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Analysis of mentoring, coaching and counselling

This statement has been compiled by. This report is supposed for. , which is written showing them the great knowledge that people have received because of this of the mentorship program. It analyses the mentoring, coaching and counseling key points. Moreover it contains the mentoring program itself and reflections.

The primary reason for this record was to expand our knowledge basic on the business by learning through key research and self learning.

B. METHODOLOGY

In order to produce this report, resources of research were used. The primary sources contain the mock interview and tape recordings while the secondary sources are referenced from the web and major books. A diverse amount of databases were also referred to for the study data required. E book references are detailed in the bibliography.

C. FINDINGS

1. 1 Theory

1. 1. 1 Meaning of the word 'mentor'.

The word mentor has many meanings around the world. However, the basic classification is that of a wise and trusted advisor. Person who is happy to meet others and spread information (Pegg, 1999). Thus mentoring can be considered as an activity where information is offered to future mentees thus producing them into better people.

Mentoring is an important aspect of modern culture which is employed in many establishments and business organizations about the world. It isn't only an instrument by which to spread knowledge compared to that person. Mentoring is out there also to create a bond between the mentee and the coach. Mentoring can be seen to obtain found its place in the current modern society. Companies have began designing and applying their own mentorship programs to help facilitate their employees. Companies have already set up the mentorship programs to help groom the very first season students and help those to properly adapt to new environments. In this particular light mentorship is seen to be always a form of management. The mentorship process is important to society as it can help young aspiring individuals to develop in the light of men and women who they research to. In so doing it helps them to succeed in all their efforts.

1. 1. 2 Meaning of the word coach,

Coaching is an activity that enables learning and development to occur thus performance is seen to notably improve. Thus being a coach can be defined as one who mainly helps in the introduction of performance in a particular skill area. Often, people mistake the two terms, mentor and trainer and it is usually seen that the two conditions overlap. However coaches are seen to be more of strategists and planners who are essentially team builders.

1. 1. 3 Description of the word counselor

A counselor is one who is adult, respects other's opinions, is inclined to listen alternatively than to speak and uses the insights he gets from the person's emotions and words to give advice.

Thus a counselor differs from a mentor for the reason that he/she is rational and more objective. Thus the partnership with whoever is being counseled tends to be more professional than personal.

1. 1. 4 The difference between mentoring, coaching and counseling

Most people confuse the three terms and use them interchangeably. However, it could be obviously seen that the three carry different meanings. Coaching refers to the process that boosts on performance by enabling learning and development that occurs.

Counseling as explained above is whereby some may be provided professional advice based on the counselor's insights. These insights are based on the person's psychological status, words as well as appearance.

Mentoring is the process of sharing insights, advice or informational that is useful to the mentee. Mentorship is an activity in which the insights are drawn from true to life experiences and not arbitrary facts. Thus mentorship is seen to be all inclusive. Which means that it entails coaching and counseling as well. It includes since it helps the individual's performance in a specific area to improve. It also includes guidance as the individual's free to seek insight from the coach whenever possible

1. 2 Role of any mentor

The role of the coach is to enable the mentee to become a better person in the professional area as well as their own personal world. By doing, the mentor inadvertently enhances himself very much the same due to perception and personal connection with the mentee.

Mentors have various obligations. The primary goal of a coach is to aid the mentee to attain a new degree of personal and professional improvement thus the mentee can accomplish the jobs laid before him/her.

The mentee also has the task of ensuring that the mentee's progress is consistent. This is accomplished however the mentor providing additional skills and techniques to aid in guaranteeing the mentees continued improvement. The techniques should be predicated on real-life encounters s these help the mentee make a solid connection with how his/her coach used the techniques.

Often the question is lifted on the attributes that make a good coach. That is normally raised by people all over the world who do not understand the concepts of mentoring. Every person is different by virtue of their personality. Thus the coach and the mentee have to adapt to each others personalities to be able to attain proper results. Even though each coach has different personalities, some notable aspects identify between a good mentor and an unhealthy mentor. A good mentor should be ready and well experienced to assist the mentee in virtually any type of situation. The mentors can encourage the mentees by constantly challenging them. The troubles shouldn't discourage the mentees. Mentors will need to have a certain level of credibility both personally and appropriately. Mentors should be able to encourage their mentees in so doing enabling them to express their ideas more confidently. Also the coach should figure out how to be versatile specially when interesting and challenging the mentees.

1. 3 Role of any mentee

A mentee's main aim is to grow his knowledge and find out new skills. That is facilitated by the mentorship program whereby the mentee has the possibility to get advice from anyone who has a lot more experience is an priceless opportunity. A mentee will see that mentors makes things much clearer than they were before. Because of the mentor-mentee marriage, the mentee is able to feel better as he recognizes the mentors is there to really offer him help and is also mostly there to help the mentee learn from his problems. Thus it can be said that this is grooming of the mentee to be able to help him achieve specific goals or jobs. Thus it can be evidently seen that the mentee is learning new skills and gaining experience from the coach. Generally the mentee role is vital as the mentor himself can find out more on his own mistakes from the mentee. Thus, it appears the mentor-mentee marriage is of a symbiotic dynamics where each gain the other.

1. 4 Romance between the Mentor and the Mentee.

As mentioned previously, the mentor-mentee relationship is a symbiotic relationship which benefits both of folks involved. Thus it is crucial for this romance to be one where credibility and communication are readily exchanged between those engaged. The mentor-mentee marriage is one based on trust and it is crucial that this trust is not compromised at all by either of the celebrations. Breaking of this trust could bring about the breakdown of the mentorship program and fundamentally the entire process could be discarded. To make sure this trust is not damaged, it is vital that what's discussed between your coach and the mentees continues simply between those mixed up in discussion. Both mentors and the mentees have to abide by this guideline if the mentorship program is to achieve success.

Communication is also an essential area of the relationship between the coach and the mentee. Communication supports the mentee having the ability to seek advice whenever he requires it from the mentor. It facilitates clean passing of information and allows the coach to have the ability to communicate openly to his/her mentees. The key role of communication in the mentorship program cannot be overemphasized. It is essential that communication be respectable as it id\s through this that the mentor is able to position weaknesses and guide the mentee to improving on the weaknesses. In this manner the mentee is able to acknowledge the mentor's role and accepts his advice. Thus without proper communication, the mentorship program will be for naught and the coach will have failed at his activity.

In some cases there is common fallout between the two parties. Generally, it is because of the lack of communication between the two parties. However, in a few unrelated instances, it is noted that the mentorship process was difficult. Sometimes this is attributed to sexism and racism as it pertains to selecting the mentees. In other situations, it is attributed to the actual fact that the picked mentees are unwilling to learn anything off their mentor. This may be because the mentees do no respect the coach or his employment position.

All in all, the relationship between your coach and the mentee performs an essential role in the mentorship process it is essential that trust be retained throughout the process as well as communication. Integrity as well must be upheld. Moreover, the mentees must be ready to form human relationships with the mentors for the procedure to reach your goals.

2. 0 Mentoring Process

2. 1 Pitch

Before I proceeded to go before the students to provide my pitch, I was very nervous as this was my first pitch. My content emphasized the strong role mentorship acquired in my own life and the unbreakable connection that I possessed developed with my coach. Though my voice was shaky and a little weak, I thought proud because I put fascinated three mentees. Reflecting again, the pitch was a good experience as it pointed out my weaknesses thus helped me increase just a little more.

2. 2 Meetings

2. 2. 1 Progress

The first appointment was a casual face to face meeting so that we could properly get familiar with each other. As of this juncture, I will mention that the mentees were Niklas Kainrad, Alexander Kern and Yashar Berry. We mainly talked about about our pasts, our current selves, our future and what we aimed to achieve. Furthermore, we mentioned the project, made detailed notes on that which we aimed to achieved, proposed and clarified enough time frame for which we were supposed to accomplish the place aims and also establish the times for regularly scheduled meetings.

During the conferences, I tried to play the role of a mentor by striving to listen rather than to speak. Nevertheless the first two meetings I noted that I performed the role of any coach more than a coach. I constantly interrupted requesting questions somewhat than listening. As the conferences passed, I mentioned that I resolved more in to the role of any being a coach.

It was really thrilling because as the times passed, the more engaged we became with further increasing ourselves as individuals. We had the strong prefer to expand into better people. The mentees were more involved when asked to reflect on their earlier and who they desire to be.

2. 2. 2 Mentees Development

a) Niklas Kainrad

During the first meting Niklas seemed mild-mannered, older and positive in himself. When asked to believe back on past experience and say a professionally impacting on experience, he properly communicated his thoughts and his feelings. This was clearly viewed as it afflicted his other mentees. However, it was noted throughout the conferences that though he was a cooperative team player, he cannot be called upon to make critical decisions that the team required. In addition, he was over-optimistic in some situations and at other times, he looked preoccupied by his own thoughts especially during conversations.

Thus throughout the meetings we targeted at improving his talents while restricting his weaknesses. Throughout the mentorship, I called upon Niklas to talk about his opinion in particular when he appeared to be wandering off. This proved to be very effective much like time Niklas became less alert to what was keeping him pre-occupied and much more mixed up in class discussions. Thus Niklas who previously was unable to focus on discussions was now major participator and contributor to them.

Based on Niklas' do it yourself perception details in the counseling report (appendix), t was figured credited to his high maturity, Niklas could convince others to check out him. He was inspiring especially with his unique innovative ability. His cooperation skills likened him to dealing with colleagues who are truly enthusiastic about his ideas and thoughts and with whom he is able to talk effectively.

Due to his observable willpower, tactical weighing of decisions and making judgments, it was further figured his management style would become more of cooperating along with his colleagues to find the way forwards or mapping just how himself.

As for his weaknesses, it was mentioned that though he paid little focus on all the specific details in the operations, this may easily be settled by him employed in harmony with somebody who does. Thus his performance will probably greatly improve.

Thus through the mentorship conferences, we done the above known strengths in order to develop Niklas.

b) Alexander Kern.

During the face to handle interview with Alexander, he was delivered to take great acre particularly when responding to questions. He seemed to be mentally weighing the quality of his answer up against the questions asked.

When asked what he considered the other mentees viewpoints of certain issues, he carefully drew upon what others got said and offered his opinions on the same. His slow but yet very effective approach to considering made him out to be a decisive decision machine.

The leadership qualities that he displayed during the conferences revealed that he was a strategist taking into account everything in a particular session. Often during the conferences it was seen that most of the other mentees consulted with Alexander before a decision was made. Thus throughout the assembly one strength that described him was that he was reliable particularly when called upon to quantify decisions.

Alexander throughout the length of time of the meetings was noted to an integral player specially when it came to making critical decisions. His major attribute that was obviously visible was the fact that he was a strategic leader.

However, he had not been without weaknesses. His control qualities made him unsuitable for low key situations. Thus during the meetings he learnt how to keep a low account when situations demand such action. This helped him to adapt to supportive and subordinate functions when necessary.

c) Yashar Berry

Yashar Berry struck me with her vocal confidence especially when evaluating her advantages and weaknesses. She didn't seem ashamed of her weaknesses but instead exhibited the strong aspire to learn ho to boost with them.

Over the past few weeks once we got to know more about one another, she confirmed real ingenuity when called after to attempt certain tasks. Though this ingenuity earned her admiration from her other mentees, it was slow-moving in showing. This somewhat affected her confidence in participating in such crucial jobs. However, as time transferred, her self confidence in herself and her ingenuity grew.

She was generally a great contributor in particular when during group discussions. Her attitude to tasks got a preference for the jobs that required innovativeness. Thus she was seen as a person who would become more suited to working in mentally challenging situations. This though generally related to her innovativeness was also due her above average features in self organization and control.

2. 2. 3 Ways of improvement

On the starting point of the process, it was rather difficult to boost on the three different people as each their own specific weaknesses. However after comprehensive research, it became clear that Alexander's weaknesses ended up being Niklas' talents. Thus the two worked together during the meetings, often correcting each other and pointing out their weaknesses. This turned out to be a very effective method of increasing themselves. Yashar Berry experienced limited weaknesses and they were settled through group interventions through the conferences. The teamwork projects greatly improved upon the individual's capability to work in a team.

The meetings weren't held on a daily basis. Therefore, as a way for improvement the mentees were necessary to spend the non-meeting days reflecting individually on themselves and their weaknesses. Especially, we arranged that the representation sessions' focus would be how to boost on the weakness that all individual possessed. The conclusions of the personal reflections were then shown to the group through the meeting classes.

We also developed various strategies that were directed to bolster their performance through the interviews. Thus through regular analysis and motivation the three were able to help the other person grow.

2. 3 Evaluation and conclusion

Reflecting back overall process and its effect on the mentees, it could be concluded that the overall impact it experienced about them ws significant. All three mentees confirmed more determination to raised themselves both skillfully and professionally. The serious frame of mind exhibited by all of the showed the true determination to achieve success. They took into account all the mentorship knowledge that that they had learned during the length of time of the mentorship program and were keen to utilize it in the proper manner. On A far more personal circumstance, I, as the coach, have gained valuable knowledge in identifying the personality characteristics of the different individuals. I've also learnt how to overcome these circumstance characteristics each in its manner and properly help the individual to grow. Therefore, I've gained insight in to the proper ways of be used when evaluating the individual and supporting him improve himself.

2. 4 Contrast and mock interview.

In another session, the performance of mentees will be evaluated based on how well they performed in the mock and real interviews. The true interview is thus the real evaluator of the total effectiveness of the procedure.

2. 4. 1 Analysis of Niklas

Niklas was very impressive in terms of dressing during both of the interviews. His vocal strength was strong and depicted open up body language. His answers to the questions which were asked proved gratifying. He revealed real confidence in his answers and spoke confidently throughout the interview.

However, not both interviews were conducted without blunders. When faced with questions requesting him to clarify how he would undertake a specific task, it was noted that he consistently ignored the modest vital details. His arguments to the questions though satisfying weren't without imperfections. He generally clarified the questions but there was hesitation on his part to divulge increased details especially when he was asked to clarify on given points.

He confirmed great improvement through the real interview. It had been clear that he had worked on his blunders and improved on the weaknesses. His answers were now clearer and he did not wait to divulge information when asked to clarify on unclear tips.

2. 4. 2 Analysis of Alexander Kern

Alexander's mock interview exhibited that he previously taken what he had learnt during the mentorship program and properly put in place it to improving his patterns. In conditions of his dental language he was able to present strong answers in a very convincing manner. His answers still exhibited that he had taken great care and attention on account of the question. Though the quickness of his answers was still very poor, it was clear that he previously increased greatly since entering the mentorship program. His quiet disposition when confronted with many questions viewed his oozing assurance when placed at that moment.

During the real interview, it was noted that Alexander experienced noted his problems made during the mock interview and made an attempt to correct them. The speed of delivery of his answers was quick and they still contained all the depth as the mock interview answers. Furthermore, it was impressive that he exhibited he could answer even the most unexpected of questions.

2. 4. 2 Analysis of Yashar Berry.

Yashar Berry was spectacular at both the interviews. Her limited flaws that she experienced displayed early on were now completely erased. Her even manner of speaking, the convenience with which she responded questions and the ingenuity that she displayed all proved that she experienced garnered a great deal of experience from the mentorship program.

2. 5 Summary.

As a listing of the real interview, which is the final evaluation of the mentor's mentoring skills, it was clear that the mentees acquired listened carefully to the mentors, taken their advice and executed it properly. They kept in mind the basic guidelines which they shown in the interview.

On terms of performance, it was rather clear that Yashar performed more professionally than the other two. It had been thus clear that Yashar got carefully paid attention to the particular mentors acquired commented on and worked on it thereby increasing herself properly.

In the case of Alexander, it was clear that with a little pressure he could be forced to succeed. He showed his decision-making prowess when called upon. Niklas also exhibited designated improvement especially in his focus. He paid little focus on his own private interests and concentrated completely on the interview.

2. 6 Representation on my own personal performance

After analyzing the performance of my three mentees, I shown by myself personal performance and progression. I discovered three major things that I would have to improve given the chance to be a part of the mentorship experience again. First, I will have to be more observant of how my mentees present themselves. Niklas was unable to give decisive answers during the mock interview. I, as the coach, should have noted this and done it with him.

Secondly, although mentees showed noticeable improvement, some still exhibited troubles when responding to the questions. Given the chance to take part in the mentorship program once more, I will undertake to simulate real life situations with my mentees so as to avoid this.

2. 7 Realization.

The mentorship program was not only an excellent experience for the mentees. it became an advisable experience for me too. Through sharing and working alongside one another to eliminate each others weaknesses, it was shown that the mentees showed marked improvement especially in how they present themselves properly.

Helping others find their own weaknesses as well as my very own ended up being an invaluable experience for me personally. It also showed that individuals can truly target higher if they have one common goal and someone who is willing to coach them and assist them into obtaining that goal.

2. 8 Advice.

The mentorship program in the EBS is truly an invaluable way to obtain knowledge. One gets to find out about him/her, the chance to identify their weakness and work on increasing them. The pitching of the program is also very essential as it offers the mentees a confident feel about the program.

With all the above said, I'd thus prefer to advise that the mentorship program be carried over into the other years. This would permit mentors to talk to their mentees thus the bonds aren't broken following the mentorship program is finished.

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