“Leaders become great, not because of their power, but because of their ability to empower others” ~ John Maxwell. One key way to empower your team is Coaching and Mentoring, and this quick guide on coaching and mentoring may be useful.

1. Wong Yew Yip
yewyip@gmail.com

2. Designed & Developed by : Wong Yew Yip ~12 July 2021
What is Coaching & Mentoring?
Mentoring is a relationship between two
individuals, in which the more experienced
mentor uses the greater knowledge and
understanding of the work or workplace to
support the development of the less
experienced mentee
Coaching is a useful way to improve
people’s skills and abilities to resolve
work issues, handle specific aspects of
the job and boosting performance

3. Designed & Developed by : Wong Yew Yip ~12 July 2021
Coaching vs Mentoring
COACHING MENTORING
Coaching is task oriented
Coaching is short term
Mentoring is relationship oriented
Coaching revolves more around
specific performance areas/issues
Agenda is set by the coach,
focused on achieving specific,
immediate goals
Coaching is structured in nature and
meetings scheduled on a regular
basis
Mentoring is long term
Mentoring revolves around
developing mentee career
Agenda is set by the mentee with
the mentor providing support and
guidance
Mentoring is informal, meetings
takes place as and when mentee
needs guidance and or support

4. Designed & Developed by : Wong Yew Yip ~12 July 2021
Why is it important to Coach?
 You coach employees to develop
them to achieve the organization’s
goals and objectives
 Employees will be inspired to perform
their best if they are given the right
training and support to acquire the
necessary knowledge and skills
 Coaching is a key factor in
developing and retaining high
potential employees
 Coaching prepares both organization
and employees for the future

5. Designed & Developed by : Wong Yew Yip ~12 July 2021
The New Approach to Coaching
The new approach is based on the
following premises:
 Everyone can be developed through
coaching
 Coaching to improve employees’
abilities to perform better is every
leader’s responsibility
 Preparing employees to face
challenges strengthens their
competence
 Development includes informal
training and on-the-job learning

6. Designed & Developed by : Wong Yew Yip ~12 July 2021
A Leader’s Role in Coaching
 Guide employees to match their skills
and work values with organization’s
objectives
 Conduct frequent discussions with
employees on their developmental
needs
 Give timely and specific feedback on employees'
performance
 Look out for opportunities to coach
 Help employees to plan their development needs and
provide the necessary encouragement and support

7. Designed & Developed by : Wong Yew Yip ~12 July 2021
Characteristics of a Good Coach
1. A good coach is knowledgeable and
skilled
2. A good coach knows the strengths and
weaknesses of his or her coachee
3. A good coach makes expectations
clear at beginning of coaching session
4. A good coach is patient and tolerant
when coachee is slow or makes mistakes
5. A good coach knows when to be tough
and kick butt if coachee consistently
under-perform

8. Designed & Developed by : Wong Yew Yip ~12 July 2021
Characteristics of a Good Coach
6. A good coach listens to coachee and
tries to understand their points of view
7. A good coach expresses
encouragement and optimism when
difficult issues are discussed
8. A good coach asks for commitment to
solutions that have been agreed upon
9. A good coach offers support and
assistance to coachee to implement
change and achieve desired goals
10.A good coach follows up on coaching
sessions in a timely manner

9. Designed & Developed by : Wong Yew Yip ~12 July 2021
Is Coaching an appropriate intervention?

10. Designed & Developed by : Wong Yew Yip ~12 July 2021
Benefits of Mentoring - for Mentee
Benefits of
Mentoring
- For Mentee
Increased
Motivation
Address
Specific
Needs
Acquire
Knowledge &
Skills
Constructive
Feedback
Improved
Confidence
Long term
Relationship
Development
Plan & Career
Path
Fast-track
Learning
1 2 3
6 7 8
4 5

11. Designed & Developed by : Wong Yew Yip ~12 July 2021
Benefits of Mentoring - for Mentor
Benefits of
Mentoring
- for Mentor
Recognize as a
subject matter
expert and leader
Share knowledge,
experience and
insights
Improve active
listening skills
Reflect on own
goals and
practices
Personal
satisfaction
Re-energize the
mentor's career
Strengthen
interpersonal
relationship skills
Develop
leadership and
coaching styles
1 2 3
6 7 8
4 5

12. Designed & Developed by : Wong Yew Yip ~12 July 2021
Benefits of Mentoring - for Organization
Benefits of
Mentoring
- for Organization
Improved job
performance
Reduce learning
time and cost
Retain high
performers
Fosters leadership
skills in mentors
Creates a more
positive work
environment
Fosters more loyal
employees
Prepare for
succession
planning
Proof its
willingness to
invest in
employees
1 2 3
6 7 8
4 5

13. Designed & Developed by : Wong Yew Yip ~12 July 2021
How Mentoring Works
 Mentoring is not about giving
advice or teaching
 Mentoring is encouraging and
challenging the mentee to try out
ideas, work through obstacles
 Mentoring is developing new
approaches to thinking to deal with
the current situation
 Mentoring is understanding how to
balance work/life/family
 Mentoring could be about personal
issues or issues at work

14. Designed & Developed by : Wong Yew Yip ~12 July 2021
Characteristics of Effective Mentors
1. Show genuine interest in mentee as
a person
2. Share their experiences and insights
3. Ask open questions to encourage
discussion
4. Listen to be an objective sounding
board
5. Offer positive (constructive) feedback
6. Offer only solicited advice
7. Celebrate and acknowledge
achievements

15. Designed & Developed by : Wong Yew Yip ~12 July 2021
The GROW Model
GROW
Model
The Grow Model can be
used for both Coaching and
Mentoring
Grow
Reality
Options
Will

16. Designed & Developed by : Wong Yew Yip ~12 July 2021
The GROW Model - GOAL
What do you want?
• What do you want to accomplish?
• Why do you want to achieve this
goal?
• What would the benefits if you
achieved this goal?
• What would you like to change?
• How will you measure results?
• Agree on objectives for each
session

17. Designed & Developed by : Wong Yew Yip ~12 July 2021
The GROW Model - REALITY
Where are you now?
• Where are you now in relation to
your goal?
• What progress have you made?
• What is working well right now?
• Why haven't you reached the
goal already?
• Invite self-assessment
• Offer feedback
• What made you realise the need
to improve?
• What are your concerns?

18. Designed & Developed by : Wong Yew Yip ~12 July 2021
The GROW Model - OPTIONS
What could you do?
• What do you think you need to
do next?
• Offer options on what are
possible
• Discuss options - pros & cons
• Help to decide the best options
• Who can you ask to help you?

19. Designed & Developed by : Wong Yew Yip ~12 July 2021
The GROW Model - WILL
What will you do?
• When will you start?
• What could stop you moving
forward?
• How will you overcome this?
• How can you keep yourself
motivated?
• When do you need to review
progress?
• What do you need from me?

20. Designed & Developed by : Wong Yew Yip ~12 July 2021
Activity - Role Play
COACHING Role Play MENTORING Role Play
• A new staff has just
been transferred to
your Department
• How would you coach
the staff to perform a
specific task using the
GROW Model
• You can select the task
of your choice
• You have identified a
staff with high potential
in your Department
• Using the GROW
Model, how would you
mentor the staff so that
he/she can develop to
his/her full potential

21. Designed & Developed by : Wong Yew Yip ~12 July 2021
Individual Action Learning Project
• Identify a staff in your
Department who you think
requires coaching e.g. to
perform a required task, to
handle a project, etc
• Use the GROW Model to
coach the staff
• Report the outcome of your
coaching

22. Thank You
Contact :
yewyip@gmail.com
for PowerPoint file