Elements and Performance Criteria
- Develop coaching/ mentoring strategy
- Research the potential for coaching and mentoring within the organisation.
- Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.
- Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals.
- Establish ground rules for coaching and mentoring in the organisation.
- Develop timelines for the implementation of the strategy with key stakeholders.
- Seek organisational support and resources for the strategy.
- Establish a coaching/ mentoring framework
- Identify a range of coaching/mentoring models to suit the organisation’s needs.
- Arrange training for those interested in being coaches, coached, mentors and/or mentored.
- Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy.
- Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework.
- Formalise protocols for matching participants and dealing with difficulties, disputes and grievances.
- Implement and support coaching and mentoring
- Promote the value of coaching and mentoring at all levels of the organisation.
- Identify opportunities for mentoring and coaching and communicate to interested parties.
- Use internal and external networks to support coaching and mentoring.
- Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance.
- Monitor coaching and mentoring arrangements
- Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.
- Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary.
- Consolidate opportunities for further coaching and mentoring
- Develop coaching/ mentoring strategy
- Research the potential for coaching and mentoring within the organisation.
- Implement and promote a coaching and mentoring framework, linked to other human resource strategies in the organisation.
- Outline benefits to all parties involved in coaching and mentoring, ensuring consistency with the organisation’s philosophy and goals.
- Establish ground rules for coaching and mentoring in the organisation.
- Develop timelines for the implementation of the strategy with key stakeholders.
- Seek organisational support and resources for the strategy.
- Establish a coaching/ mentoring framework
- Identify a range of coaching/mentoring models to suit the organisation’s needs.
- Arrange training for those interested in being coaches, coached, mentors and/or mentored.
- Develop and monitor the requirements of coaching and mentoring contracts/agreements in accordance with the strategy.
- Identify the range of stages in coaching and mentoring relationships and ensure flexibility in the framework.
- Formalise protocols for matching participants and dealing with difficulties, disputes and grievances.
- Implement and support coaching and mentoring
- Promote the value of coaching and mentoring at all levels of the organisation.
- Identify opportunities for mentoring and coaching and communicate to interested parties.
- Use internal and external networks to support coaching and mentoring.
- Suggest techniques and practices for resolving differences without damaging relationships, or provide assistance.
- Monitor coaching and mentoring arrangements
- Encourage people involved in coaching and mentoring to reflect on organisational processes, organisational support and their activities to identify opportunities for improvement and innovation.
- Evaluate and implement recommendations made for improvements in the coaching/mentoring strategy as necessary.
- Consolidate opportunities for further coaching and mentoring