Creating the right environment for coaching and mentoring
Julian Smallshaw, The Institute of Quarrying
The core of any organisation is its workplace culture. Creating and nurturing the right environment reduces the potential for a fragmented organisation and builds on the strengths of its greatest asset – people.
To enhance employee’s skills, knowledge and work performance, coaching and mentoring can be an effective approach. It is possible to draw distinctions between the two development approaches, however in practice coaching and mentoring are often used interchangeably.
Coaching aims at optimal performance and improvement at work whereas mentoring tends to be a relationship in which a more experienced colleague shares their greater knowledge to support the development of an less experienced member of staff.
To create a coaching and mentoring culture, organisations must ensure that people are equipped to give and receive more regular feedback. Importantly, that culture is one in which coaching, mentoring and other forms of continuous feedback can thrive, this will be explored further.
Julian Smallshaw is the Head of Education and Standards at the Institute of Quarrying and has led the way in developing and promoting world-class, tailored education and training programmes both here in the UK and internationally. He carries with him a wealth of knowledge from his extensive career in operational quarry management and extractives operations, from hard rock to sand and gravel.
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