In order to ensure the effectiveness of a programme, we need to understand the rationale underlying the decision. This understanding will significantly influence the way forward, as well as the nature of the programme. Furthermore, unless the sponsor, champions and entire design team have reached consensus on this first principle, the programme is doomed to fail.
Reasons for a mentoring or coaching programme
Underlying needs or benefits
Growing the internal talent pool
Organizational change, growth and development
Medium and long-term benefits
Succession management
Organizational sustainability and growth
Medium and long- term benefits
Employee engagement
Organizational sustainability and growth
Short, medium and long-term benefits
Employee retention
Organizational sustainability and growth
Short, medium and long-term benefits
Growing the external talent pool
Corporate social responsibility
Organizational change, growth and development
Long -term benefits
Multi – skilling and multi -tasking : Flexibility and adaptability Developing responsibility
Ability to meet the needs of a constantly changing business environment
Change management Taking accountability
Being responsible
Addressing Employment Equity requirements
Organizational change, growth and development
Change Management
Role coaching Remedial coaching
Coaching for a specific role Unlearning behaviours and learning new ones
Organizational change, growth and development
Academic mentoring
Mentoring in an academic environment
Establishing a Mentoring and Coaching Programme Kate Tucker Knowres R199.00 ISBN 978 1 86922 147 8
Setting up a mentoring or coaching programme can be quite a daunting task. This book provides a series of processes intended to guide and inform organizations that have never before set up a formal mentoring or coaching programme.
This book covers the following topics, with self-assessment activities.
Why mentoring and coaching?
Why should we establish mentoring or coaching in our organization?