ONLED13 Mentoring and Coaching in Education
Critically review the use of coaching/mentoring models through observation of professional colleague or new member of staff.
Draw upon experience gained and current literature in the field. 900 words (+/-10%) This assessment aligns with Module outcome 3.
Critically analyse the characteristics of a mentoring relationship within their practice.
This assignment will ask you to critically reflect on observation(s) of your mentoring meeting(s). Using the experience gained, examine and critique your approaches highlighting areas of strength, as well as areas of development in the future that will assist with your development as a mentor.
Add a thread to this discussion forum and do the following:
1. Research a method that would be appropriate for each case (Refer to case 1 and 2 in the case study above).
It is important to distinguish between feedback and evaluation. In these two cases feedback is most appropriate as the coach can get the learner to think about what they did, how they did it and importantly guide them to discover what choices they have and what they can do about it.
I feel the reflective feedback model which takes the Pendleton model a step further, would support the coach to have the conversions with Anne and Veronica given that both of them have not viewed or received conversations as an effective learning tool in the past.
Therefore they may already feel threatened, particularly Ann, that is some way she has failed. It is therefore crucial that both learners feel supported and self discover insight to the issues and concerns others have for them.
I feel that reflective conversation would be a good model for this.
Now that you have identifies and critiqued methods of giving feedback, answer the following questions:
1. Which model do you like? Give 2 or more reasons for your answer.
I like a model which we use in clinical practice called SBI. I modified this locally to SBIC and further collaborated to modify the meaning of the last letter. Situation, Behaviour, Impact, change or continue.
I use this regularly in clinical practice as it is quick, effective and makes people think.
I particularly like it because it challenges negative culture and makes people develop insight to the effect of their behaviour(s) on others. It is specific and not based on personality which is important when providing feedback.
2. How will this method benefit your mentoring journey?
I haven’t used it specifically in my mentoring journey, instead using Appreciative Inquiry questions to meet the specific needs of my coachee.
However, I have taught my coachee the tool which they have used to help them with the specific need they identified in our relationship.
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