SERVICE AND COACHING IN CIVIL SERVICE

  • Learning Objectives:
    • Discuss coaching and mentoring concepts
    • Identify steps for successful coaching and mentoring
    • State their importance in leadership development
    • Apply key strategies for implementation

MANAGING PEOPLE

  • Shift from "command and control" to "development and empowerment."

COACHING

  • Key concept for leadership and capacity building
  • Aims to improve work performance through learning arrangements
  • Supports individuals in their professional journey

MENTORING

  • A structured, trust-based relationship fostering growth
  • Connects experienced mentors to less experienced mentees

COACHING VS MENTORING

  • Coaching:
    • Task-oriented, short to medium term
    • Performance improvement with structured techniques
  • Mentoring:
    • Relationship-oriented, long term
    • Focus on overall development and support

TYPES OF MENTORS

  • Informal, Peer, Group, Reverse, and Formal Mentoring

KEY COMPETENCIES OF COACHES & MENTORS (G.R.A.C.E)

  • Growth Orientation
  • Relational Intelligence
  • Active Listening
  • Constructive Feedback
  • Ethical Conduct

STEPS IN COACHING (C.O.A.C.H)

  • Define objectives, outline goals, assess reality, create options, establish rapport

STAGES OF THE MENTORING PROCESS

  • Establish trust, nurture growth, meet/map expectations, overcome challenges, review/close, track progress

ROLES OF AN EFFECTIVE COACH/MENTOR

  • Guide, Motivator, Advisor, Sounding board, Role model

PITFALLS IN COACHING AND MENTORING

  • Lack of commitment, hierarchical barriers, lack of training, overstepping limits
  • Critical to provide feedback, evaluate progress, respect confidentiality

OVERCOMING PITFALLS

  • Define purposes, provide training, ensure compatibility in pairings, maintain professionalism
  • Focus on independent capacity building of mentees

BENEFITS OF COACHING AND MENTORING

  • For Mentees: Access to knowledge, confidence, career guidance
  • For Mentors: Satisfaction from helping others, new perspectives
  • For Organizations: Talent retention, knowledge transfer, cultural strength

REFLECTION AND ACTION PLAN

  • Consider personal mentoring philosophy, plan for mentorship engagements

CONCLUSION

  • Coaching and mentoring are essential in civil service for performance enhancement and cultural strengthening.