Coaching and mentoring employees can be a great way to develop and improve their professional and personal skills. It demonstrates that you care about their progress and can boost their loyalty to you. Studies have also revealed that leadership training and mentoring can have a positive effect on the workplace. Having a supportive relationship with a coach or mentor can help managers feel less isolated on their journey and better manage their new roles.
This, in turn, can reduce stress and anxiety. People who receive leadership counseling report greater well-being and resilience in the workplace, with 91% of those with a mentor being satisfied with their work. Positive psychology coaches focus on helping clients recognize their strengths. Coaches learn to explore and develop these strengths as a means to achieve their goals and cultivate positive emotions (Moore, et al.
201). This gives them the opportunity to understand how they fit into the company's overall picture. Mentoring and coaching can also be beneficial in helping diverse candidates advance in their careers and within an organization. By providing them with the opportunity to partner with a leadership coach or mentor, you set them up for success in more ways than one. From learning how to better manage their time to identifying their strengths and weaknesses as leaders, they will be able to benefit from the experience.
Maseko, van Wyk, & Odendaal (201) discovered that organizational analysis is essential for successful team training. This is why 92% of Torch apprentices say they have more job skills and 70% of leaders who receive training benefit from better work performance, relationships, and more effective communication skills. A workplace coach understands the unique skills, weaknesses, and strengths of their team members. Whether a coach or mentor can use research successfully depends on their willingness to stay up-to-date and receive training. Many of the effects of coaching or mentoring come from the application of knowledge gained from social science research.
The coaching approach generally involves setting specific goals and accepting a process of discovery, practice, reflection, and implementation in which the employee takes responsibility for changing their behavior. Mentors and coaches can serve as a valuable sounding board for improving the manager's sense of self-awareness, either through two-way dialogue or through useful feedback. Coaching conversations help a person focus on the desired goals (Moore, Jackson, & Tschannen-Moren, 201). The culture of coaching is not an environment where everyone gets along well and no one is ever sad. Mentoring and coaching can have many benefits for employees who receive mentoring and training, for people doing mentoring and coaching, as well as for the organization itself.
