The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!
From the Wiki University
What evidence can you provide to prove your understanding of each of the following citeria?
Arrange for coaching or mentoring
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Identify the need for assistance and the benefits of coaching versus mentoring and discuss with others to determine best option. Completed |
Evidence:
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Select coaching or mentoring in accordance with the identified benefits. Completed |
Evidence:
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Prepare a checklist to assist in explaining the purpose and desired outcomes of the coaching or mentoring arrangement. Completed |
Evidence:
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Obtain assistance where necessary to identify and approach suitable person/s to request coaching or mentoring. Completed |
Evidence:
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Negotiate a coaching or mentoring arrangement in accordance with the identified need, personal expectations, ability and availability of the coach or mentor, cultural and other considerations. Completed |
Evidence:
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Work with a coach or mentor
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Establish ground rules and set realistic expectations. Completed |
Evidence:
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Explore options to attain goals and prepare a plan to document the arrangement. Completed |
Evidence:
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Manage time to achieve learning goals. Completed |
Evidence:
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Monitor progress, achieve or adjust goals as required. Completed |
Evidence:
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Maximise coaching or mentoring results
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Take the initiative to build and maintain the coaching or mentoring relationship. Completed |
Evidence:
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Obtain information and feedback from coach or mentor by asking questions. Completed |
Evidence:
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Use active listening to ensure contact time is used productively and new learning is consolidated. Completed |
Evidence:
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Use techniques for resolving differences without damaging the relationship and seek assistance if this is not possible. Completed |
Evidence:
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Negotiate closure of the coaching or mentoring arrangement once goals have been met or either party wishes to withdraw. Completed |
Evidence:
|
Arrange for coaching or mentoring
|
|
Identify the need for assistance and the benefits of coaching versus mentoring and discuss with others to determine best option. Completed |
Evidence:
|
Select coaching or mentoring in accordance with the identified benefits. Completed |
Evidence:
|
Prepare a checklist to assist in explaining the purpose and desired outcomes of the coaching or mentoring arrangement. Completed |
Evidence:
|
Obtain assistance where necessary to identify and approach suitable person/s to request coaching or mentoring. Completed |
Evidence:
|
Negotiate a coaching or mentoring arrangement in accordance with the identified need, personal expectations, ability and availability of the coach or mentor, cultural and other considerations. Completed |
Evidence:
|
Work with a coach or mentor
|
|
Establish ground rules and set realistic expectations. Completed |
Evidence:
|
Explore options to attain goals and prepare a plan to document the arrangement. Completed |
Evidence:
|
Manage time to achieve learning goals. Completed |
Evidence:
|
Monitor progress, achieve or adjust goals as required. Completed |
Evidence:
|
Maximise coaching or mentoring results
|
|
Take the initiative to build and maintain the coaching or mentoring relationship. Completed |
Evidence:
|
Obtain information and feedback from coach or mentor by asking questions. Completed |
Evidence:
|
Use active listening to ensure contact time is used productively and new learning is consolidated. Completed |
Evidence:
|
Use techniques for resolving differences without damaging the relationship and seek assistance if this is not possible. Completed |
Evidence:
|
Negotiate closure of the coaching or mentoring arrangement once goals have been met or either party wishes to withdraw. Completed |
Evidence:
|