Coach… seseorang individu yang memberi bimbingan khusus kepada sekumpulan individu lain. Mengambil berat mengenai pencapaian menuju ke arah objektif yang ingin dicapai oleh kumpulan

Cth: pengajar kepada pelajar

Definisi

Mentor… seseorang yang boleh dipercayai seperti pengajar, kaunselor dan selalunya individu yang lebih berpengalaman. Berkongsi maklumat dan pengalaman, melatih pada tahap tekanan yang rendah dan menggunakan pendekatan mencari jawapan secara sendiri dengan bantuan.

Perbezaan Mentor dan Coach

Mentor Coach

Focus perseorangan Pelaksanaan/pencapaian

Role Tiada agenda tertentu

Mempunyai agenda tertentu

Relationship Pilihan Sendiri Datang bersama-sama

tugas

•Coaching … kaedah menjalani sesuatu latihan secara

langsung kepada sekumpulan individu bagi mencapai sesuatu

objektif atau bagi tujuan mengembangkan lagi kemahiran

tertentu.

•Mentoring ... Kaedah melibatkan seseorang individu yang

mempunyai kelebihan ilmu atau pengalaman membantu

individu yang kurang ilmu dan berpengalaman

Apa itu Coaching dan Mentoring?

Membantu di dalam memenuhi proses yang melibatkan keperluan, motivasi, keinginan, kemahiran dan pemikiran terhadap seseorang individu untuk berubah.

Menggunakan kaedah menyoal bagi membantu pelatih berfikir di dalam mengenalpasti penyelesaian dan tindakan daripada menerima sahaja pandangan orang lain.

Membantu pelatih dalam menetapkan objektif dan kaedah yang bersesuaian.

Melihat, mendengar dan berkongsi maklumat dengan pelatih bagi memahami situasi.

COACHINGCOACHINGCOACHINGCOACHING

COACHING

1. Identify the approach of coaching style

2. Name the characteristics of coaches

3. List the strengths and weaknesses of coaching.

Instructional AimsInstructional Aims

The participant will be able to:-

DEFINITION OF COACHINGDEFINITION OF COACHING

Coaching is the art of improving the performance of others

Coaching is essential a conversation dialog between a coach and a coachee within a productive, result –oriented context

Assisting with Personal Development & Better Performance.

The Coaching Process

Structuring Coaching

DEFINITIONDetermine goals

ANALYSISUnderstand the present

EXPLORATIONExplore option to achieve goals

ACTIONSay when task will be done

IMPLEMENTImplement agreed sections

FOLLOW UPReview progress at next session

ORIENTATION / APPROACHORIENTATION / APPROACH

People learn best by doing

They will do best what they want to do

People will learn what is practical.

COACHING PROCESSCOACHING PROCESS

The coaching process divides into three main areas:-

Planning Conducting Evaluating.

COACHING SKILLSCOACHING SKILLS

Know how to communicate effectively Understand the learning process and training

principles Understand and implement appropriate teaching

methods Understand the various coaching styles Understand the capabilities of growing children Understand the causes and recognise the symptoms

of over-training Prepare training programs to meet the needs Assist trainees to develop new skills

Cont…Cont…

Use evaluation tests to monitor training progress and predicting performance

Advise trainees on their nutritional needs Understand and know how to develop the trainees

energy system Advise trainees on relaxation and mental imagery

skills Advise trainees on the use of legal supplements Evaluate the trainee's competition performance Evaluate trainee/training and trainee/coach

performance.

Primary coaching skillsPrimary coaching skills Need to develop the skills of providing instruction and explanation,

demonstrating, observing, analysing and providing feedback. Think about and plan what you are going to say, gain the trainee's

attention, keep it simple and to the point and check they understand. In providing demonstration make sure you are in a position where

the trainees can clearly see you, focus on only 1 or 2 key points, repeat the demonstration 2 or 3 times. (let them practice the skill).

In observing and analysing break the action down into phases, focus on one phase at a time, observe the action several times from various angles.

In providing feedback encourage the trainee to self analyse by asking appropriate questions, provide specific and simple advice.

Analysis of the last programAnalysis of the last program

Strengths What were the best aspects of the program and why? What did we do well and why?

Weaknesses Are there gaps in the program? What did we not do very well and why?

Opportunities How can we enhance the program to the benefit of the

trainee? Threats

What may prevent us achieving the short and long term objectives?

STRENGTHSSTRENGTHS

Emphasizes purpose

Challenge learners

Realistic

Lets people perform and make mistakes

Takes risks

Gives feedback

Builds confidence.

WEAKNESSESWEAKNESSES

Losses patience with slow learners

Intimidating

Insensitive

Competitive

Opportunistic.

PRINCIPLES OF EFFECTIVECOMMUNICATIONPRINCIPLES OF EFFECTIVECOMMUNICATION

THINK clearly

LISTEN intelligently

SELECT appropriate MEDIA

TIME YOUR communication

USE APPROPRIATE language

OBTAIN Feedback.

Element of communication incoaching…Element of communication incoaching…

Establishing trusting climate

Listen

Questioning skill

Empathizing

Communicating ideas clearly

Ensuring confidentially

Fostering self-awareness.

ConclusionMentoring is a power free - mentor provides

advice, shares knowledge and experiences, and teaches using a low pressure, self-discovery approach.

The mentor is both a source of information/knowledge and a Socratic questioner.

Coach is someone who concern in your performance, ability to adapt to change, and enrolling you support in the vision/direction for your work unit.

Conclusion