Dinesh Divekar
Business Mentor, Consultant And Trainer
Saswatabanerjee
Partner - Risk Management
Boss2966
Industrial Relations
Psdhingra
Legal Analyst, Hrm
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Nashbramhall
Learning & Teaching Fellow (retired)
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
Ashutosh Thakre
Hr Professional
+3 Others

Coaching is always personal and one to one. However coaching driven within organisations should meet both individual and organisational goals. Would like to get views about how the coaching engagement is conducted and views on should organisation needs be included in such engagements.
3rd September 2015 From India, Pune
There are four things we certainly have to understand before taking a decision regarding providing Coaching to employees or not? From management point - There is a huge difference between counselling, coaching, managing & mentoring.

Before taking any decision related to employee skills and coaching one have to go through all these four aspects. Let's understand these four simple steps which helps you to enhance your business:

Managing: "Managing your employees means damaging your employees". Never try to manage your employees by telling him his/ her mistakes. Else, When you tell your employee his/her mistake/ problem you are reducing his/ her inspiration. It is killing his power of taking ownership, initiative, & responsibility. It will never going to solve his problem else it will increase his problem.So, never talk about his problem. Managing is only required in discipline issues. Never try to manage your employees skills and habits. Try to use his skills and habits in a positive way.

Mentoring: This works only in skill deficit issue. If you have the employee who knows what to do? Where to do? Why, when and how to do? But he is not willing to do and you start providing him skill training is also damaging his performance, as he lack his internal will power to do that work. Don’t tell a solution to your employees if he already knows the solution, it will damage your relationship. Mentoring is all about functional training.

Counseling: It is the best way to interact with your employees and know his/ her concern about a particular problem. If your employee have some problem then just ask him about the problem don't tell him the problem. Telling problem is outside-in and asking problem is inside-out. "Asking" always solve problems while "Telling" creates problem. Ask your employee questions like- Why do you think this defect is coming? where do you think is the real problem? And he will give you answers to all your questions.

Coaching: Counselling gives you the real problem of your employee and by coaching you can solve that problem in future tense. Coach your employees by increasing his willingness. Ask him the solution. What do you think can we do to remove the defect? What are your top three ideas to remove the defect? What changes would you like to bring in your life? Ask about his experiences, knowledge, and information? When he starts speaking it will increases responsibility, ownership, and initiative. Involvement is directly proportional to commitment when he will tell the solution he is more committed because this is not your solution it is his solution. Now for you to increase his willingness is will be very easy. And when your employees are willing to help you, to solve problems you don't have to focus on the solution.

Coaching is the process of asking questions which are solution oriented.

find more details on:

https://youtu.be/GLCqg8etTWI
14th November 2015 From India, Gurgaon
Dear Amitraj,

I do not know what to write about the definitions that you have invented. What is the source of your information? If you had provided, it would helped us to understand how come these wrong notions have crept in your mind.

Managing: - Your opening statement is quite sweeping one. You say that "Managing your employees means damaging your employees". Managing need not be just “telling.” Managing is also giving right job to the right person. It also involves the management of the resources. The very first lesson of management teaches us that the five basic functions of management are planning, organising, staffing, directing and controlling. Do you have evidence to prove that these basic functions "damage one's employees".

Mentoring: - It appears that you do not have iota of mentoring. Mentoring is not providing the solution to the problems at workplace. Mentor need not be solution provider. Mentoring is not for building skills amongst the subordinates. You say that when a junior employee knows how to do and if you tell him/her what to do then it is Mentoring. This is against very concept of mentoring as told in Wikipedia.

I have conducted training on how to establish mentoring programme in the company couple of times. To refer my past replies on this subject, you may refer the following links:

https://www.citehr.com/523760-mentor...ml#post2222360

a) Assessment of the ppt on mentoring: -

https://www.citehr.com/60452-mentoring.html#post621606

b) How to establish mentoring programme in the company: -

https://www.citehr.com/136301-traine...tml#post578667

c) Observation on the Mentoring programme: -

https://www.citehr.com/152868-mentor...tml#post758782

Coaching: - You have defined it is a process of asking questions which are solution oriented. However, it is against definition of coaching given in Wikipedia.

Counselling: No comments as I have not read sufficient books on the subject.

Additional comments: - The following link gives exhaustive information on Coaching and Mentoring:



Everything you ever wanted to know about coaching and mentoring | The Coaching and Mentoring Network



As stated earlier, I have helped my clients in establishing the mentoring programme. To handle the assignments, I have read so many books on mentoring. However, I wish to quote two books. Your views totally contrary to what is being said in the above website as the following books:



The Mentoring Manager by Mr Gareth Lewis, Pitman Publishing



Coaching, Mentoring and Managing, A Career Guidebook by Micki Holiday, Published by Career Press, Inc


Gentleman, I was appalled at averment with which you have stated your views. For your convenience, I have attached one handbook on Mentoring. Go through it. Sooner you remove your misconceptions, the better!

Thanks,

Dinesh Divekar


14th November 2015 From India, Bangalore

Attached Files
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File Type: pdf Complete Guidelines for Mentoring.pdf (119.3 KB, 182 views)

Dear Amitraj,
The Youtube presentation at the link you have provided is by Vivek Bindra. Did you attend his lecture? Did you do any independent research whether what Vivek has professed is correct? In these days, when Google Search gives us information, we need to check whether what someone says is correct.
For example, I checked to see what is the difference between Coaching and Mentoring. Please take a look at http://www.cimaglobal.com/Documents/...chrpt_0102.pdf Kindly also look at <link outdated-removed> to understand the ASK and Tell quadrant.
14th November 2015 From United Kingdom
This is a most entertaining thread.
I have never seen such outrageous ideas pretending to be wisdom.
I would suggest to all the readers of this thread to discard the ideas put forward by Amritraj. They will end up doing enormous damage to the company and the business.
I am happy Dinesh has already given a detailed explanation on the matter.
14th November 2015 From India, Mumbai
Those who post replies need to be careful-wrong replies can cause more damage to some one who accepts the content since it in a professional forum like Citehr.
Many people with superficial knowledge take coaching and mentoring as one and the same.One fundamental difference which is vital is that coaching is target oriented while I would say mentoring is relationship oriented.
Other significant differences are that coaching is performance oriented while mentoring is development oriented.
It is better not to comment if one is not sure about the topic in question.
14th November 2015 From India, Pune
Dear Mr Simhan,
Thanks for clarifying further and sharing two important links. Important one is "Mentoring and Coaching – An Overview". It is of immence use to me for my training purposes. Hope Amitraj goes through these two links.
Thanks,
Dinesh Divekar
14th November 2015 From India, Bangalore
Here is one more useful link on Coaching Engagement, which is the query that has not been answered yet. http://insights.ccl.org/wp-content/u...CoachsView.pdf found at https://www.google.co.uk/webhp?sourc...%20engagements
14th November 2015 From United Kingdom
Now I get how or why Shakespeare mentioned 'Ignorance is bliss'.....since half-knowledge is far more dangerous than the lack-of-knowledge itself. Rgds, TS
14th November 2015 From India, Hyderabad
If one is not sure about the topic, its meaning, its impact on the reader (especially an young, ignorant reader who is yet to understand the realities of life) postings from persons like Amitraj will cause more damage. It is high time a senior moderator goes through the postings and filter them before it goes online. That will be my humble request to CiteHR Management Let this not become another Linkedin, where people drop their poops and go away merrily !
15th November 2015 From India
Dear all,
I am rather surprised that Pragnesh, after raising the question about 10 days ago, has not bothered to respond.
Amitraj has only repeated what he found on the Youtube or from a lecture that he might have attended. He has assumed that what was given in the lecture is right advice. The other fault of Amitraj is not disclosing the source of his information. This reminds me of an advice given by an author over few hundred years ago. In his book (I have not got the reference handy), he warns readers not to plagiarise his work lest any mistakes that he has committed should be attributed to the plagiariser.
15th November 2015 From United Kingdom
Pragnesh, who registered in 2012 is an inactive account.
This is the only post he has made.
And Amitraj account was made the day this post was made.
It looks like they are both the same person, someone who thought this is a good forum to sell his marketing services for free
16th November 2015 From India, Mumbai
Dangerous World... We need to verify all our facts, before we can vouch anyone for their work.
Mr. Dinesh has already explained in detail in the most enlightened way, the concepts.
Regards,
Ashutosh Thakre
16th November 2015 From India, Mumbai
While I really your 'research/detective' work that's right on-dot Saswata Banerjee, I wonder where things are moving.
Do we NEED to do such due diligence checks now everytime we respond to postings of faceless/detail-less members?
I wish there's some way to put checks on such guys--so that the genuine members who REALLY need advice/suggestions from this Forum are NOT effected.
Rgds,
TS
16th November 2015 From India, Hyderabad
Thank you Mr. Dinesh for bringing this post to my notice. I seek apology for the belated reply. The reason is attributable to the Chennai Rain, which made the entire city drowned and I was fully engaged in save and rescue operation as an IR Person.
Pragnesh who raised the query is still dormant and not at all seeing the reply posted on the thread. Further he does not ask for any specific reply and his post is also not clear as per my concern. Hence giving reply in vague will not solve the purpose.
Normally I used to tell to my colleagues to be away from negative people. They are smart enough to make others negative and they will move ahead on their own way. It is we to decide to be in which part. If we mix sugar and sand together, the ants will take the sugar and leave the Sand. Like that we must take the materials which is good and beneficial to the mankind and leave the harmful and negative substances available in the social media.
18th November 2015 From India, Kumbakonam
Right on-dot when you say this S Bhaskar--"Normally I used to tell to my colleagues to be away from negative people. They are smart enough to make others negative and they will move ahead on their own way. It is we to decide to be in which part.".
Usually, this awareness comes from personal experiences......be they factual or spiritual....and quite often, such situations go along with a combination that is summarized in the Proverb "Birds of the same feather flock together".......people with such patterns/traits 'tend' to move along with those who have similar traits.
So keeping away from just one individual may NOT really keep us away from developing a negative mindset ourselves. The Quote "If you wish to know about someone, look at his friends" tends to give us leads to handle such situations.....have faced them many times myself.
Rgds,
TS
18th November 2015 From India, Hyderabad
Dear Mr. Bhaskar,

At least I do not get convinced with the views of a Super Moderator, like you. I wonder to know if there is any base of your presumption that Mr. Pragnesh is "not at all seeing the reply posted on the thread."

I wonder to know further, what did you you mean to convey, whether to take the contents of the query as negative in nature or Mr. Pragnesh, as a negative person, by your statement, "normally I used to tell to my colleagues to be away from negative people. They are smart enough to make others negative and they will move ahead on their own way. It is we to decide to be in which part. If we mix sugar and sand together, the ants will take the sugar and leave the Sand. Like that we must take the materials which is good and beneficial to the mankind and leave the harmful and negative substances available in the social media."

Irrespective of the fact that the account of Mr. Pragnesh remained dormant for about 3 years, but his query was not dormant or so old. He posted the query only in September 2015.

The query reads as, "Coaching is always personal and one to one. However coaching driven within organisations should meet both individual and organisational goals. Would like to get views about how the coaching engagement is conducted and views on should organisation needs be included in such engagements."

To me, the query is quite thought provoking and the views of the readers can make the members quite enlightened. So, as many as views of the members are posted that can definitely enhance the knowledge and capabilities of the members. So, at least on that count, your views cannot be understandable about negativity of the query or the material to be harmful and negative substance to be left untouched. That way, only your views can be considered as negative tending to discourage the members to post their views any further on the query.

If you wanted to convey that the author, Mr. Pragnesh was negative minded, I am unable to digest that also. I don't think that the author should start commenting frequently on the views of the members to make the thread quite unweildy. There is nothing wrong if a person keeps watching the views of the members on his query to enable him to form his own conclusive opinion or to get his concept clearer. We should not forget that the query is merely two months' old and not many members have contributed on that to arrive at some definite or conclusive opinion by anyone, what to say of the author.

So, such like views, as in the concluding part of your contribution, can only tend to discourage the members to post any further thought provoking views and tend further to prove as a negative approach on their part, which can prove your own thinking, like, "They are smart enough to make others negative and they will move ahead on their own way."

PLEASE DON'T MIND ABOUT MY FRANK OPINION ON YOUR POST, RATHER, IT WOULD BE BETTER, IF YOU MAKE A REVIEW OF YOUR OWN CONTRIBUTION TO HELP THE MEMBERS TO PROVIDE MORE AND MORE THOUGHT PROVOKING CONTRIBUTION ON THE QUERY OF MR. PRAGNESH, OTHERWISE, EXCEPT DISCUSSION ON YOUR OWN CONTRIBUTION THE MAIN ISSUE OF THE ORIGINAL QUERY.WOULD BE LOST IN THE OBLIVION.
20th November 2015 From India, Delhi
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