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