Discussion: Coaching and Mentoring Skills
Throughout this course, you have learned how important performance management is for both employees and organizations. You have also explored how important a well-designed performance management program is to ensuring an organizationâ€™s success. Part of its success also relies on the ability of the manager to have the skills necessary to effectively work with employees as a mentor (a relationship built on trust, focused on the person and his or her individual growth and career) and a coach (a method of training, focused on an employeeâ€™s performance, giving advice, and monitoring progress). Based on a managerâ€™s personal style, there are guidelines available to help with mentoring and coaching employees to successfully meet the short- and long-term objectives in their development plans. These skills will help managers to ensure they are effective in providing the guidance, support, advice, and training necessary so that employees have the confidence to achieve the desired competencies.
By Day 5
Respond to two or more of your colleaguesâ€™ postings in one or more of the following ways:
- Ask a probing question, substantiated with additional background information, evidence, or research.
- Share an insight from having read your colleaguesâ€™ postings, synthesizing the information to provide new perspectives.
- Offer and support an alternative perspective using readings from the classroom or from your own research in the Walden Library.
- Validate an idea with your own experience and additional research.
- Make a suggestion based on additional evidence drawn from readings or after synthesizing multiple postings.
- Expand on your colleaguesâ€™ postings by providing additional insights or contrasting perspectives based on readings and evidence.
CLASSMATE 1 (Dara):
CLASSMATE 2 (Machele):