Elements and Performance Criteria
- Arrange for coaching/ mentoring
- The need for assistance is identified and the benefits of coaching versus mentoring discussed with others to determine best option
- Coaching/mentoring is selected in accordance with the identified benefits
- A checklist is prepared to assist in explaining the purpose and desired outcomes of the coaching/mentoring arrangement
- Assistance is obtained where necessary, to identify and approach suitable person/s to request coaching/mentoring in accordance with the coaching/mentoring plan
- Selected person/s are approached and a coaching/mentoring arrangement is negotiated in accordance with the identified need, personal expectations, the ability of the coach/mentor to provide the service, cultural and other considerations
- Work with a coach/mentor
- Ground rules are established and realistic expectations set with the coach/mentor
- Options to attain goals are explored and a plan is prepared with the coach/mentor to formalise the arrangement
- Coaching/mentoring input is used constructively in accordance with established goals
- Time is managed to achieve learning goals
- Progress is monitored and goals achieved or adjusted as required
- Maximise coaching/ mentoring results
- The initiative is taken to build and maintain the coaching/mentoring relationship
- Productivequestions are formulated and used to obtain information and feedback from coaching/mentoring
- Active listening is used to ensure coaching/mentoring time is used productively
- Techniques are used for resolving differences/problems without damaging the relationship, or assistance is obtained in accordance with organisational policy and procedures
- New learning is consolidated to maximise coaching/mentoring results
- Closure of the coaching/mentoring arrangement is negotiated once goals have been met or either party wishes to withdraw
- Arrange for coaching/ mentoring
- The need for assistance is identified and the benefits of coaching versus mentoring discussed with others to determine best option.
- Coaching/mentoring is selected in accordance with the identified benefits.
- A checklist is prepared to assist in explaining the purpose and desired outcomes of the coaching/mentoring arrangement.
- Assistance is obtained where necessary, to identify and approach suitable person/s to request coaching/mentoring in accordance with the coaching/mentoring plan.
- Selected person/s are approached and a coaching/mentoring arrangement is negotiated in accordance with the identified need, personal expectations, the ability of the coach/mentor to provide the service, cultural and other considerations.
- Work with a coach/mentor
- Ground rules are established and realistic expectations set with the coach/mentor.
- Options to attain goals are explored and a plan is prepared with the coach/mentor to formalise the arrangement.
- Coaching/mentoring input is used constructively in accordance with established goals.
- Time is managed to achieve learning goals.
- Progress is monitored and goals achieved or adjusted as required.
- Maximise coaching/ mentoring results
- The initiative is taken to build and maintain the coaching/mentoring relationship.
- Productive questions are formulated and used to obtain information and feedback from coaching/mentoring.
- Active listening is used to ensure coaching/mentoring time is used productively.
- Techniques are used for resolving differences/problems without damaging the relationship, or assistance is obtained in accordance with organisational policy and procedures.
- New learning is consolidated to maximise coaching/mentoring results.
- Closure of the coaching/mentoring arrangement is negotiated once goals have been met or either party wishes to withdraw.