COACHING

 Under this method, the immediate superior guides the subordinate about various
ways and methods of doing the job. It is important to note here that superior only
guides and does not teach although he extends his assistance whenever needed.
 The objective of coaching is not only to teach the subordinate the necessary skills for
and his assignment but also to provide him with diversified knowledge so that he
may grow and advance.
 Coaching should be distinguished from counselling which involves discussion
between superior and subordinate of the areas concerning with latter’s fears,
emotions and aspirations.
 The main advantage of on-the-job coaching is increased motivation for the trainee
and minimization of the problems of transferring learning from theory and practice.
 The danger in this method is the possible neglect by the guide or supervisor and
thus, affecting the performance of employees.
 MENTORING
Mentoring is a process whereby a senior executive acts as a friend, philosopher and
guide to junior executive and provides him the support that the latter needs. This
support can take the form of emotional support, coaching, counselling and guidance.
The senior manager who provides such support to the junior executive is known as the
MENTOR and the person who is provided with such support is known as MENTEE or
PROTEGE.
A mentor performs all types of functions from elaborating job contents to personal
counselling and from drawing up a dress code to teaching table manners etc. It reduces
training time, ensures individual attention to the junior’s problems and makes the
learning flexible rather than structured.
 Mentoring goes beyond mere imparting specific skills as in the cases of training. In
fact, mentoring takes care of all aspects of development of the mentee. Modern
organisations use mentoring to develop their promising employees since their
induction in the organization.
 EXAMPLE OF MENTORING
CADBURY
 In Cadbury, Mentoring is practiced both at formal and informal levels. Formal
mentoring starts with the induction training of management trainees and continues
throughout the year-long training program.
A mentor at Cadbury is usually a senior manager who has spent more than five years
with the company and can act as a role model in terms of behaviour and approach to
work.
 The match is always cross-functional to add to the skill base and provide interaction
with different functional streams. The mentors act as role models in terms of both
career success and personality attributes.
 UNDERSTUDY
 Under this method, an executive is developed to perform the work or fill the
position of his superior. He is a trainee who at a future time will assume the
duties and responsibilities of the position currently held by his immediate
superior.
 Understudy is similar to the on-the-job coaching with the difference that the
department manager may pick one individual from his unit to become
understudy.
 The main advantage of understudy is that it ensures ready supply of competent
people whenever the vacancy arises due to transfer, promotion, retirement or
resignation of the present occupant of his position.
 This method is advantageous for Boss also because understudy relieves the boss
of some of his workload by delegating some portion of his work to the
understudy.