Using Gibbs Reflective Model for Effective Coaching and Mentoring Essay

Introduction:Coaching and Mentoring: Enhancing Skills and Performance with Gibbs Model

Every individual aims at increasing the level of knowledge and the skills which will help in improving the overall performance. Coaching and mentoring is one such way of improving and elaborating the existing skill and acquired new one from the others. I will be using Gibbs model of reflection to share and experience and understanding of the coaching and monitoring. Moreover, Gibbs model helps in evaluating own experiences effectual and thereby gives suitable input for making competent development plan. The Coaching refer as the process of providing training session to others for their overall development. Mentoring implies for the sharing of actual experience of oneself which helps in improving the performance of the individual .This process aims at evaluating, analysis of the progress report and identifying measure through which it could be improved. The reports will define the objective and purpose of the coaching and mentoring at the work place and its benefit in the organization. This report includes the model of coaching which I have chosen and implemented at the work places for improvement of the performance of the individual. This report also describes my past experiences of the coaching and how I have used this model for providing appropriate knowledge which help in accomplishment of the organizational goals. Advantages and disadvantages of model; which I have been selected are also clearly defined. This report also defines the situations on which I can apply this model for the fruitful result.

Importance of coaching and mentoring

Coaching is the process of providing direction, skills and knowledge to the individual for accomplishment of the organizational goals. Whereas mentoring help in growth of the individual by sharing experience with them (Bachkirova, Arthur and Reading, 2020). This are required in every industry and under every organization for the improvement in the performance. The importance of coaching and Mentoring at the work place could be understood by the following points:

Helps in improving Employee Performance: Employees are provided with the depth knowledge and experiences by the coaches who help them in better understanding of the situations (Importance of coaching and mentoring at work place, 2023). They encourage employees to work more effectively and efficiently and keep on taking feedback from them so to better understand their mind set. 

Increase in employees engagement: Coaching helps in increasing the involvement of the employees in the organizational work by increasing their level of motivation. Positive feedback from the coaches improves employee’s motivation level and encourages them to work more effectively (binti Kamarudin, binti Kamarudin and binti Darmi, 2020). If the coach pays attention to the employees and focus on their improvement will make employees feel more valued for the company. Decrease in employees involvement will lead to reduction in the productivity and increased in the turnover rates.

Improve interpersonal relationship: Providing regular training and mentoring will help in frequent discussion between the superior and sub ordinate which will help in improving the relation between them. This will help in improving the employee’s satisfaction and help in retain the employees for longer period of time.

Improving the leadership quality: The superiors aim at providing constant coaching and mentoring to their junior who helps in developing the skills of leadership between them. This will help the organization save on their expenses for hiring leaders from the outside as the internal staff will be capable of performing the same duties. 

Difference between the coaching and mentoring

Model of coaching and mentoring

For providing the coaching to the employees I has used GROW model of coaching. This model is based on the assumption that rather than providing advices to the client, they should be ask them to fully analysis themselves and identify the path through which they can achieve it. In this model my role will be of facilitator who will provide the support to them in taking their final decision (GROW model of coaching, 2023).This model helps employees in make effective choice by empowering them which will help in growth and development of the organization (Edgerton and Palmer, 2022). It model aim at making employees independent in taking decision and developing the skills of problem solving in them which will help in both personal and professional development of the individual. The coaching is provided by following the four mentioned steps;

Goal: It is first step which aim at setting up of the SMART goals by the employees which will help them in personal growth or professional development (Hakro and Mathew, 2020). This step encourages employees to set goals for them which they want to achieve in a given period of time.

Reality: Under this step coaches provide a reality test to employees which describe the current situation where they stand. These include having a question session with the employees for in-depth understanding of their situation.

Options: This is the step where the employees are evaluated on the basis of their strength and weakness. Employees are asked to identify various solution and method which they can use for the achievement of their goals.

Will: This is last step which involve guidance from the coaches in setting up the courses of the action they need to undertake for accomplishing the goals (Kutsyuruba and Godden, 2019). Coaches provide clarity to the employees regarding which step they need to undertaken for better performance.

Advantages

• This model focused on making them independent in decision making process. This will help employees in becoming responsible and promoting capability and confidence in solving problem.
• This model helps in improving involvement of the individual in the organization by self discovery and self directed learning. This will help in developing their skills and gaining more potential (Mullen and Klimaitis, 2021).
• This model does not required specific time or location for implementing this as it could be done through video calls, meetings and conversations.

Disadvantages:

• Any mistake in setting up of the goals would lead to ineffectiveness of this model. As unrealistic and unachievable goals could lead to dissatisfaction among employees and reduction in motivation of the employees.
• During the reality test if the coach is unaware regarding the actual reality then the information could be misleading.
• Lack of interest of the employees will hamper the effectiveness of the model and will not help employee in development of their skills.

Force field Analysis for mentoring

This is the model of the mentoring which aim at identify the goals and objective which the individual wants to achieve in the particular time. This include identify the SMART goals so that the goals set are achievable and relevant to the current situation. It include identify the restraining forces which are act as the barrier in the success of the goals. where as this also include the driving forces which are acting as the motivators through which the individual do not give up and try to overcome all the barrier for better opportunity in future. 

Advantages 

• IT helps in creating bases and identifies all the factors which are impacting the decision of the organization. 
• This includes all the negative factors which help in identify all the risk which could come in the path of achieving the goals. It also helps in proper forecasting of the suitable solution of the problem.

Disadvantages

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• Any mistake in determination of the restraint or driving forces could make the goals unattainable.
• It is the time consuming process and subjective to scoring provided by the individuals.

Situation where models applicable

This model could be used for setting and determining the goals and objective for both at individual level and group level. This will help in achieving the personal as well as the organizational goal by the individual (Zeng, et. al, 2019). This model is best suitable at the time of goals setting session as this will help in determining the appropriate goals of the individual according to the strength and capability of the individual. Manager could used this model at the time of delivery performance reviews to the individual by determining them the goals they have set and there actual performance they had undertaken for the achievement of the goals. This will help employees in clearly understand there loop holes and the areas which are needed to be improved. This model could be used effectively while setting common goals for the group which is are in coordination with the vision and mission of the organization. Force field model is best applicable in achieving the long term personal goals of the individual like completion of the degree or developing new skills.

Reflect on practical 1

Example of applying GROW model on individual Coaching Session.

I have conducted a session in which I asked everyone to think on the goals they want to achieve and the course of action which according them will be described as best. Among all I will explain the example of John and how the coaching provided by me help him in goal setting and deciding the correct course of action.

John who is working in the organization for 1 year want to became a Team leader of the department. As a coach I asked him various question such as 

For achieving the goals, which skills do you required? 

Why do you want to become a Team leader? 

This will help in setting up actual goals for the john depending on the availability time and resources. Through this john will understand the skills he been posses and identify what additional skill did he need to achieve the same.

Under second step I and john identify the reality of the current scenario. Under this I ask him various questions such as

Why do you think u can be effective team leader?

Do you have any prior experience of proving coaching or feedback to other?

What can be biggest obstacles in the achieving your goals?

John replied that prior to this organization he had work for more than 2 year in other firm which make him more experiences than other employees. He has an experience of providing coaching a feedback to its peers which make him suitable for the role of team lead. He agrees that he has working for the shorter time period in this organization which could be barrier I the path of the achieving the goals.

Through previous analysis john became aware of its current situation and help in identify the gap which he need to fulfill for achievement of his goals. I have asked various questions such as 

What according to you is the strength which can help in achieving the goals?

How can you mitigate the gap between the actual and desired goal?

What are the resources which you will be needed for achievement of the goals?

John asked for the opportunity for 15 days for providing coaching and feedbacks to its peers through which organization could easily understood his capability.

Under the last step I suggested various set of action which John should undertake for achieving his goals. I have created various measures on which his performance will be evaluated which can help in understanding his actual capability in undertaking the responsibilities.

Reflect on practical 2

Example of force field analysis applied which help in mentoring and proving feedbacks.

My experience if hoe I help Ricardo in getting a degree of MBA in banking industry. Ricardo is currently finishes his course in leadership and management and asked me to suggest suitable degree to complete post gradation. I start the process of mentoring by evaluated the current situation and the field which suit the current situation in the best ways. He complete the course in management which make him suitable to further study the in the management course. So I suggest him that MBA is the best degree to be get in these field. He showed his interest in the banking sector so the goals he decided was to become to become a manager in the banking industry. 

For getting the degree in this, he need to get admission in the well establish college which required various criteria to be fulfilled. This helps us in identify the restraining forces which is negatively impacting the achievement of the goals. We identify that the college is 20 km away from his house and the college timing is 10 am which include the high amount of traffics on the road. For getting admission he should get 85 % in the graduation phases. I provide the solution to his problem by suggesting his to travel by the trains so that he could reach early with non issue of the traffic. I have also identified the driving factors which are money, opportunities and the development he would avail with after completion of the degree. This act as motivators for his and he peruse his degrees with at most enthusiasm and attain the standard goals. By analysis all the factors he made clear with the challenges which he needs to face in accomplishment of the goals and the benefits he would enjoy after all the struggle. In this way the mentoring help Ricardo in maintain the level of motivation and the timely guidance which help him to attain the goals in most effective and efficient manner.

CONCLUSION

It has been concluded form the essay that coaching and mentoring plays an I importance role in the overall growth of an individual. This help in improving the performance of the individual by developing new skills and enhancing the knowledge by sharing of the experiences. The importance of coaching and mentoring at the work place has been identified through this report. They help in improving the performance and increasing the engagement of the employees in the working of the organization. Motivation level of the employees increases as if the coach paid attention to the employees and provide them with the measures to improve their performance they feel like valued for the organization. Mentoring also help in improving the interpersonal relationship between them as both share experiences and belief and listen to others which enhance their relation. This report also included the difference both coaching and mentoring had. Coaching is generally provided for shorter period of time and the coach need to achieve an appropriate qualification and degrees before providing the services. It is undertaken in an organized way and through follow of the structure where as mentoring done not follow such structure and undertaken for relative high duration. 

For applying the Coaching and mentoring in the organization I have chosen GROW model which aim at increasing the involvement of the employees in the decision making by providing the support to them. This model aim at setting up of the SMART goals, checking the reality of the situation, identify the strengths and weaknesses and deciding the set of actions which need to be carried out for achieving the goals. This report also describe the example where I used this GROW model in the organization of providing coaching. This model was applied by me who help in achieving the targets by the sales team.

References

Books and Journals

• Bachkirova, T., Arthur, L. and Reading, E., 2020. Evaluating a coaching and mentoring program: Challenges and solutions. Coaching Researched: A Coaching Psychology Reader, pp.361-378.
• binti Kamarudin, M., binti Kamarudin, A.Y. and binti Darmi, R., 2020. A review of coaching and mentoring theories and models. International Journal of Academic Research in Progressive Education Development, 9(2), pp.289-298.
• Edgerton, N. and Palmer, S., 2022. SPACE: A psychological model for use within cognitive behavioural coaching, therapy and stress management. Coaching Practiced, pp.1-18.
• Hakro, A.N. and Mathew, P., 2020. Coaching and mentoring in higher education institutions: A case study in Oman. International Journal of Mentoring and Coaching in Education, 9(3), pp.307-322.
• Kutsyuruba, B. and Godden, L., 2019. The role of mentoring and coaching as a means of supporting the well-being of educators and students. International Journal of Mentoring and Coaching in Education, 8(4), pp.229-234.
• Mullen, C.A. and Klimaitis, C.C., 2021. Defining mentoring: a literature review of issues, types, and applications. Annals of the New York Academy of Sciences, 1483(1), pp.19-35.
• Stokes, P., Fatien Diochon, P. and Otter, K., 2021. “Two sides of the same coin?” Coaching and mentoring and the agentic role of context. Annals of the New York Academy of Sciences, 1483(1), pp.142-152.
• Viera, C.A., 2021. A Comparison of Mentoring and Coaching: What's the Difference?. Performance Improvement, 60(7), pp.13-20.
• Zeng, L., Jacobsen, S.B., Sasselov, D.D., Petaev, M.I., Vanderburg, A., Lopez-Morales, M., Perez-Mercader, J., Mattsson, T.R., Li, G., Heising, M.Z. and Bonomo, A.S., 2019. Growth model interpretation of planet size distribution. Proceedings of the National Academy of Sciences, 116(20), pp.9723-9728.

Online

GROW model of coaching. 2023. Online. Available through < https://www.mindtools.com/an0fzpz/the-grow-model-of-coaching-and-mentoring>

Importance of coaching and mentoring at work place. 2023. Online. Available through < https://factorialhr.com/blog/coaching-in-the-workplace/#:~:text=Coaching%20encourages%20communication%2C%20reflection%2C%20and,the%20right%20skills%20to%20perform.>