EFFECTIVE COUNSELLING,

COACHING AND MENTORING

PRESENTED BY FANU-AGORO Y.A (MRS.)
 OBJECTIVES

▪ ASSIST PARTICIPANTS IN UNDERSTANDING COUNSELLING, COACHING AND

MENTORING AND DEVELOPING THE ESSENTIAL BASIC SKILLS IN THE
WORKPLACE

MRS. Y.A FANU-AGORO ©

 TABLE OF CONTENT
▪ UNDERSTANDING COUNSELLING –THEORIES AND APPLICATIONS AND
DEVELOPING COUNSELLING SKILLS
▪ DEVELOPING COACHING AND RESULT ORIENTED SKILLS – HOW TO
DEVELOP AND DELIVER A COACHING PLAN
▪ MENTORING MODELS
▪ CHALLENGES AND SOLUTIONS IN THE WORKPLACE

MRS. Y.A FANU-AGORO ©

 UNDERSTANDING COUNSELLING
• COUNSELLING IS THE PROCESS OF ASSISTING AND
GUILDING CLIENTS, ESPECIALLY BY A TRAINED PERSON ON
A PROFESSIONAL BASIS, TO RESOLVE ESPECIALLY
PERSONAL, SOCIAL OR PSYCHOLOGICAL PROBLEMS AND
DIFFICULTIES.
• COUNSELLING COULD BE
• FACE TO FACE
• INDIVIDUAL OR GROUP
• TELEPHONIC

MRS. Y.A FANU-AGORO ©

 WHY COUNSELLING?
A COUNSELLOR ADDRESSES PROBLEMS IN A POSITIVE WAY BY
HELPING TO :
❑CLARIFY ISSUES
❑EXPLORE OPTIONS
❑DEVELOP STRATEGIES ; AND
❑INCREASE SELF-AWARENESS

MRS. Y.A FANU-AGORO ©

 STAGES OF COUNSELLING
• INITIAL OR INITIAL DISCLOSURE STAGE
• MIDDLE STAGE OR IN-DEPTH EXPLORATION STAGE
• LAST STAGE OR COMMITMENT TO ACTION STAGE

MRS. Y.A FANU-AGORO ©

 THEORIES AND APPLICATIONS
❑HUMANISTIC
❑COGNITIVE
❑BEHAVIORAL
❑PSYCHOANALYTIC
❑CONSTRUCTIONIST;AND
❑SYSTEMIC

MRS. Y.A FANU-AGORO ©

 DEVELOPING COUNSELLING SKILLS
REFLECTING AND
PARAPHRASING

ATTENDING
SUMMARISING

BASIC
SILENCE COUNSELLIG QUESTIONS
SKILLS

RAPPORT
BUILDING FOCUSING

IMMEDIACY

MRS. Y.A FANU-AGORO ©

 COACHING
• COACHING IS A FORM OF DEVELOPMENT IN WHICH AN
EXPERIENCED PERSON, CALLED A COACH, SUPPORTS A
LEARNER OR CLIENT IN ACHIEVING A SPECIFIC PERSONAL OR
PROFESSIONAL GOAL BY PROVIDING TRAINING AND
GUIDANCE. THE LEARNER IS SOMETIMES CALLED A
COACHEE.
• WIKIPEDIA

MRS. Y.A FANU-AGORO ©

 DEFINITION
• COACHING IS A PROCESS THAT IS DESIGNED TO ASSIST
MOTIVATED INDIVIDUALS IN MAKING CHANGES TO FURTHER
THEIR PROFESSIONAL DEVELOPMENT. HUMAN RESOURCE
MANAGEMENT OFFERS COACHING SERVICES TO INTERESTED
EMPLOYEES.

MRS. Y.A FANU-AGORO ©

 COACHING MODEL
❑ESTABLISH A DESIRED GOAL
❑UNDERSTAND WHERE THEY ARE
❑EXPLORING OPTIONS FOR WHERE THEY ARE HEADED
❑DETERMINING WHAT MAY BE OBSTACLES
❑ESTABLISHING A PLAN OF ACTION

MRS. Y.A FANU-AGORO ©

 COACHING STYLES
❑DEMOCRATIC COACHING
❑AUTHORITARIAN COACHING
❑HOLISTIC COACHING
❑AUTHOCRATIC COACHING
❑VISION COACHING

MRS. Y.A FANU-AGORO ©

 COACHING PLAN/ ELEMENTS OF
❑ESTABLISH FOCUS
❑EXPLORATION – Coachee’s perspective, needs, values and
beliefs
❑ACTION. Planning
❑CLOSING

MRS. Y.A FANU-AGORO ©

 STEPS IN COACHING PLAN
❑INITIATE APPROACH ❑QUANTIFIABLE
❑SET GOALS BENCHMARKS
❑ESTABLISH COACHING ❑REVIEW AND REFOCUS
METHODOLGY
❑DEVELOP COACHING
SCHEDULE
❑IDENTIFY AND SPECIFY
BENEFITS

MRS. Y.A FANU-AGORO ©

 MENTORING
MENTORING IS A PROCESS FOR THE INFORMAL TRANSMISSION OF KNOWLEDGE \,
SOCIAL CAPITAL AND THE PSYCHOSOCIAL SUPPORT PERCEIVED BY THE RECIPIENT AS
RELEVANT TO WORK, CAREER OR PROFESSIONAL DEVELOPMENT; MENTORING ENTAILS
INFORRMAL COMMUNICATION, USUALLY FACE –TO-FACE AND DURING A SUSTAINED
PERIOD OF TIME, BETWEEN A PERSON WHO IS PERCEIVED TO HAVE A GREATER
KNOWLEDGE, WISDOM, OR EXPERIENCE ( The mentor) AND A PERSON WHO IS
PERCEIVED TO HAVE LESS (The Protégé)
• WIKIPEDIA

MRS. Y.A FANU-AGORO ©

 TECHNIQUES OF MENTORSHIP
❑ACCOMPANYING
❑SOWING
❑CATALYZING
❑SHOWING
❑HARVESTING

MRS. Y.A FANU-AGORO ©

 CONT’D
• ACCOMPANYING – The mentor participates in the learning
process and gives essential support

• SOWING – The mentor gives initially unclear or unacceptable

advice to the learner that has value in a given situation

MRS. Y.A FANU-AGORO ©

 CONT’D

❑CATALYZING – The mentor chooses to plunge the learner right

into change to provoke a different way of thinking, a change in
identity or a re-ordering of values.
❑SHOWING – The mentor teaches the learner by demonstrating
a skill or activity
❑HARVESTING – The mentor assesses and defines the utility and
value of the learner’s skill.

MRS. Y.A FANU-AGORO ©

 ESSENTIALS RULES FOR FIRST-TIME MENTORS
• HELP MENTEE DEFINE AND UNDERSTAND GOALS
• ASK QUESTIONS ABOUT THE BIG PICTURE
• BE CONSISTENT TIME WISE
• KEEP AN OPEN MIND TO PROBLEM SOLVING

MRS. Y.A FANU-AGORO ©

 Cont’d

• MAKE REFERRALS
• REMEMBER IT IS NOT ABOUT YOU
• PRACTICE ACTIVE LISTENING
• MAINTAIN CONFIDENTIALITY

MRS. Y.A FANU-AGORO ©

 CHALLENGES AND SOLUTION -MENTORING
MENTORING ACROSS GENDERS AND SELECT MENTORS IN PART ON THEIR SKILLS TO
RACES WITH A LACK OF EMPATHY EMPATHIZE

MENTOR GIVING MENTEES TOO TRAIN MENTORS TO GIVE BALANCED FEEDBACK TO THEIR
MUCH NEGATIVE FEEDBACK MENTEES, TRY REVERSE MENTORING

THE MENTOR AND MENTEE FAIL TO GIVE IT TIME AND PROVIDE OPPORTUNITIES FOR THE
DEVELOP RAPPORT MENTOR AND THE MENTEE TO SOCIALIZE. REMATCH

MRS. Y.A FANU-AGORO ©

 CHALLENGES AND SOLUTIONS - COACHING
TIME AND DISTANCE ENCORAGE TEAM TO COACH EACH OTHER
VIDEO-CONFERENCING, VIDEO RECORDING

LACK OF OBJECTIVITY AND ENCORAGE SELF REFLECTION, USE REAL LIFE EXAMPLES OF
INTERPERSONAL SKILLS BEHAVIOUR, ENVISION OUTCOMES AND PROGRESS,
RESPECT YOUR EMPLOYEE

LACK OF LONG TERM PLANNING HAVE A PLAN, TRACK PROGRESS, HIGHLIGHT THE ‘WHY’

CULTURE OF THE COMPANY EVALUATE COMPANY CULTURE, BE OPEN ABOUT GOALS

AND OUTLINE BENEFITS OF INITIATIVE, USE A PHASED
APPROACH

MRS. Y.A FANU-AGORO ©

 CONT’D

COUNSELLING
• IGNORANCE AND LACK OF UNDERSTANDING
• MISCONCEPTION ABOUT COUNSELLING
• CULTURE, BELIEFS AND RELIGIOUS PREFERENCES
• GOVERNMENT INSENSITIVITY TO MENTAL HEALTH PROBLEMS

MRS. Y.A FANU-AGORO ©

 SOLUTION TO CHALLENGES IN THE WORKPLACE

❑CREATING AWARENESS OF BENEFITS IN SHARING HARD-

EARNED KNOWLEDGE FOR THE BENEFITS OF OTHERS
❑MATCH PARTICIPANTS ON THE RIGHT SKILL TRAITS –
PROFESSIONAL EXPERIENCE, CAREER GOALS, PERSONAL
INTEREST,ETC
❑EDUCATE ON HONEST FEEDBACK
❑ENSURE MENTOR AND MENTEE AGREE ON THE TERMS OF
THEIR RELATIONSHIP

MRS. Y.A FANU-AGORO ©

MRS. Y.A FANU-AGORO ©
 QUESTIONS, CONTRIBUTIONS PLEASE

THANK YOU FOR LISTENING

MRS. Y.A FANU-AGORO ©