Home - PMC04 - PMCSUP382A

PMCSUP382A

Provide coaching/mentoring in the workplace

Unit Descriptor This competency covers the skills and knowledge required to act as a mentor/coach to other individuals in the workplace. Coaching and mentoring are undertaken within the coach/mentor's area of expertise on a one on one basis.

Typically a coach/mentor would:
· facilitate the exploration of needs, motivations and thought processes to assist the individual in identifying areas for development
· observe, listen and ask questions to identify the employee's situation
· use questioning techniques to identify solutions and actions rather than take a directive approach
· support the employee in setting appropriate goals and methods of assessing progress in relation to goals
· provide encouragement, support and constructive feedback
· apply tools and techniques which may include one

ELEMENTPERFORMANCE CRITERIA
1 . Establish coaching/ mentoring relationship.
  1. Identify areas for development in line with organisational and individual's requirements

  2. Use effective communication styles to develop trust, confidence and rapport

  3. Make arrangements on how the relationship will be conducted including:

    1. the amount of time involved for both parties

    2. confidentiality of information

    3. identification of development opportunities

    4. development plan towards achieving goals

  4. Discuss and clarify expectations and goals

  5. Seek input from other relevant personnel if required.

2 . Provide coaching/mentoring support.
  1. Assist the individual to identify and evaluate opportunities to achieve agreed goals/development activities

  2. Share personal experiences and knowledge with the individual to assist in progress to agreed goals/development

  3. Provide a supportive environment to allow the individual to develop towards the achievement of goals

  4. Encourage the individual to make decisions and take responsibility for the courses of actions or solutions under consideration

  5. Provide assistance and guidance in a manner which allows the individual to retain responsibility for achievement in their goals.

3 . Evaluate effectiveness of coaching/mentoring.
  1. Recognise and openly discuss changes in the coaching/mentoring relationship

  2. Make adjustments to the relationship to take account of the needs of both the mentor/coach and the individual

  3. Seek feedback from individual and other relevant personnel to identify and implement improvements.





Key CompetencyExamples of ApplicationPerformance
Level
How can information be collected, analysed and organised?2
How are ideas and information communicated within this competency?2
How are activities planned and organised?2
How are problem solving skills applied?2
How are mathematical ideas and techniques used?1
How is use of technology applied?2
How is team work used within this competency?1

Range Statement

Context

This competency unit may include the following legislation, codes and national standards as relevant to the workplace:

The mentoring/coaching process applies to any area of the business or professional endeavour and may include:

Changes to the mentoring/coaching relationship may include:

Feedback on performance may include:

Other relevant personnel may include:

Organisational requirements may be included in:

All operations are performed in accordance with standard procedures and work instructions.

OHS

All operations are subject to stringent OHS requirements and these must not be compromised at any time. Where there is an apparent conflict between performance criteria and OHS requirements, the OHS requirements take precedence.


Evidence Guide

Assessment context and methods

The unit will be assessed in as holistic a manner as is practical and may be integrated with the assessment of other relevant units of competency. Assessment will occur over a range of situations.

Assessment for this unit may include performance and knowledge evidence, periodic assessments, interview with mentoree to evaluate mentor/coach's skills and structured or unstructured simulations or case study/scenarios.

Critical aspects

It is essential that an understanding of mentoring/coaching and its role and benefits is understood. Competence must be demonstrated in communication skills in relation to listening, questioning, providing constructive feedback and non-verbal communication.

Consistent performance should be demonstrated. In particular look to see:

an understanding in the role and benefits of mentoring/coaching in the business

use of significant workplace knowledge and experience to assist another individual to achieve their goals/development needs

application of effective communication styles

a learning environment is effectively created that allows for open discussion, feedback, tolerance of mistakes during learning within a safe environment, and affirmation of the individual's worthiness.

Competence must be demonstrated in the operation of all ancillary equipment to the level required for this competency unit. These aspects may be best assessed using a range of scenarios/case studies/what ifs as the stimulus, with a walk- through forming part of the response. The assessment activities should include responding to a range of problems.

Resource implications

Assessment may require access to an operating plant, or a suitable method of gathering evidence where the mentoring/coaching is related to the development of technical competencies of operating ability over a range of situations. A bank of scenarios/case studies/what ifs will be required as will a bank of questions which will be used to probe the reasoning behind the observable actions.

Other assessment advice

Individual enterprises may choose to add prerequisites and corequisites relevant to their processes.

Essential knowledge

Knowledge of the principles of coaching and mentoring for development of competence.

Knowledge of the enterprise's standard procedures and work instructions and relevant regulatory requirements along with the ability to apply them to the coaching/mentoring process.

Competence includes the ability to:

apply and/or explain:

effective planning skills to organise activities

communication skills in giving, receiving and analysing feedback.

as is relevant to the process of mentoring/coaching.