Coaching and Mentoring Workshop IPGKTAA

‘Coaching relates primarily to performance improvement (often short-term) in a specific skills area. The goals, or at least the intermediate or sub-goals, are typically set with or at the suggestion of the coach. While the learner has primary ownership of the goal, the coach has primary ownership of the process. In most cases, coaching involves direct extrinsic feedback (i.e. the coach reports to the coachee what he or she has observed).’

 ‘Mentoring relates primarily to the identification and nurturing of potential for the whole person. It can be a long-term relationship, where the goals may change but are always set by the learner. The learner owns both the goals and the process. Feedback comes from within the mentee – the mentor helps them to develop insight and understanding through intrinsic observation, that is, becoming more aware of their own experiences.’

                                                  (Meggison and Clutterbuck, Techniques for Coaching and Mentoring)

Coaching is a structured, sustained process that enables the development of a specific aspect of a professional learner’s practice. It involves activities which promote and enhance the development of a specific aspect of teaching and learning or leadership practice.  Mentoring, however, is a structured, sustained process that provides support to professional learners as they are going through significant transitions in their career. It involves activities that could promote and enhance the effective transitions between various professional roles. Both coaching and mentoring involve:

•  identifying learning goals
• developing increasing learners’control over their learning
• active listening
• modelling, observing, articulating and discussing learners’ experiences to raise awareness
• shared learning experiences
• providing guidance, feedback and, when necessary, direction to the learners
• review and action planning                                                                                                       

Although coaching and mentoring use the same skills and approach, they differ in a sense that coaching is short term and task-based whilst mentoring involves a longer term relationship.

COACHING	MENTORING
Relationship generally has a set duration	On-going relationship that might last for a long time
Generally more structured in nature and meetings are scheduled regularly	Can be more informal and meetings can take place as and when the client needs advice, guidance or support
Will help you to identify your own solutions	Will share ideas and what they have done
Short-term and focused on specifi c development areas/issues	More long-term and takes a broader view of the person
Coaching is a more equal relationship and generally not determined by the level of experience the coach has of the client’s formal occupational role – rather this professional distance can help to provide a thinking partnership with a different level of challenge and support	Mentor is usually more experienced and  qualified than the client; often a senior person in the organisation who can pass on knowledge, experience and can open doors to otherwise out-of reach opportunities

                              Coaching and Mentoring Handbook, London Leadership Academy

Given the benefits of coaching and mentoring, a Coaching and Mentoring Workshop was conducted in IPG Kampus Tengku Ampuan Afzan on 30 October 2017 with the purpose to enhance learning, development, and performance as well as to enable the IPG staff to develop their skills, competencies, and attitudes in order to achieve the desired outcomes in education. Below is a series of photos taken on that day.

Encik Abdul Razak Alias giving a talk on coaching and mentoring

The staff of IPG Kampus Tengku Ampuan Afzan

The Workshop Committee

Lunch at Cafe Azizi with the director, Tuan Haji Abdullah bin Mohd Yusof

 Closing ceremony

Closing speech by deputy director, Dr. Abdul Shatar bin Che Abdul Rahman

Souvenir giving ceremony