Explain how organisational strategic performance objectives link to individual, team and departmental performance objectives. Identify these links explaining why alignment between them is important.

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Task 1:

Explain how organisational strategic performance objectives link to individual, team and departmental performance objectives. Identify these links explaining why alignment between them is important.

Apply relevant performance management theory to describe the relationship between individuals, team, and departmental development and the role of coaching and of mentoring within the developmental process. Cite a practical example where coaching and mentoring can develop the performance of the individual, a team, and a department.

Develop a case supported by a cost and benefit analysis that demonstrates how coaching and mentoring can benefit and support the achievement of organisational strategic performance objectives through individual, team and departmental performance.

Guideline word count: 1,100 – 1,300 words

Your answer:

A.C. 1.1 – Identify the links between individual, team and departmental performance objectives and organisational strategic performance objectives

A.C. 1.2 – Demonstrate how the relationship between individual, team and departmental performance development links to coaching

A.C. 1.3 – Demonstrate how the relationship between individual, team and departmental performance development links to mentoring

A.C. 1.4 – Develop a case that coaching and mentoring can benefit organisational strategic performance objectives through individual, team and departmental performance development

A.C. 1.5 – Conduct a cost/benefit analysis of a coaching and mentoring process to support achievement of organisational strategic performance objectives

A.C. 3.1 – Discuss the use of coaching to contribute towards performance management

A.C. 3.2 – Discuss the use of mentoring to contribute towards performance management

Task 2 Unit 7015V1 - Coaching and mentoring within organisational culture

Determine how organisational culture can impact on coaching and mentoring.

Evaluate a range of cultural influences that may support and, also those that can inhibit the effectiveness of coaching and mentoring within an organisation. You should include at least four examples including some that support and some that inhibit both coaching and mentoring.

Guideline word count: 900 - 1,000 words A.C. 2.1 - Determine how organisational culture can impact on coaching

A.C. 2.2 - Determine how organisational culture can impact on mentoring

A.C. 2.3 - Evaluate the current cultural influences that may inhibit coaching

A.C. 2.4 - Evaluate the current cultural influences that may inhibit mentoring

A.C. 2.5 - Evaluate the current cultural influences that may support coaching

A.C. 2.6 - Evaluate the current cultural influences that may support mentoring

Task 3:

Determine the need for board level endorsement of coaching and mentoring schemes. Illustrate your response with examples of what the outcome might be with, and without, board level support.

Determine four ways in which coaching and mentoring can support a range of development issues.

Describe using examples, four possible effects coaching and mentoring may have on organisational culture and evaluate the potential impact of these effects.

Guideline word count: 1,000 - 1, 200 words        

A.C. 3.3 - Determine the need for board level endorsement of coaching

A.C. 3.4 - Determine the need for board level endorsement of mentoring

A.C. 3.5 - Determine how coaching can support a range of development issues

A.C. 3.6 - Determine how mentoring can support a range of development issues

A.C. 3.7 - Evaluate the effect of coaching on organisational culture

A.C. 3.8 - Evaluate the effect of mentoring on organisational culture

Unit 7015V1 - Coaching and mentoring within organisational culture