs the chance to attain desired levels of learning and performance. This involves receiving relevant support that shapes their behaviours, attitudes, and abilities to contribute to organisational goals.

By enhancing stakeholders’ ability to handle workplace changes, it becomes easier to manage team members and employees in various operational areas. This makes Unit 8607-550 Understanding the Skills, Principles, and Practice of Effective Coaching and Mentoring within an Organisational Context, suitable for diverse workplace stakeholders actively involved in managing employee performance.

The unit fosters an understanding of competencies, principles, and approaches to mentoring and coaching within the organisational context. Specifically designed for middle managers, it provides learning content to comprehend and influence mentoring and coaching within the organisational framework.

This unit assists leaders overseeing activities in departments, regions, or organisational lines with the necessary support to achieve workplace goals. It is also relevant for executive managers contributing to strategic decisions on mentoring and coaching from the organisational perspective.

Furthermore, junior managers and team leaders responsible for managing team performance find value in this unit as they work towards achieving team goals. External mentors and coaches aiming to enhance individuals in various practice and operational areas also benefit from this unit.

What are the learning outcomes of this unit?

Upon finishing the unit, learners should:

1. Understand the Purpose of Coaching and Mentoring within an Organisational Context:

• Define coaching and mentoring within an organisational context.
• Explain the similarities and differences between coaching and mentoring.
• Identify potential individual, operational, and organisational barriers to using coaching or mentoring and develop strategies to minimise or overcome them.
• Present the case for using coaching or mentoring to benefit individuals and organisational performance.

2. Understand the Skills, Behaviours, Attitudes, Beliefs, and Values of an Effective Coach or Mentor:

• Critically explore the knowledge, skills, and behaviour of an effective coach or mentor.
• Analyse why coaches or mentors require effective communication skills.
• Review the responsibilities of the coach or mentor to manage relationships (including values and power) and remain ethical and non-judgmental.

3. Understand the Role of Contracting and the Process to Effectively Coach or Mentor:

• Review a model or process to be followed when formally coaching or mentoring.
• Analyse the rationale for and characteristics of effective contracting within coaching or mentoring.
• Explain the necessity of exploring the expectations and boundaries of a coaching or mentoring program with all stakeholders.
• Justify the rationale for the supervision of coaches and mentors in practice.

4. Understand the Principles of Effective Coaching or Mentoring in Practice and How to Evaluate Benefits:

• Critically review the elements required for effective and integrated coaching or mentoring.
• Analyse how the benefits of coaching or mentoring should be evaluated.

What are the key learning areas of this unit?

Unit 8607-550 Understanding the Skills, Principles, and Practice of Effective Coaching and Mentoring within an Organisational Context, aims to enhance leaders’ abilities and performance in coaching and mentoring. Key learning areas include:

Principles of Coaching and Mentoring:

• Grasp the fundamental aspects and definitions of coaching and mentoring.
• Appreciate the leader’s role in establishing effective coaching and mentoring programs.
• Understand why mentoring and coaching are more effective in various situations compared to other performance management methods.

Perspectives of Coaching and Mentoring:

• Explore critical coaching principles to ensure effectiveness.
• Introduction to models for performance improvement and learning/counselling services.
• Understand legal and ethical aspects related to mentoring, including health and safety and equal opportunities.
• Grasp the element of authority in coaching and mentoring, fostering ethical and non-judgmental relationships.

Processes and Models of Coaching and Mentoring:

• Understand various models and processes for effective coaching.
• Learn questioning techniques and contracting arrangements crucial in coaching and mentoring.
• Recognize the importance of goal setting, including SMART objectives, for successful mentoring.
• Align practice with codes of conduct.
• Introduction to integrated coaching and mentoring, ensuring organizational support for performance improvement.

This unit focuses on practical insights to improve coaching and mentoring skills within the organisational context.

How is the unit evaluated?

After finishing the unit, the learners need to demonstrate their understanding of both the theoretical and practical information gained. This is evaluated through a written assessment and supervised practice. The assessor assesses how well the learners have achieved the learning goals and objectives.

References

“The Impact of Coaching and Mentoring on Employee Performance: A Meta-Analysis” by the Institute for Employment Studies (IES) (2023)

“The Role of Coaching and Mentoring in Employee Engagement and Retention” by the Association for Coaching (2022) 

“Coaching and Mentoring for Performance Management: A Practical Guide” by the Chartered Institute of Personnel and Development (CIPD)

“The Benefits of Coaching and Mentoring for Individuals and Organisations” by the Human Capital Institute (2020) 

“Coaching and Mentoring: A Powerful Strategy for Personal Growth and Career Development” by the Association for Coaching (2019)

FAQ

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• ILM Level 5