Learning Activity No.16: Coaching and Mentoring Jasmine R. Ukay Human Resource Management: Performance Management System Mr. Ceasar Billones February 01, 2023 DEFINE COACHING AND MENTORING: COACHING - MENTORING frequently shown guiding a team to - success on the field. mentoring new employees as they are being onboarded. Mentoring new employees throughout onboard can assist them in understanding further about their career choices inside the company and is a terrific opportunity for supervisors and executives to express their commitment for them. - Highly prospective employees and top - mentoring various workers in a group management can strengthen their for workers. The majority of workers leadership abilities through the use of create a specific coaching method called organizations so they may talk to leadership coaching. Additionally, if individuals an nationality, gender identification, or employee possesses great workplace who leadership skills themselves, having a sexual mentorship experiences working. with much more preference support share about their their knowledge may be just the thing they require. - providing leadership coaching on implicit prejudice at work - is frequently more long-term, with maybe many mentoring relationships extending six months or more and in - We are all affected by prejudices and rare situations, mentoring programs biases, and can extend for years or even decades. attitudes about other people that are Some well-known mentors and their shaped mentees which by are our thoughts individual, our even mention lifetime mentorship connections. information, or simply the lack of knowledge that people are not even conscious of. This is true regardless of how open-minded and self-aware we may feel. - a fast 10- or 15-minute chat is not - The lack of educational requirements uncommonly shorter-term. However, for mentoring makes it simple for some coaching partnerships might last organizations to launch mentoring for a longer period of time. programs right away. Yes, mentoring education is frequently advised, but it is by no means necessary. In fact, there are far less mentorship credentials available than there are teaching certifications. - Being requires a truly competent training in coach - Mentoring is much more controlling. coaching It involves the mentoring imparting techniques and a variety of coaching their expertise, expertise, and abilities credentials, which are almost always to the protégé while also instructing required and definitely advised. and directing someone. - Organizations frequently sponsored - mentoring becomes less organized. individuals to receive coaching, or a While having a weekly meeting and supervisor may assign an individual to goals is advised, it's going to be up receive coaching for a particular skill towards the student to put this all set. together. Coaching is organized by sponsorship or supervisors. - Coaching is performance-based and - Mentoring is primarily advancement, motivates the person or people getting and it relies on the mentee to specify taught to excel in their regular jobs. their own objectives for their mentoring interactions. ADDITIONAL: Coaching is described as "Collaborating with customers in a sort of assumed and system is a process that motivates individuals to realize their individual and business capabilities" by the International Coach Federation (https://coachfederation.org), while mentoring is described as a "Internal training method where a senior or more knowledgeable employee (the mentor) is appointed to act as an adviser, counsellor, or leader to a junior or trainee" by BusinessDictionary.com (http://www.businessdictionary.com). The mentorship is in charge of offering the person under their supervision help and advice. As a team leader, mentoring and coaching are two of the best effective methods available. The objective of both mentoring and coaching is to assist others in expanding, evolving, and realizing their maximum potential. According to different researchers on mentoring, accomplishing these objectives boosts productivity and improves your company's performance on a variety of criteria. It might be difficult to establish a coaching and mentoring culture at work. Finding the proper match is essential to creating a supportive, current, and healthy workplace culture. However, most people give up when they become overwhelmed trying to locate the ideal mentor or coach. Teamwork enables finding the right mentor a breeze. Using its sophisticated pairing algorithm, it is a mentoring platform that helps your business to find the ideal mentor match. Based on their goals, abilities, and areas of growth, mentorship and mentees are matched and connected. (Ryan Carruthers, 2022) According to Ed Johnson and Caroline Sheridan, CEOs of PushFar and Sheridan Resolutions, respectively mentoring and coaching have had many advantages, and when done properly, they can be advantageous to the person getting mentoring or coaching as well as to the mentor or coach and the company. - Coaching and mentoring are two incredibly powerful training strategies. - Either mentoring and coaching can indeed be professional or informally, with coaching frequently perceived as being more formally whilst mentoring is seen as being more informally. - When used together, both can improve retention and engagement of employees. - Every organization or company structure may easily incorporate training and mentorship, and more and more businesses are doing so. - Both the person giving the mentoring as well as coaching and the one obtaining it can improve their communication confidence and skills. - Last but not least, both can significantly raise individual performance. DESCRIBE COACHING AS A MANAGEMENT PROCESS: In order to determine whether it might increase the efficacy of administrators at the Institute, MIT funded a research project of both its own staff as well as outside businesses in the middle of the 1990s. The investigation assumed that in the modern workplace, efficient performance management has to be able to accommodate a population of experience and understanding workers, i.e., workers that value active learning, implementation, and collaboration. Businesses that wish to benefit from experience and understanding personnel must adopt a collaborative and participatory management approach. It's common to refer to that approach as coaching. Managers must change from their conventional role of policing and supervising work performance to one that is more collaborative in order to coach. (Alyce Johnson) The concept of coaching managing considers the requirements of the individuals who make up an organization. Training, inspiring, and developing employees for the growth and the general health of the organization are the main goals of leadership coaches. A managerial coach is an individual who gives employees a path to follow and acts as a sort of road map for them to achieve their objectives. In corporate settings, manager coaching has grown in significance. DESCRIBE THE COACHING PROCESS: According to Daniel Stewart, there are five steps of Coaching Process: COACHING PROCESS 1. Establishing Objectives DEFINITION - Every coaching engagement wants to get off to a solid starting with an objective. Typically, either of the following three conversational goals is pursued: developmental (maximizing strengths), professional (getting ready for a new role), or performances (overcoming obstacles or dealing with performance gaps). - By setting targets and objectives, we may break down the purpose into manageable, tangible, and time-bound activities that we are able monitor to gauge our performance. 2. Understanding through assessment - This is the most crucial phase of every coach dialogue and calls for the guide to pose smart questions, attend intently, be at ease in the presence of quiet, and consider the problem from various angles. - Managers may believe that already understand the situation or possess all of the information. To assist create a secure, accurate, and encouraging atmosphere where the coaching partners can help open, identity, and productively collaborate with the trainer, it is essential to ask wideended and incisive carry questioning. 3. Providing Feedback - gives the coach the chance to talk about their findings with both the coaching participants. Although this may be a beneficial and illuminating encounter, properly, though it could not managed also develop harmful. As a coach, it's crucial to give some other individual as much freedom as you can to choose their own concentration areas. - Relate the feedback towards the discussion's goal, concentrate here on conduct rather than your personal understanding of it, and underline how well the conduct affects the mentoring individual's ability to achieve the intended commercial and interpersonal goals. 4. Identifying individual goals - Setting goals seems to be where evaluation and feedback are put into practice to carry out the discussion's objective. It is a crucial stage in assisting the coaching member in moving forward as well as achieving a successful result. An objective with such a poor likelihood of success will probably result in disinterest. Make careful to explain how taking these actions will help the institution achieve its goals. 5. Follow up with support - maintains responsibility and offers support while the coaching member achieves their objectives. In order to ensure that actions are taken, stakeholders' agreement objectives must be followed up on. The client can receive ongoing assistance from the coach. Keep the communication channels open by following up. A constant conversation enables the trainer to strive towards establishing new habits as a permanent shift. A continuing conversation also enables the coach to support constructive behaviors and transformation. (John Mattone, 2021) DESCRIBE COACHING APPROACH: According to Ryan Heinl, a director of Product Management and leader of DDI’s Innovation Lab, there are six Coaching Approaches: 1. Humanist Coaching Anything having do with assisting in the development of leadership. This one centers on "self-actualization," a concept you have actually aware of. It largely focuses on the bond formed among leadership and coaches, as well as the notion that now the intimacy and permitted between two will eventually lead to achievement for the leadership. The goal of this method is to ultimately produce an athlete who is self-assured and self-controlled. It is also a sportsman, cooperative, and non-manipulative method involving the athletes and trainer, which takes into consideration unique athletes’ variances & skills. (Seth E. Jenny and Glenn F. Hushman, 2014) 2. Adult Development Coaching Emphasizes the various phases of adult growth. In order to help the leader progress toward a more evolved concept of power and accountability in addition to a higher capacity for confusion, the coach must first ascertain in which the leadership is in their growth. This entails assisting our clients in discovering how to develop into fully realized adults. We invest a significant amount of time at work, which is obviously a rich and important atmosphere. (Collaborative Coaching 20212022) 3. Cognitive Coaching These bring the essential activity of thought and the activities of teaching closer together. Instructors who use Cognitive Coaching are better able to recollect their previous experiences, identify relevant elements, come up with solutions, and assess the success of their choices. This is likewise focused on dealing with the unhelpful ideas that can be impeding a leader's achievement. This is an additional an even more psychological method to coaching, in which the coach tackles the leadership's tendency to view other people's activities inadvertently as a means of impeding their personal achievement. (Dr. Taryl Hansen) 4. Positive psychology model for coaching A method with a scientific foundation for assisting customers to boost efficiency, develop and use talents, and raise well-being. This is a faith in the ability of science to clarify the most effective development strategies. This strategy is frequently regarded as a strong points strategy. The idea that the trainer should work with the leader to develop new qualities in order to foster positive feelings, which would then increase happiness and, consequently, quality standards. (Kauffman, Boniwell, and Silberman (2010) 5. Systematic Coaching Considers a variety of elements that have an impact on performance. It looks for trends that can be hindering a leader's success and aims to break them. It also emphasizes the significance of making modest adjustments that, over period, can have a significant impact. This one is in line with a lot of the current material that you might having read about making gradual changes to existing unhealthy habits. In order to maximize both parties' ability and performance, system counseling "coaches the individual customer or group with both the systems in imagination the portion within the whole, and the entire in the portion." (John Whittington) 6. Goal- Oriented Coaching The kind of coaching that most of us are most accustomed to in the workplace. It focuses on assisting leaders in managing and directing their relational and psychological capabilities to more effectively pursue one or more objectives. The main strategy is to support the leader in creating well-thought-out goals and an efficient action plan. Making improvements in your existing organization or becoming an inspiring leader all benefit from having a goal-oriented mindset. Having a distinct vision, mission, goal, or aspiration that drives you. In other words, you appreciate having at least one distinct purpose that motivates you to start and finish undertakings. When discussing your aims and desires, others can tell that you are passionate about achieving your goals. WHAT ARE THE TECHNIQUES OF COACHING: The key to the accomplishment of the most successful CEOs is their workforce. In addition to overseeing projects and assigning duties, a brilliant manager should recognize the value of skill-building for their staff. Your division will become more productive the more skilled and capable the employees are. According to Sean McPheat, a Managing Director, there are ten Techniques of Coaching: 1. Listening- Supervisors must comprehend that counseling revolves around the people they are coaching, not so much about themselves. No matter the coaching approach you employ, if you're not a good listener, coaching will be difficult for you. 2. Asking open-ended questions- Coaches must develop their abilities to create open-ended enquiries if they want to remain on the identical level as your team members regarding their understanding and enthusiasm for the subject matter at question. The skill to formulate well-structured, open-ended questions is crucial because it enables us to elicit thoughtful ideas and viewpoints from both people and groups. Someone can learn it, especially leaders who want to build an inclusive culture that emphasizes both support and guidance. (Emma Cullen, 2022) 3. Collaboration- Leaders should be able to collaborate well with their teams of workers so that they can model this behavior for them. Whenever it comes to successful counseling, understanding your team's mental models and identifying methods that encourage group learning are quite helpful. They also assist you raise team chemistry. 4. Making Good use of Time- Another of the numerous responsibilities a management will have is teaching. Although a coaching meeting usually only lasts a few minutes or weeks maybe about, the coach needs to be able to maximize this brief keep track of the time for it to be successful. To put a thing or someone to use for a certain reason, particularly the one which benefits you. 5. Establishing Teams- For a favorable workforce atmosphere and a way a business, the leader should be competent to build and inspire effective teams. Educating your staff on the value of cooperation, tolerance, transparency, and compassion will help you create partnerships from existing individuals staff members. While teamwork development exercises will assist with this, the most important thing is what you undertake on a regular basis. 6. Emotional Intelligence- Employees may feel anxious and stressed during training meetings, therefore managers need to know how to diffuse the situation and instill confidence in the participants. Feelings come before thoughts, that much is scientifically true. Whenever our feelings are intense, our mind works differently, which impairs our ability to think clearly, make decisions, and even interact with others. Being eff ective across both our career and private lives depends on our ability to recognize, comprehend, and control our emotions as well as those of others. (J.P. Pawliw-Fry Performing Under Pressure: The Science of Doing Your Best When it Matters Most) 7. Communication- Being able to express your ideas intelligibly and effectively so that others may comprehend what you're attempting to convey seems to be another essential talent. It also entails learning which verbal, nonverbal, or visual communication modes are most effective for a certain workforce. Managers must have strong interpersonal abilities. 8. Setting SMART Goals- In order to hold the staff responsibility for the education process, a management must be able to develop SMART, quantifiable, and time-bound objectives. Instead of saving goal-setting and objective-setting for evaluation education, learn concerning them and put them to use every day to give context and concentration. 9. Good Judgement- There are numerous things a leader could wish to teach their team members, but time and resources frequently prevent that from happening. A management must decide if the practice program is beneficial to the staff and aligned with the mission and objectives of the business. 10. Follow Through- The responsibility of a coach has never been finished, therefore motivate your team by following through on your commitments. Actual coaching abilities are a must for a management, and since they can be used to any position today or in the coming, it benefits off in the long run to keep developing skills. BENEFITS OF COACHING In both their interpersonal and business situations, people may benefit much from expert executive counseling. The advantages can be felt right away, although they also last over period, through role to position, throughout the length of a career, and for the duration length of a career. That is a statement that few company compensation or education programs can make. According to Allaya Cooks-Campbell, 2021, there are 10 Benefits of Coaching: 1. Clarity and direction: Coaching helps individuals understand their goals, values, and priorities. 2. Improved confidence and self-esteem: Coaching helps individuals develop a positive selfimage and increase their confidence in their abilities. 3. New skills and abilities: Coaching provides opportunities for individuals to develop new skills, such as leadership, communication, and problem-solving. 4. Overcoming challenges: Coaching helps individuals identify and overcome obstacles and challenges that may prevent them from achieving their goals. 5. Tremendous success and satisfaction: Coaching can lead to increased success and happiness in both personal and professional life. 6. Increased productivity: Coaching helps individuals optimize their time and focus on their most important tasks, leading to increased productivity. 7. Better relationships: Coaching can help individuals develop better relationships with others, including family, friends, and coworkers. 8. Personal growth: Coaching provides individuals with a safe and supportive environment to explore their values, beliefs, and growth potential. 9. Improved decision-making: Coaching can help individuals make better decisions by clarifying their priorities and values. 10. Increased motivation: Coaching provides support, encouragement, and accountability, which can increase motivation and drive toward success. WHAT ARE EFFECTIVE COACHING SKILLS? 1. Active Listening: The ability to entirely focus on and understand the individual's needs, goals, and challenges. According to SkillsYouNeed.com, it utilizes all of the senses when observing. In addition to paying full concentration to the speaker, it's critical that the "interested listener" be "shown" to be paying attention as well; alternatively, the presenter might assume that what they're saying is boring the listener. Both spoken and non-verbal cues, such as exchanging glances, shaking your neck and grinning, shaking your head in agreement and stating "Yes," or just saying "Mmm hmm," can be used to show interest to the speaker and persuade them to continue. The individual speaking will typically be more comfortable after receiving this "feedback" and express greater freely, truthfully, and honestly. 2. Empathy: The ability to see the world from the individual's perspective and to understand their emotions. Century City, 2018, A coach who has the capacity to understand the sentiments of another individual offers a potent support network. They are able to support their challenger through into the rough patches because they are able to empathize with the difficulties the other individual is experiencing. 3. Questioning: The ability to ask open-ended, thought-provoking questions to encourage self-discovery and growth. According to Emma- Louise, 2022, order for them to act in accordance with who they are, we want them to come to know and trust themselves. We therefore pay attention, give feedback, and assist them in gaining the crucial aerial perspective on their actions and way of life. We support their daydreaming, imaginative processes, goal-setting, and action planning. 4. Goal Setting: The ability to help individuals set realistic, achievable, and meaningful goals. A goal-setting coach will assist you throughout the procedure of identifying your objectives and assist you in developing commitment for your action plan for HOW users will accomplish your objectives. (Nicholas Forster) 5. Providing Feedback: The ability to provide constructive, supportive, and actionable feedback to help individuals grow and improve. Asking others to offer yourselves feedback rather then, or before, providing one's own is referred to as mentoring feedback. It relates to both constructive criticism and what is now referred to as "education" or "development" comments (instead of "negative feedback"). This method can be used in conversations concerning actions, projects, behaviors, staff evaluations, and any other situation in which employees are requested to evaluate their own performance. (By Carol Wilson) 6. Encouragement: The ability to provide support, motivation, and positive reinforcement to help individuals stay on track. Coaching does not involve praising someone for their unsuccessful efforts. Boosting those same individuals is. Encouragement emphasizes on promise, previous accomplishments, collaborative problem - solving skills, and other supporting activities before the outcomes are seen. 7. Challenging: The ability to challenge individuals to stretch themselves and reach their full potential. According to David, the management's mind is where problems frequently begin. She argues that when a management is mentoring someone they've labeled as "difficult," it suggests they have strong feelings about them. This individual is such a pessimistic, then this is proving to be very hard, you might well be thinking. 8. Problem-Solving: The ability to help individuals identify and overcome obstacles and challenges. Instead of assisting the customer to participate in comprehension what they actually want, what strong points they possess, what's really continuing to work, and what their significant possible explanation is that they should move forward into their desirable results actuality, the majority of coaches will place more of their attention on fixing the "problem" and what is really wrong with/not working. (Carly Anderson, 2013) 9. Time Management: The ability to help individuals optimize their time and focus on their most important tasks. Individuals who work with time management coaches are taught how to establish reasonable goals, organize their responsibilities, and work more efficiently. The coach doesn't really enforce a time management approach on you; rather, they work with you to improve your habits and become more conscious of how you spend your time. (Danilo Gargiulo) 10. Confidentiality: The ability to maintain a safe, trustworthy, and confidential environment for individuals to share their thoughts and feelings. In the context of coaching, privacy relates to the manager's obligation to keep any information collected throughout the term of the interaction private unless the student expressly authorizes disclosure. The customer has the entitlement to secrecy, not yourself as the coach. (Sue McMahon, 2018) ENUMERATE AND EXPLAIN THE CRITERIA FOR EVALUATING THE PERFORMANCE OF A COACH. According to Chris Landry, there are eight Criteria for Evaluating the Performance of a Coach: 1. Character- competitive standing. Level of appreciation amongst athletic colleagues, not as seen by the wider populace or the reporters. 2. Background- Expertise and professional accomplishments up to this point. Association with successful programs is beneficial but not necessary. 3. Player and Staff Development- the capacity to impart knowledge, interact, and improve players' technical abilities. This requires knowing positioning expertise, utilizing individuals within system principles, and having the ability to inspire and maximize a player's potential. Additionally, it entails having the capacity to mentor and train his staff's coaching staff. 4. Technical- the capacity for network development, game plan planning, including the ability to set up advantageous matchup scenarios and game day modifications. It also covers the curriculum and instruction of players and coaching staff. 5. Teaching- The capacity to apply academic skills to practice situations where you may creatively convey your message in a variety of ways to aid players in understanding fully and fast. Teaching requires a lot of motivation. 6. Talent Evaluator- the capacity to recognize a player's mechanical and athletic characteristics. It also encompasses the ability to assess the abilities of other coaches. 7. Recruiting- the capacity to demonstrate how a player integrates into to the sports system, in addition to how he fits into in the psychology of the sports team or neighborhood within which the squad dwells, verbally, on the chalkboard, and in video YouTube clips. 8. Team Management- working well with people, staff administration, and support workers. WHAT IS A COACHING CULTURE? EXPLAIN THE PROCESS OF DEVELOPING A COACHING CULTURE. Professional coaching is currently regarded as a "really should have" service within enterprises due to its shown effectiveness over the past twenty years. Many firms are interested in developing their own coaching culture plan because they have heard about the advantages of teaching and coaching cultures. (Corry Robertson, 2022) Utilizing efficient coaching techniques and coaching competences to help executives and professionals nurture and realize the full capability of their employees is the definition of mentoring environment. The benefits of a coaching culture in a business are all well understood and supported by research. Corporations are putting forth a growing amount of efforts to develop coaching cultures and establish coaching-friendly environments. However, the actual results and advantages that corporations have experienced have fallen far short of expectations. The consequences of corporations' considerable efforts in coaching skills training and encouragement for managers and leaders are sometimes patchy and disjointed. Without the expected effect on creating an entire coaching culture, we often observe the acceptance and efficient system of coach in isolated areas. (Shweta HandaGupta, MCC 2022) A workplace setting where coaching capabilities are integrated into the organization's principles is known as a "coaching culture." The workplace changes to one where coaching skill are acquired, enthusiastically adopted, and regularly applied throughout the ranks. In cultures that value coaching, leaders receive formal training in coaching techniques and put those techniques into practice to help their immediate supervisor fulfill their full potential and contribute significantly to their organizations and work teams. According to Hayley Dennis, businesses that embrace a great coaching environment show up for their staff members, and as a result, those staff members feel very loyal to the business. Think about using the following four steps to develop a coaching culture at your company: 1. Start at the Top- Senior executives can work together to develop a company-wide vision for what is required to bring about a culture transformation and how to sustain it once it has taken place. Furthermore, top executives who have personal managerial experience not only profit from it and have a deeper understanding of it, but they also demonstrate their commitment and the significance of coaching to the employees who work for them. 2. Trickle Down- Mid-level leaders are given the task after senior executives have determined what type of cultural shift is required. Since they are actively involved in daily operations, directors and managers have a genuine sense on just what is and is not functioning within the firm. Upper executives can unleash their imagination via mentoring and learn the much more practical ways to begin putting the necessary changes and enhancements into practice with the help of senior leaders. 3. Implement a Coaching Model- Managers and employees can start putting some practices, such as one-on-one gatherings, group meetings, and feedback talks, into exercise as they get coaching. 4. Establish Accountability- Creating one promotes an atmosphere of recognition and appreciation. Find out what inspires your staff, then provide it to them. Teams that collaborate and help one another in achieving their objectives not only develop a coaching culture but also become more robust and resilient. REFLECTION: Let me share something about my experiences when I joined the athletics. At first, I really don’t know or I don’t have an idea about what to do or what are the rules if you will join the athletics. Coach is essential when it comes to that things. They are the one who will guide you, teach, organize, creating plans and strategies for your team to win the competition. Having a coach is not only exists when it comes to sports or athletes, coach also exists in any variation or kinds for example, in dancing. I am one of the dance troupe of Jaguars in Ateneo de Davao University. I have once experienced the “Sayawten” or “sayaw tenista” last year. We have this choreographer who choreograph our dance step for the competition. I also considered our choreographer as our coach because he is the one who planned and set motivations for us to be inspired and win the competition. In addition, a coach can also serve as a thought partners, a provider of advice and criticism, a cheerleader, and someone who can attract the best in individuals. A manager instructing new workers in best business procedures and superior requirements, a village elder passing down a generation's worth of wisdom and experience, a sports coach bringing out the best in their top players—all of these scenarios can be extremely beneficial to those under their tutelage. REFRENCES: 1. 10 coaching techniques all managers need. (2022, January 21). Leadership and Management Training Courses UK | MTD Training. https://www.mtdtraining.com/blog/10-coaching-techniques-all-managersneed.htm 2. A 4-step framework for creating a coaching culture. (2023, January 26). Training Industry. https://trainingindustry.com/articles/strategy-alignment-and-planning/a-4-stepframework-for-creating-a-coaching-culture/ 3. 6 approaches to coaching—and 1 that works | ATD. (2021, February 10). Main. https://www.td.org/professional-partner-content/6-approaches-to-coaching-and-1that-works 4. (n.d.). Coaching Culture at Work | Worldwide Performance Coach Training. https://www.coachingcultureatwork.com/wp-content/uploads/The-CoachingFeedback-Model.pdf 5. Coaching cultures are built on beliefs. (2022, August 4). International Coaching Federation. https://coachingfederation.org/blog/coaching-cultures-built-on-beliefs 6. Creating a coaching culture 101: A guide to leveraging coaching results in organizations. (2022, April 11). Corry Robertson. https://corryrobertson.com/creating-a-coachingculture-101-a-guide-to-leveraging-coaching-results-in-organizations/ 7. How to ingrain coaching and mentoring in your workplace. (2022, September 29). Best Mentorship Software: Together Mentoring Software. https://www.togetherplatform.com/blog/coaching-and-mentoring-in-theworkplace 8. Know the difference between coaching and mentoring. (n.d.). Kent Campus | Kent State Kent University State, one of Ohio’s leading public universities. https://www.kent.edu/yourtrainingpartner/know-difference-betweencoaching-and-mentoring 9. Management coaching. (2018, May 16). Online Project Management. https://www.sinnaps.com/en/project-management-blog/managementcoaching 10. Mattone, J. (2021, July 27). Importance of follow-through after coaching relationship ends. John Mattone Global, Inc. https://johnmattone.com/blog/importance-of-followthrough-after-coaching-relationship-ends/ 11. Mentoring vs coaching: The key differences and benefits. (n.d.). PushFar. https://www.pushfar.com/article/mentoring-vs-coaching-the-key-differencesand-benefits/ 12. Stewart Leadership. (n.d.). The five steps of great coaching. Stewart Leadership Insights Blog. https://blog.stewartleadership.com/the-five-steps-of-great-coaching 13. What is coaching? (n.d.). Welcome | MIT Human Resources. https://hr.mit.edu/learningtopics/leading/articles/what-is-coaching
