Elements and Performance Criteria
- Develop coaching/ mentoring strategy
- The potential for coaching and mentoring within the work group/organisation is researched.
- A strategy is developed to implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.
- Benefits to all parties involved in coaching and mentoring are clearly outlined, consistent with the organisation's philosophy and goals.
- Ground rules established for coaching and mentoring in the organisation are contained within the strategy.
- Timelines for the implementation of the strategy are developed with key stakeholders.
- Organisational support and resources are obtained for the strategy in accordance with organisational procedures.
- Establish a coaching/ mentoring framework
- A range of coaching/mentoring models is identified to suit the organisation's needs.
- Training is arranged for those interested in being coaches, coached, mentors and/or mentored.
- The requirements of coaching and mentoring contracts/agreements are developed and monitored in accordance with the coaching and mentoring strategy.
- The range of stages in coaching and mentoring relationships is identified and flexibility is built in to the framework to manage the stages where necessary.
- Protocols for matching participants and dealing with difficulties, disputes and grievances are formalised in accordance with the organisation's existing procedures.
- Implement and support coaching and mentoring
- The value of coaching and mentoring is promoted at all levels of the organisation in accordance with organisational policy and procedures.
- Opportunities for mentoring and coaching are identified and communicated to interested parties in accordance with the strategy.
- Internal and external networks are used to support coaching and mentoring in accordance with legislation, policy and procedures.
- Techniques and practices are suggested for resolving differences/problems without damaging relationships, or assistance/referral is provided in accordance with organisational policy and procedures.
- Monitor coaching and mentoring arrangements
- People involved in coaching and mentoring are encouraged to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.
- Recommendations made for improvements in the coaching/mentoring strategy are evaluated and implemented as necessary in accordance with organisational policy and procedures.
- Consolidate opportunities for further coaching and mentoring
- The positive contributions of individuals to coaching and mentoring arrangements are recognised and acknowledged.
- Positive changes created through coaching and mentoring arrangements are celebrated and rewarded in accordance with organisational policy and procedures.
- Ongoing opportunities for coaching and mentoring are identified and promoted in accordance with individual and organisational requirements.