Mentoring/Coaching – Average

Mentoring/Coaching – Average

A- Introduction: Understanding the Focus

Before diving into the action plan, it’s crucial to identify the core areas that need improvement. The Personal Development Plan (PDP) aims to develop effective mentoring and coaching skills that enhance the growth of less experienced team members. The key themes identified are:

  • Guiding colleagues in their professional growth: Focusing on sharing knowledge and providing appropriate support to help less experienced staff develop their skills.
  • Offering constructive feedback for improvement: Developing the ability to give clear and actionable feedback that promotes growth while maintaining a supportive environment.
  • Encouraging continuous learning and development: Creating an atmosphere where learning is prioritized, allowing both mentors and mentees to expand their skills and knowledge.

Incorporating the Key Themes:
These key themes will guide the action steps and goals, ensuring that each part of the PDP effectively addresses these areas.
Short-Term and Long-Term Goals: The identified themes—guiding professional growth, offering constructive feedback, and encouraging continuous learning—will be addressed through achievable goals set over the next 6 months and 1 year.

B - Action Steps

  • Guiding Colleagues in Their Professional Growth:
    • Conduct Developmental Discussions:
      Schedule regular meetings with less experienced colleagues to discuss their career aspirations and identify skills they wish to develop.
    • Facilitate Skill-Sharing Sessions:
      Organize informal sessions where team members can share their expertise and knowledge on specific topics, promoting mutual learning.
    • Develop Individual Development Plans:
      Collaborate with mentees to create personalized development plans that outline their goals and the steps needed to achieve them.


  • Offering Constructive Feedback for Improvement:
    • Utilize the Feedback Sandwich Technique:
      When providing feedback, use the “sandwich” approach: start with positive feedback, followed by areas for improvement, and end with encouraging remarks.
    • Encourage Self-Assessment:
      Ask team members to assess their own performance before feedback sessions, promoting self-awareness and reflection on their development.
    • Create a Feedback Calendar:
      Set up a calendar to regularly provide and receive feedback, ensuring that discussions are structured and timely.


  • Encouraging Continuous Learning and Development:
    • Promote Participation in Training Opportunities:
      Actively encourage colleagues to attend relevant workshops, seminars, or courses to enhance their skills and knowledge.
    • Establish a Learning Resource Library:
      Compile a collection of resources such as articles, books, and online courses that team members can access for self-directed learning.
    • Foster a Culture of Knowledge Sharing:
      Encourage team members to share what they learn from training sessions or courses during team meetings to promote collective growth.

C - Goals

  • Short-Term Goals (6 Months):
    • Establish Mentoring Relationships:
      Develop at least three mentoring relationships, providing regular guidance and support to less experienced colleagues.
    • Improve Feedback Skills:
      Conduct feedback sessions with a focus on constructive criticism, aiming for positive responses from mentees.
    • Encourage Training Participation:
      Facilitate participation in at least two training sessions for team members, ensuring opportunities for skill enhancement.


  • Milestones (Short-Term):
    • Month 1-2:
      Initiate developmental discussions with mentees and begin scheduling feedback sessions.
    • Month 3-4:
      Organize skill-sharing sessions and promote participation in training opportunities.
    • Month 5-6:
      Document improvements in mentoring relationships and feedback quality through reflective journaling


  • Long-Term Goals (1 Year):
    • Demonstrate Enhanced Mentoring Skills:
      Show measurable improvement in mentoring effectiveness, transitioning from “Average” to “Above Average” in assessments.
    • Create a Learning-Focused Team Environment:
      Establish a culture that values continuous learning and development, leading to increased participation in professional development activities.


  • Milestones (Long-Term):
    • Month 7-9:
      Review mentoring progress with a supervisor and adjust strategies based on feedback.
    • Month 10-12:
      Lead a workshop or discussion on effective mentoring practices, contributing to the overall development of the team.

D - Evaluation Metrics

  • Key Performance Indicators (KPIs):
    • Mentoring Relationship Development:
      Aim to establish at least three mentoring relationships within the next 6 months.
    • Feedback Quality:
      Achieve a positive response rate of 70% from colleagues regarding the effectiveness of feedback sessions conducted.
    • Engagement in Learning Opportunities:
      Track the number of shared professional development opportunities, targeting at least two per quarter.

E - Support and Resources

  • Mentorship:
    Access to a more experienced mentor who can provide guidance on mentoring practices and personal development.
  • Training Programs:
    Participation in workshops focusing on effective mentoring, feedback, and communication skills offered by the organization.
  • Learning Resources:
    Utilize online platforms like LinkedIn Learning or Coursera for courses on emotional intelligence and mentoring strategies.
  • Literature:
    Recommended readings such as “The Coaching Habit” by Michael Bungay Stanier and “Crucial Conversations” by Kerry Patterson et al. to enhance coaching and feedback skills.

F - Documentation & Evaluation

  • Regular Feedback Sessions:
    • Purpose:
      To provide structured opportunities to discuss progress, challenges, and areas for growth in mentoring skills with a supervisor or mentor.
    • Process:
      Schedule monthly meetings to receive constructive feedback about mentoring practices and engagement levels.


  • Mentoring Journal:
    • Purpose:
      To maintain a personal record of mentoring experiences, feedback given and received, and reflections on personal growth.
    • Process:
      Document mentoring sessions, challenges encountered, feedback provided, and learning outcomes to aid in self-reflection and future improvement.