Personal And Professional Development

Personal Feeling and Emotion

At the beginning of preparing the sessions, I was extremely fearful and became increasingly nervous about carrying out the coaching and mentoring session. This was because of a slight sense of inexperience and being confidence, which brought me to question my coaching and mentorship ability as I had limited experience but upon reflection, on the coaching and mentoring sessions I was able to appreciate going through it of which I found it interesting. Although it was challenging, during coaching session precisely at some point I was feeling frustrated, frightened, and hopeless while watching the coachee navigating ups and down I realised I need to control myself in order not to let my feelings rule me. I refused to let my emotions get out of control while I was listening to what the coachee was saying. This has brought me to realized that I can be empathic when engaging with people. I also feel that precisely during the mentoring session it was unprofessional for allowing the awkward silences whilst waiting for a response from the mentee and that makes me uncomfortable. I don’t feel I have giving enough time for the mentee to think before moving to the next question.This is described as being important (Dembkowski, Eldridge, & Hunter, 2006) “A period of silence is often useful for the client to really explore his emotions and think about a particular topic or situation.”

Personal Sessions Evaluation

Starting with what I have encountered during the sessions it is extremely hard to achieve this as an inexperienced coach and this came as a result of being nervous and lack of belief in my own level of ability for coaching and mentoring. Whitmore (2009) explained, “Perhaps the hardest thing a coach has to learn to do is to shut up”. I think that individuals can have an inclination to talk when they are anxious or to just fill a void of silence. I was stuck to the model but as explained in Conner & Pokora (2012) this in some cases isn’t a great way to adopt the model as it can restrain the conversation. That the model is best utilized with a light touch and as a reference ought to you get stuck. Thus, with this in mind, I ought to have let the session run its course and touched on the stages rather than attempting to stay regimentally to the stages. See Appendix 5 contains the reflection on my coaching and mentoring session sheet.

Professional Development

Looking back on the experience I had on the coaching and mentoring sessions, I feel that it was worthwhile and this has brought me to appreciate the value of coaching and mentoring. I realised that I have just started a journey on coaching and mentoring fields and also on a journey of improving my own mentoring and coaching skills.(Bloom et al., 2005; Murray, 2001) added that, another level of mentoring and coaching is developing formal mentoring and coaching programs.

Professional development is said to be a continue learning process and acquiring new skills/knowledge and practices at any state of your career. Continuing Professional Development (CPD) is a combination of approaches, ideas and techniques that will help you manage your own learning and growth (CIPD, 2018). Although my coaching and mentoring sessions experience was worthwhile, however this has not come easy as I had struggled with confidence, nervousness and dis-belief in myself and my own ability to be a coach and a mentor. I have come to realised that these are some of the areas that need to be develop in order to be an effective professional coach or mentor. Enrolling in coaching courses and training plans it will be my way to gain the skills and knowledge that I need to develop my role and improve in my coaching and mentor development. Great goal setting means that I am taking a step towards improving every aspect of my life because the efforts that I will take to achieve my goals will help and lead to my personal development. If I have the opportunity in the future I would like to have more experience in both coaching and mentoring sessions but I would not relatively stick to the coaching and mentoring models as I think sticking just to the models can weaken the effectiveness of a session as I learned that I was focusing more on the models than on the coachee and the mentee and their thoughts.

It is important for me and it comes with a total need for me to develop and improve myself into a better professional by means of setting a personal development plan so that through this I will be able to identify my faults easily and come up with strategies for overcoming them. The end results of an effective personal development goal increase your chance drastically in achieving your dreams and long-term goals sooner than planned. With this in mind, I have developed a personal development plan which can be seen in appendix 6 as a guidance in developing myself professionally. In order to be able to help impact someone in their personal development I have to developed myself first, have the necessary skills and knowledge to enable me be a better individual as well professionally in the future.


Some further preparing on being a mentor and a coach would likewise be required preceding more sessions as I don't figure this should be possible accurately as a formal approach without it. As the sessions get individuals addressing themselves which if done erroneously could really make trouble the coachee. I feel that once the change is produced using an informal talk to a formal session at that point there is a prerequisite for a specific level of formal training and demonstrable skill.