Coaching, Counseling, Mentoring & Future HRD Managers

7/30/2019 Coaching, Counseling, Mentoring & Future HRD Managers

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COACHING, COUNSELING,

MENTORING, FUTURE HRDMANAGERS


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CONTENTS

Coaching,

Counseling

Mentoring, Future HRD Managers.

( PART OF UNIT-5)


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COACHING

Coaching, is the practice of supporting anindividual, referred to as the client or menteeor coachee, through the process of achievinga specific personal or professional result.

Coaching is one on one learning interventionbetween the employee (learner) & theimmediate supervisor (facilitator).

It is aimed at improving employeeperformance.

It involves treating employees as partners inachieving both personal & organizationalgoals.


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CHARACTERISTICS OFCOACHING

1. More Advantages & fewer disadvantages

2. Secondary learning

3. Continuous process

4. Real & instant work environment

5. Universal practices


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TYPES OF COACHING

1. CONCURRENT COACHING is an ongoingintervention wherein employees seek theguidance of their supervisor on the job to

resolve performance problems instantly.2. DEVELOPMENT COACHING:The employee

may be performing his duties effectively& reaching his assigned targets. But the

supervisor attempts to create adevelopmental blueprint for hisemployees by engaging them to thinkbeyond day-to-day routine work.


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CONTD..

3. PERFORMANCE IMPROVEMENT COACHINGinvolves one-on one helping relationshipbetween supervisor & the employee. This

approach is used when a performancedeficiency is noticed or the scope forfurther improvement is identified.


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BENEFITS OF COACHING

To the organization: reduced errors,improved quality, reduced wastage, bettercustomer & more cost savings.

To the employee: reduced work stress,improved performance, brighter careerprospects, enhanced pay, more jobsatisfaction & larger possibility of job

retention. To the supervisor: can get the things done

through subordinates easily, can reach histargets in quantitative & qualititative terms.

To the society: coaching process creates a


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COUNSELLING

Counselling is a process of

helping people to learn how to

solve certain interpersonal,

emotional & decisional

problems.


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CONTD...

It is the discussion of an employeesproblem that usually has anemotional content to it, in order to

help the employee cope with thesituation better.

Counselling involves talking with a

person in a way that helps thatperson solve a problem or helps tocreate conditions that will cause the

person to understand and/or improve


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EMPLOYEE COUNSELLING

Employee counselling is defined as adiscussion between

the supervisor/counsellor& the

employee/clientabout

the real or perceived performance deficiencyor job

related behaviour, the employeesperception of the

identified behaviour, the supervisors

involvement


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PARTICIPANTS INCOUNSELLING

Client/employee- is a person who needscounselling service.

Counsellor- is a person who seeks to improve

the clients performance. Counselling relationship is based on the

values of regard, respect, authenticity,empathy & rapport building.


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OBJECTIVES OFCOUNSELLING

1) Help in realizing full potential.

2) Help in understanding strengths & weaknesses.

3) Help in understanding the work behaviour better.

4) Provides an emphatic climate where a personcan discuss his tensions, conflicts, concerns &problems.

5)

Prepare action plans for improving a personsbehaviour & performance.

6) Increase a persons personal & inter-personaleffectiveness through prompt feedback about hisbehaviour.


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COUNSELLING PROCESS

STEP 1- Exploration

- Initiating

- Establishing rapport

- Listening, Observing &

Writing

STEP 2- Understanding

STEP 3- Action


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TYPES OF COUNSELLING

DIRECTIVE COUNSELLING: DirectiveCounselling is the process of listening to amembers problem, deciding with themember what should be done, & thenencouraging & motivating the person to do it.

NON-DIRECTIVE COUNSELLING: Non-directive counselling is the process of skillfully

listening to a counselee, encouraging theperson to explain problems, & helping him orher to understand those problems &determine courses of action.


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GUIDELINES FOR EFFECTIVECOUNSELLING

Train the counsellor

Plan & inform in advance.

Privacy & Transparency Stay focused

Be direct & honest

Maintain objectivity


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CONTD..

Listen attentively

Encourage disclosure

Write down the points Dont make promises

Confidentiality

Reinforce positive behaviour


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MENTORING

Mentorship refers to a personal developmentalrelationship in which a more experienced or moreknowledgeable person helps a less experiencedor less knowledgeable person.

"Mentoring" is a process that always involvescommunication and is relationship based, but itsprecise definition is elusive.


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CONTD...

Mentoring is a process for the informaltransmission of knowledge, social capital, andthe psychosocial support perceived by therecipient as relevant to work, career, orprofessional development; mentoring entailsinformal communication, usually face-to-faceand during a sustained period of time,between a person who is perceived to have

greater relevant knowledge, wisdom, orexperience (the mentor) and a person who isperceived to have less (the protg)".


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CONTD..

Mentoring is a tool that organizations can use tonurture and grow their people.

It can be an informal practice or a formalprogram.

Protgs observe, question, and explore.

Mentors demonstrate, explain and model.

An important element of the

mentoring relationship is

setting and facilitating clearly-defined

learning objectives.


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CHARACTERISTICS OF AGOOD MENTOR

1. A Desire To Help.

2. Have Had Positive Experiences.

3. Good Reputation For Developing Others.

4. Time & Energy.

5. Up-to-date Knowledge.

6. Learning Attitude.


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Characteristics of aSuccessful Protg

1. Believes that seeking help from seniors canenhance performance & personal effectiveness.

2. Motivated to learn from others experiences.

3. Willing to communicate authentically with thementor.

4. Readiness to accept feedback & act upon it.

5. Have a high sense of personal responsibility &commitment.

6. Knows when to ask for help

7. Committed to expanding their capabilities


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Benefits for the Mentor

Increased motivation;

Challenge;

New insights and perspectives; An opportunity for self-development;

Increased self-esteem & pleasure;

The opportunity to positively influencethe next generation;

Increased peer recognition; and

The o ortunit to im rove


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Benefits for Protgs

Improved self-confidence

Developing business expertise &

technical knowledge Challenge

Support and reassurance

Networking/partnership opportunities

Coaching and

Listening and reassurance.


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FUTURE HRD MANAGERS

This is competency era

This is also Competition era

HRD is needed everywhere It has role in

Starting times

Stabilizing business Growing

Facing storms

All times


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Four Classes of HRDManagers

Future CEOs and CAs

HRD Specialists

Personnel Specialists Subsystems Managers


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Future CEOs and CAs

CA = Change Agents

Totally business driven

Vision drivenThink strategically

Have cross functional exposure or

orientation Can balance short and long term

Balance systems and spirit


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HRD SPECIALISTS

Talented HRD Chiefs or HRDmanagers of excellence.

Good in systems andimplementation.

Lack cross functional orientation.

Good HRD Facilitators. Prefer to remain HRD

Facilitators.


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PERSONNEL SPECIALISTS

Formally Designated as HRD Managers buthave not grown fully into HRD

Administration, Personnel and IR driven

Not fully equipped with Training and ODskills or change management skills

Short term goal driven

Good second hand to CEOs

May lack professional preparation in HRD


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SUBSYSTEMS MANAGERS

Good at one or two subsystemsdesigning and implementation

Learnt from experience or groomedessentially into these

Are yet to acquire a holistic approach


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Where do we go from Here?

We need to understand changingscenario

We need to understand the changing

roles Understand opportunities

Understand SWOT and Act


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CONTD..

New Business Models will emerge

Implementation speed becomescritical

Product Innovations will increase


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FUTURE OF HR

Percentage of time people feelpositive emotions at work placedetermines the likelihood of their

stay Cheerfulness and Warmth spreads

most easily.

Research is needed


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HR Managers of Today


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HR ROLES OF TODAY

Recruitment

Industrial relations & Welfare

AdministrativeTransportation Management

Personnel Management and Policy

Formulation


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FUTURE HR MANAGER

Strategic Thinker

Leader

EntrepreneurTechnological Familiarity

Global Benchmarking

Initiative Visionary

All Rounder


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COMPETENCIES NEEDED

Global Networking

Technology Savvy

Fast Changing Entrepreneurial


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HRD ROLES OF FUTURE

Business Partner Strategist (people focused competitive

strategies)

Business driver (new businesses andopportunities)

Entrepreneur (financial, marketing, technologyparameters, cost controls, quality assurance)

Change and OD Facilitator Researcher

Diagnostician

Interventionist

Coaching, Counseling, Mentoring & Future HRD Managers

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