BUSINESS EXCELLENCE PROCESS

BUSINESS EXCELLENCE CONSULTING
.... CONSULTING OPPORTUNITIES
... Assessment Center
... Business Process Engineering
... Change Mangement
... Coaching and Mentoring
... Competency Mapping
... Computer Based Training
Tools Design
... Cultural Adaptation of Products
... Cultural Adaptation Post Mergers
and Acquisitions
... Designing HR Processes
... Designing Learning/Development
Processes & Departments
... Managing Innovation Centers
... Organization Surveys
... Succession Planning

ORGANIZATIONAL DEVELOPMENT

SOFT SKILL ENHANCEMENTS

EMOTIONAL INTELLIGENCE

Coaching and Mentoring in organizations, whether on a managerial level or for overall staff, are progressively being recognized as essential methods in the development of the organization. It is accepted by senior management in many organizations that their company will thrive if they offer some form of Coaching and Mentoring to their staff.

Mentoring is often used as a strategy to retain employees and to attract new talent in the organization.  It is also used as a professional development tool to upgrade skills and enhance employee satisfaction. Mentoring adds value to the protégés professional life by providing knowledge and skills to reflect on their experience in relation to more experienced individuals.

Coaching in organizations addresses issues similar to what Mentoring caters to. It focuses on how to address these issues effectively or how to perform well in a given situation. There is, however, another possible focus of coaching, one that confronts making sense of one’s life and the fundamental values and meaning that get expressed through choice and action.

Coaching is the process of providing one-on-one guidance and instruction to improve knowledge, skills and work performance.

We facilitate the above two processes in the following ways:

1. Understand the employee’s job, the KSA’s and resources required to meet performance expectations and the employee’s current level of performance
2. Meet with the incumbent and mutually agree on the performance objectives to be achieved.
3. Mutually arrive at a plan and schedule for achieving performance objectives
4. At the work site, show the incumbent how to achieve the objectives, observe the incumbent perform and then provide feedback. This process is similar to JIT
5. Repeat the above step until performance improves

The purpose of Mentoring is to provide the more junior employee with guidance and a clear understanding of how the organization goes about its business. Whereas coaching focuses on the technical aspects of the job, mentoring focuses more on employees’ fit within the organization.
Thus coaching emphasizes skill development, and mentoring emphasizes attitude development.