unit 30 ccld level5
Unit 30
Facilitate coaching and mentoring in health and social care or children and young people’s settings
Learning outcome 1
Assessment criteria 1.1
Coaching and mentoring are very similar, apart from coaching is short term training and mentoring is more long term based. I have devised a table to show the difference between coaching and mentoring.
Coaching
Mentoring Working relationship generally has a set duration
The working relationship is ongoing and can last for a long period of time
Short term and based on specific training schedules
Is more long term and looks more at the person as a whole not just their training
The person coaching does not need to have a firsthand knowledge of the individual’s job role.
The mentor is usually very experienced and sometimes a senior member of staff within the job role
Coaching is more focused on specific training and skills.
Is more focused on carers and personal development
Coaching is more based on development and work issues.
Mentoring revolves mainly around developing the mentee professionally.
Learning outcome 1
Assessment criteria 1.2
Coaching would be appropriate to use when any member of staff would like to progress and learn more about their job role or even broaden their knowledge in new areas of the setting. It can also be used when a member of staff has learnt a new skill the manager can help by giving advice and opinions on how to use the new skills learnt. I would implement coaching if I had identified a member of staff who was not performing to the best of their ability and performing bad practice, especially if they are unaware of what they are doing.
Learning outcome 1
Assessment criteria 1.3
Mentoring would be used when a new employer is introduced to the setting. The reason for a mentoring relationship is to help the new employee have an understanding and knowledge of the settings cultural and social norms. I have mentored apprentices that have joined my setting I
Facilitate coaching and mentoring in health and social care or children and young people’s settings
Learning outcome 1
Assessment criteria 1.1
Coaching and mentoring are very similar, apart from coaching is short term training and mentoring is more long term based. I have devised a table to show the difference between coaching and mentoring.
Coaching
Mentoring Working relationship generally has a set duration
The working relationship is ongoing and can last for a long period of time
Short term and based on specific training schedules
Is more long term and looks more at the person as a whole not just their training
The person coaching does not need to have a firsthand knowledge of the individual’s job role.
The mentor is usually very experienced and sometimes a senior member of staff within the job role
Coaching is more focused on specific training and skills.
Is more focused on carers and personal development
Coaching is more based on development and work issues.
Mentoring revolves mainly around developing the mentee professionally.
Learning outcome 1
Assessment criteria 1.2
Coaching would be appropriate to use when any member of staff would like to progress and learn more about their job role or even broaden their knowledge in new areas of the setting. It can also be used when a member of staff has learnt a new skill the manager can help by giving advice and opinions on how to use the new skills learnt. I would implement coaching if I had identified a member of staff who was not performing to the best of their ability and performing bad practice, especially if they are unaware of what they are doing.
Learning outcome 1
Assessment criteria 1.3
Mentoring would be used when a new employer is introduced to the setting. The reason for a mentoring relationship is to help the new employee have an understanding and knowledge of the settings cultural and social norms. I have mentored apprentices that have joined my setting I