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Connecting To Resources 2

The document discusses guidelines for effective engagement between parties in mentoring or coaching relationships. It suggests that parties should find a middle ground if they disagree, understand each other's perspectives, avoid feeling like one is imposing on the other, eliminate biases, have realistic expectations of each other, accept criticism and room for improvement, and connect to other resources while being guided.

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Kim Roque-Aquino
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61 views2 pages

Connecting To Resources 2

The document discusses guidelines for effective engagement between parties in mentoring or coaching relationships. It suggests that parties should find a middle ground if they disagree, understand each other's perspectives, avoid feeling like one is imposing on the other, eliminate biases, have realistic expectations of each other, accept criticism and room for improvement, and connect to other resources while being guided.

Uploaded by

Kim Roque-Aquino
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Easier engagement, as parties are allowed to express their own beliefs and attitudes.

Parties should always be mindful that one's personal values and beliefs may not always be
consistent with those of the other party. Thus, more efforts should be exerted to find a middle
ground in case of disagreement.

Understand better the reasons behind the other party's actions and expressions; and
consequently, be able to make improvement plans acceptable to both parties.
Parties should avoid concentrating on their personal views, and instead exert more efforts to
listen and understand the other party.

Being more confident in taking on the task of mentoring/coaching.


Parties should avoid creating the impression that he/she is imposing himself/herself on the
other party.

Easier engagement, as the parties become comfortable knowing that they will not be judged for
who they are.
Parties should exert more efforts to eliminate biases before proceeding to engage the other
party.

Motivates coachee/mentee to achieve set objectives, or even exceed expectations. Likewise,


gives the coach/mentor a sense of fulfillment for successful coaching/mentoring.
Parties should also be able to level their expectations.

Allows the learner to find creative solutions that are practicable and efficient for
himself/herself.
Coach/mentor should find a balance between giving the learner leeway to learn for
himself/herself, and guiding the learner towards the objectives sought.

More efficient coaching.


Practicing and evaluating skills take time and continuous efforts.

More efficient coaching.


Parties should be willing to accept criticism and to change identified gaps.

Allows for continuous improvement, both as an individual and as a contributor to the


organization.
Parties should avoid complacency and be mindful that there is always room to improve their
attitudes, skills and expertise.

Allows for continuous improvement, both as an individual and as a contributor to the


organization.
Parties should be able to level their expectations, and be aware that theories may not always
be applicable to actual situations.
Developmental conversation should not be limited to interactions between the coach/mentor
and the coachee/mentee. Being able to connect to other resources allows the parties to
continually improve their respective learning experiences, as well as contribute to the learning
experiences of others. However, connecting to other resources should still be guided, in order
to maximize its benefits.

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