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Techniques for Coaching and Mentoring
An easy-to-use guide offering practical methods for HRD professionals.
Everyone Needs A Mentor
Mentoring is the most cost-efficient and sustainable method of fostering and developing talent within your organization. It can be used to stretch talented individuals, power diversity programmes and ensure that knowledge and experience is successfully handed down. As such, the benefits of a mentoring programme are numerous: the mentee receives a helping hand to identify and achieve goals, and the mentor gets the satisfaction of helping others to develop. Organizations offering mentorship gain from improved employee performance and talent retention. Everyone Needs a Mentor explains what mentoring is, what various models there are and how these differ from coaching. It shows you how to make a business case for mentoring and then how to set up, run and maintain your own programme. This fully revised 5th edition of Everyone Needs a Mentor has been revised and updated to include a wealth of international case studies alongside developments in the field such as multinational mentoring, maternity mentoring and the impact of social media on mentoring.
Coaching Supervision
Just like the coaching relationship, supervision is most successful when it is a collaborative endeavour, with both parties clear on their roles and the process. Coaching Supervision is an intensely practical book providing guidance on when, why and how to seek supervision, and on how coaches can make the most of the supervision they receive. Written by experienced supervisors who have a deep understanding of the field, and drawing on research into good practice internationally, this book: Explains what supervision is and how it differs from other ‘helping conversations’ Provides a step by step approach to choosing a supervisor Advises on how to structure the coach/mentor development journey Explores a breadth of activities that enhance reflective practice Shows how supervision is an integral element of professional coaching and mentoring This practical guide will be vital reading for all established and trainee coaches and mentors participating in the supervision process, either as supervisors or supervisees.
Coaching the Team at Work 2
'This book is a must for anyone involved in organizational coaching' Adrian Moorhouse, Managing Director, Lane4 & Olympic Gold Medallist Coaching the Team at Work 2 is the result of research over 20 years with practising team coaches and with major corporations around the world. It recognises that in a complex and constantly evolving business and social environment, teams can only keep up if they adapt frequently. But to adapt, they must have clarity about their internal and external systems and how these contribute to or undermine performance. There are multiple aspects of team function that underpins performance - and each influences and is influenced by the others. This revised edition ex...
Everyone Needs a Mentor
Today, even more British and European companies believe in mentoring, and their experiences clearly reveal its potential as a rapid and cost-effective method of management development. David Clutterbuck examines the benefits of mentoring for both individuals and the company, and shows how it can play a crucial role in fostering talent at work.
Beyond Goals
What is there in developmental relationships beyond setting and striving to achieve goals? The presence of goals in coaching and mentoring programs has gone largely unquestioned, yet evidence is growing that the standard prescription of SMART, challenging goals is not always appropriate - and even potentially dangerous - in the context of a complex and rapidly changing world. Beyond Goals advances standard goal-setting theory by bringing together cutting-edge perspectives from leaders in coaching and mentoring. From psychology to neuroscience, from chaos theory to social network theory, the contributors offer diverse and compelling insights into both the advantages and limitations of goal pursuit. The result is a more nuanced understanding of goals, with the possibility for practitioners to bring greater impact and sophistication to their client engagements. The implications of this reassessment are substantial for all those practicing as coaches and mentors, or managing coaching or mentoring initiatives in organizations.
Making Coaching Work
Coaching can work brilliantly. It can help you improve your employee retention levels, succession planning, and organisational creativity. In a supportive culture, managers, coaches and coachees all trust each other and work together. Sadly, even the best-managed coaching programme, with the best coaches, will fail in the real world where the coaching takes place doesn't match the fine words from HR. Spending money on coaching without first ensuring that the groundwork has been done is a fast track to failure. Make sure your training and development budget delivers what you need by first creating a culture that supports coaching.
Mentoring in Action
Basic guide to mentoring in business. Examines a variety of mentoring schemes through case studies and examples.
Mentoring Executives and Directors
Mentoring is one of the fastest growing forms of management development and the strongest growth area in mentoring is at director level. Very little is known about the nature of these relationships and the shutters on director mentoring are opened through a series of structured interviews with directors and their mentors. 'Mentoring Executives and Directors' is a lively, informative read including company and individual cases across a wide spectrum of sector and company size. It will be of considerable interest to Human Resource professionals and academics, headhunters and management consultants as well as senior managers, executives and directors, and their mentors.
The Talent Wave
If succession planning works, how do the wrong people so often get to the top? Succession planning was once the key to identifying potential leaders to fill important positions. However, in today's rapidly evolving business world traditional succession planning is no longer a viable strategy with research showing that 70% of succession plans fail within two years, simply from lack of management support. In a climate of growing skills shortages and lack of confidence in leadership potential, David Clutterbuck offers a new a process of dialogue between an organization and its employees. The Talent Wave presents a dynamic, flexible approach to succession planning and talent management. Clutterbuck first demolishes most of accepted practice in these areas, and then presents practical solutions which align employee ambitions and business priorities to ensure that organizations have the right leadership in place for ongoing success.
