Experiential Learning Log: Coaching and Mentoring - Essay Example

Experiential learning log: Coaching and Mentoring

• Introduction

Coaching skills like listening, empathy, challenging and use of silence are important as these assist the professionals to grow. The main aim of coaching and mentoring is to formulate company targets as per the skills of the workers and their development in the organisation (Garvey, Stokes and Megginson, 2014; Megginson and Clutterbuck, 2010). For a coach, there are certain skills, which is required for developing the trainee. These relate to the presence of the capability to guide and the ability to learn from the training process (Connor and Pokora, 2012). There are initial coaching skills that I possess and these include the ability to listen, register the problems as experienced by the trainee, and question the same person for exploring the strengths along with the capability to provide feedback so the trainee develops.

The initial skills lead to the PDP (Personal Development Plan) which means that I will be able to learn about the other talents that I possess. As a coach, I will also develop my coaching skills and develop the same in order to achieve the goal (Refer to appendix 1). The PDP clearly states that as a coach my aim is to observe the effects of training new employees. For supporting my activity, I will use several resources like the internet, books and software. My coaching session will extend over a period of 5 months and 12 days.

In this paper, the skills required for training and the learning experience from conducting the coaching session will be discussed in details.

• Progress made for each skill

There are certain skills that I need to develop in order to become a better coach and make progress as an employee. These are discussed in the proceeding segment.

Listening

Listening is a skill, which I need to develop, as it is helpful for me both as a coach and as an employee if I proceed in that direction in future (Brownell, 2015). The importance of listening as a skill is evident from the trainee’s answer during the conversation. For a coach, it is significant because only the listening capacity will enable the coach to understand the problems of the trainee (Garvey, Stokes and Megginson, 2014). It also enables the coach to apply human resource more effectively because the person is able to use wisdom as well as knowledge for training purposes (Law, 2013). On the contrary, from the perspective of business relationships, the same is enhanced through listening (Connor and Pokora, 2012).

Moreover, the skill of listening allows the employees to face disruptive situations in businesses (Law, 2013). In case of agitated customers, the listening power among the customer service team helps the same to solve the problem as the customer comes to know that the person’s opinion are being heard. Effective listening also helps the employees to contribute to productivity of the organisation because the individual better understands the instructions given by the managers (Brownell, 2015). Therefore, I need to develop this skill, as it will help me in future if I start working as an employee under a large corporation. The development of this skill will assist me as a coach also because I will get to know about the trainee better. Moreover, the trainee will start trusting me and this will improve the relation between a coach and a trainee. Thus, I learnt the importance of listening on the receiving ends as a coach.

By applying the Kolb’s experiential learning cycle, it is observed that the conversation with the trainee regarding listening skills helped me to draw a concrete experience, which will further assist me in future sessions.

Empathy

Empathy is the skill that enhances the capability to derive an understanding regarding the opinion of the person on the receiving ends (Brownell, 2015). For instance, my conversation with trainee revealed that empathy is also important in workplaces. I discovered the fact that the ability to empathise with co-workers results in formation and strengthening of a relation.

Moreover, the conversation with my trainee helped me to develop my skills of empathy as I discovered the benefits of it. The importance of empathy during the training sessions lies in the fact that it creates transparency and strengthens the connection between the coach and the trainee. However, as a coach, I learnt more about the same only because my trainee asked me the same during our coaching conversation. I learnt that the skill of empathising requires strengthening because there are times when it acts counterproductive. This occurs when coaches compare their own situation to that of trainees. Most of the times excess empathy leads to problem solving without understanding the feelings of the trainee. Therefore, I need to develop the empathy skill of mine in order to become a successful coach.

In workplaces, empathy helps the managers as well as the executives in realising the business bottom line (Law, 2013). This helps them to develop a frank and open attitude that allows the group members to approach them. Therefore, from the discussion, I understood the significance of empathy and this will help me to develop the same. On the receiving ends, I learnt that it motivates coaches on understanding the main reason behind negative performances.

After learning about the importance of empathy, I can apply the same through active experimentation. This refers to one of the stages in Kolb’s experimental learning and by applying it; I can achieve a concrete experience in coaching. The knowledge will also help me in future if I change my role from a coach to that of an employee.

Challenging

The skill of challenging is an important skill that requires discussion because in the coaching conversations, my trainee had a different opinion regarding the same. My trainee was of the view that provocative attitude in workplaces is not suitable because the same leads to conflicts. The presence of challenging attitude is only suitable when the workplace culture demands it. Therefore, from the conversation, I learnt that challenging attitude is reliant on workplace culture.

On the contrary, from the perspective of a coach, challenging thinking is important as it enables the individual to interrogate open-ended questions (Garvey, Stokes and Megginson, 2014). Moreover, it allows the coach to make the trainee understand the importance of considering alternative solutions to issues (Connor and Pokora, 2012). As a coach, I got motivated on taking risks by adopting a challenging thinking process. In this case, also Kolb’s experiential learning can be applied as I have gained an abstract conceptualisation.

Use of silence

The importance of keeping silence during coaching sessions is not effective because constant conversation is the key to success. However, silence is only effective when trust is built between trainee and the coach. Silence is also desirable when the coach thinks of the next question that is required to be interrogated to the trainee. For the trainee also, silence is important because it allows the person to become comfortable and think about the answers to questions of the coach. The discussion clearly reflects the importance of silence in coaching.

On the contrary, in workplaces, silence is required for avoiding conflicts with the co-workers and managers. It is the best way to strengthen relationship with workers and maintain a better workplace environment. This was exactly the reason cited by my trainee in the coaching session. On the receiving ends, I learnt that by maintaining silence in the midst of the conversation, the trainee is capable of reflecting on the asked questions. Therefore, as per Kolb’s experiential learning theory, I will practice the lesson learnt by active experimentation.

Self-assessment exercises

Figure 1: Kolb’s experiential learning theory

(Source: McCarthy, 2010)

The coaching session clearly reflects that I need to develop the skills of silence, challenging, empathy and listening. These will help me to complete Kolb’s experiential learning cycle where the experience of a coach will assist me in creating employees who will easily be adjusted to the workplace environment. On the other hand, if I become employee in future then the coaching sessions will help me in becoming the HR manager.

The Kolb’s experiential learning cycle given in figure 1, is applicable in this respect because as a coach, I possess concrete experience but the session will help me to reflect on it. The experience of coaching and the reflection on skills such as keeping silence, listening, challenging and empathising will assist me in attaining an abstract conceptualisation. I will further utilise all the learnt lessons in future by practising it in the coaching sessions.

I have learnt the skills of effective coaching from the sessions. Presently, I am updated about the importance of maintaining silence, listening, challenging and empathising. The knowledge gained will help me in different kinds of situation such as in coaching sessions as well as in workplaces. For instance, in future my transformation into an HR (Human Resource) manager will assist me avoiding conflicts with employees if I listen to them. The act of empathising will help me in strengthening relationship with employees and reduce the turnover rate.

On the contrary, if I become an employee, the skill of maintaining silence will help me in dealing with conflicts but in other situations, the same is disadvantageous. The reason is that there are times when breaking the silence leads to voicing opinion that assist the managers to know about the requirements of an employee. On the other hand, the skill of challenging will give me an opportunity to contribute in the financial performance of a company.

Reflection and Rule Form

The coaching conversation summarises the fact that the trainee considers the ability to listen as an important criteria for working in large corporations. The trainee also believes that silence is required for preventing clashes with co-workers in workplaces. The answers helped me in becoming a coach because in future, if I become the HR manager of a company, then the learnt facts can be highly useful for retaining employees. Furthermore, I learnt that it is important to maintain silence during coaching conversation because it allows the trainee to think about the answers and other possible questions. The coaching conversation also assisted me in knowing about the importance of empathy and on the receiving end, I understood that the same is required for improving relationship in workplaces.

The coaching conversation worked well because I learnt about the negative effects of a provocative attitude both in training sessions and in workplaces. I have also gained the knowledge that there are times when voicing opinion is important instead of keeping silence in large corporations. Everything in the coaching session worked well apart from the fact that the trainee required to be more frank and open which was missing in the individual.

Action Plan

In the next session, I want to develop the skill of asking more questions that are open-ended so that I derive greater information from the trainee. This information will help me develop as a better coach and the skills will assist me in applying further in the next coaching sessions.

• Conclusion

The coaching session highlighted the fact that I need to develop my skills of listening, empathising, challenging and maintaining silence. The PDP shows that I need to learn the effects of coaching on new employees that are joining different organisations. In order to achieve the same I will require books, the internet along with software. My success depends on the performance of the employees whom I have trained. Extensive training is the outcome of better performance; therefore, I will conduct the coaching session for 5 months and 12 days (Refer to appendix 1). The coaching conversations helped me as well as my trainee in CPD (Continuing Professional Development). This means that I have learnt the skills of a business coach and will be able to become a professional in this field. On the contrary, my trainee has developed as a better individual capable of tackling work pressures and changed organisational culture. Furthermore, the Grow Model has helped me in structuring the sessions in which I have acted as a coach.

• Reference list

Brownell, J., 2015. Listening: Attitudes, principles, and skills. London: Routledge.

Connor, M. and Pokora, J., 2012. Coaching and Mentoring At Work: Developing Effective Practice: Developing Effective Practice. London: McGraw-Hill Education (UK).

Garvey, B., Stokes, P. and Megginson, D., 2014. Coaching and mentoring: Theory and practice. Thousand Oaks: Sage.

Law, H., 2013. The psychology of coaching, mentoring and learning. New Jersey: John Wiley & Sons.

McCarthy, M., 2010. Experiential learning theory: From theory to practice. Journal of Business & Economics Research, 8(5), p.131.

Megginson, D. and Clutterbuck, D., 2010. Further techniques for coaching and mentoring. London: Routledge.

• Appendices

Appendix 1

Personal Development Plan

Name

Covering the period from:

31/10/2015

To:

12/04/2016

Planned outcome

Where do I want to be by the end of this period? What do I want to be doing?

What do I want/need to learn?

What will I do to achieve this?

What resources or support will I need?

What will my success criteria be?

Target dates for review and completion

I need to learn the effects of coaching on the new employees joining different organisations.

I also need to learn the ways in which good coaching helps the employees to adjust to the company culture.

In order to achieve this, I will provide coaching sessions to the new employees.

For the coaching sessions, up-to-date software is required. These will help the coach to provide better training sessions taking the help of audio-visuals as well as presentations. Another valuable resource required for training is the internet facilities because through such a medium database is obtained that help the coach in the training sessions. Apart from these resources, the coach requires books. Since I will be the coach, therefore I will require the same.

The success criteria for me will the performance of the new employee in the first quarter. The ability of the employee to adjust to the new workplace environment will reflect my success as a coach.

I will start the coaching session on 31st October of 2015 and continue the same until 12th April 2016.

Appendix 2

Coaching conversation log

Date

Questions/Answers

31-10-15

Coach

What is essential for employees while working in large corporations?

13-10-15

Coachee

The ability to listen

13-10-15

Coachee

The ability to be silent for avoiding clashes in workplaces

10-11-2015

Coachee

Why is empathy required in workplaces?

10-11-2015

Coach

It is required for connecting with the co-workers and develop a better relation with the managers.

24-11-2015

Coach

After analysing the importance of silence in workplaces, will you always maintain the same even in difficult times?

24-11-2015

Coachee

No, there are times when voicing ones opinion is required.

2-2-2016

Coach

Do you feel that by having a challenging attitude will help you in the workplace?

2-2-2016

Coach

Think carefully and answer the same.

15-3-2016

Coach

Does it depend on the workplace scenario?

15-3-2016

Coachee

Provocative attitude is not suitable in a workplace environment. It actually depends on the workplace culture.

12-4-2016

Coach

Challenging workplaces require that kind of an attitude.

12-4-2016

Coach

However, it is better to avoid this kind of an attitude.

Appendix 3

The GROW Model

Notes:

Goal: Setting the goal for the session. You may also explore short and long term goals

What would you like to achieve from this session?

I would like to develop my skills as a coach by focusing on silence, listening, challenging and empathising.

What outcome would you like from this discussion?

I would like to teach my trainee the ways of surviving in an organisation where the work pressure is high. I would also like to know about the skills that are essential for both an employee and a coach.

How would you know this was time well spent?

The coaching session’s effectiveness will be judged from the performance of the trainee in the workplaces. Moreover, my learning and my effectiveness in coaching the next trainee will mark the success of the session.

What do you want to achieve in the short/long term?

In the short run, I want to enhance the performance of my trainee so that the individual is able to adjust in the workplace. In the long term, I want to become a better coach.

Reality: Checking to explore the current situation

What is happening at the moment?

Presently, the difference in workplace culture is creating problem for the employees who are frequently changing their organisations. Therefore, business coaches are required at a greater degree for training the employees so that they are able to adjust in the workplace.

What have you done so far?

I have conducted coaching sessions so far.

What affect did that have?

It improved the employees leaving the pervious company and joining a new one with a different culture.

What do you have that you are not using?

I am not using the skills of listening, empathising, challenging and maintaining silence.

What happens to you?

Therefore, I am not being able to emerge as a better coach.

Options: Generating options and alternative strategies or courses of action

What could you do to change this situation?

In order to change the situation, I need to develop the four mentioned skills.

What alternatives are there to this approach?

There are no such better alternatives to this approach.

What approaches have you used/seen in similar circumstances?

In similar circumstances, the coaches develop the same before training their trainees.

What if you had more/less time?

If I had, more time then I would have developed the same before engaging in coaching sessions instead of learning the same while training.

What if you had a magic wand?

I had a magic wand; I would have incorporated the skills in a much less time.

Would you like some options from me?

No, I would not like options.

Way forward: What is to be done, when, by whom and the will to do it?

What are the next steps?

I need to develop as a coach in less time by incorporating the mentioned skills.

What support do you need?

I need resources such as books and the internet in order to learn the way of enhancing the skills.

How will you ensure it happens?

I can ensure that it happens if I stress on my efforts and sincerely work towards enhancing my skills.